Online Assessment Tests: What to Expect & How to Pass
Online assessment tests screen out most applicants before any human sees their CV. Here's exactly what they are, how they work, which providers major employers use, and the fastest path to a score that gets you through.
What is an Online Assessment Test?
An online assessment test is a digital screening tool employers use to evaluate candidates at scale — typically after you submit your application but before any human reviews your CV or invites you to interview. They are timed, completed remotely, and designed to measure specific cognitive abilities or behavioural traits.
The vast majority of large employers — banks, consulting firms, Big 4, tech companies, consumer goods, and the public sector — use online assessments as a mandatory screening stage. Fail to meet the cut score, and your application ends regardless of your CV quality.
Most employers use a fixed percentile cut score (e.g., the top 30% of a norm group must pass). Your raw score is less important than your relative performance against other applicants. This means preparation has a direct, measurable impact on your outcome: candidates who practice timed tests consistently score 15–25 percentile points higher than unprepared candidates.
The 5 Main Types of Online Assessment Test
| Test Type | What It Measures | Format | Time Pressure |
|---|---|---|---|
| Numerical Reasoning | Ability to interpret data from tables and charts and perform arithmetic calculations under time pressure | Multiple-choice questions based on data sets; calculator usually permitted | Very high — typically 25 questions in 25 minutes |
| Verbal Reasoning | Ability to understand written passages and draw logical conclusions — True / False / Cannot Say | Short passage followed by 4–6 statements to evaluate | High — reading speed and logical precision both tested |
| Inductive / Abstract Reasoning | Non-verbal pattern recognition — logical thinking without language bias | Series of shapes or diagrams; identify the next in the sequence or the odd one out | High — 20–25 minutes for 24+ questions |
| Situational Judgement Test (SJT) | Professional judgment — how you respond to realistic workplace scenarios | Scenario description followed by 4–5 response options to rank or rate | Low-to-moderate — no strict time limit at most employers |
| Personality / Behavioural | Working style, values, and cultural fit (not right/wrong answers) | Agree/Disagree Likert scale or forced-choice between pairs of statements | None — but consistency matters more than speed |
Most employers use a combination of 2–3 test types in a single sitting. The most common combination is Numerical + Verbal + SJT. Different providers use different formats — the question style and adaptive difficulty varies significantly between SHL, Korn Ferry Talent Q, and cut-e.
Which Test Provider Do Different Employers Use?
| Employer | Test Provider | Tests Used | Guide |
|---|---|---|---|
| PwC | SHL | Numerical, Verbal, Logical, SJT | PwC Guide → |
| Deloitte | SHL / Custom | Numerical, Verbal, Immersive Online Assessment | Deloitte Guide → |
| EY | SHL / Pymetrics | Numerical, Verbal, Strengths assessment | EY Guide → |
| KPMG | SHL | Numerical, Verbal, Job Simulation, SJT | KPMG Guide → |
| Goldman Sachs | SHL / HireVue | Numerical, Verbal, Video interview | Goldman Guide → |
| JPMorgan | SHL | Numerical, Verbal, Inductive, SJT | JPMorgan Guide → |
| Amazon | Amazon Custom | Work Style Assessment, Work Simulation | Amazon Guide → |
| Unilever | Pymetrics + HireVue | 12 neuroscience games + video interview | Unilever Guide → |
| McKinsey | McKinsey Solve | Ecological Strategy game + Redrock Study | McKinsey Guide → |
| Civil Service | SHL + Custom | Verbal, Numerical, Situational Judgement | Civil Service Guide → |
How Online Assessment Scoring Works
Norm-Referenced Scoring
Most aptitude tests use norm-referenced scoring — your raw score is converted into a percentile by comparing it against a reference group (the "norm group"). Employers use this to set a cut score, e.g., "candidates must score in the top 30% of the graduate norm group."
What Affects Your Score
- Accuracy over speed: Most tests penalise wrong answers no more than unanswered questions. Prioritise correct answers on questions you're confident about rather than racing through and guessing.
- Time pressure: The vast majority of candidates can't finish every question — the tests are deliberately timed to be challenging. Focus on maximising accuracy on the questions you reach.
- Adaptive formats: Some providers (particularly Korn Ferry Talent Q) use Computer Adaptive Testing — difficulty adjusts based on your performance. Getting early questions right unlocks harder (higher-scoring) questions.
Personality Questionnaires Don't Have "Correct" Answers
Personality and behavioural questionnaires (like the SHL OPQ32) are scored for fit against a job profile, not for "good" or "bad." However, inconsistency within the questionnaire is flagged. Answer authentically and consistently — trying to guess what they want leads to inconsistent responses that look suspicious.
After completing an SHL test, you typically receive a percentile score and sometimes a band (e.g., Green/Amber/Red). Green usually means you've met the cut score. Amber means borderline — some employers automatically progress Amber candidates, others don't. Red means below cut score. You can request to see your full results report in many cases by contacting the employer directly.
How to Prepare: A 2-Week Plan
Identify the test type and provider (Day 1)
Research the specific employer using our company guides or look up past candidates on forums like The Student Room or Reddit. Knowing whether you face SHL, Korn Ferry, or cut-e changes your preparation significantly — question formats differ substantially.
Baseline yourself (Days 1–2)
Take one full timed practice test without any preparation to identify your weakest areas. Most candidates are weakest at numerical reasoning under time pressure or find verbal reasoning "Cannot Say" questions counterintuitive. You need to know your starting point to allocate your preparation time effectively.
Learn the strategies for each question type (Days 2–5)
Each test type has specific techniques that improve performance: numerical reasoning (data scanning, quick calculation shortcuts), verbal reasoning (True/False/Cannot Say logic rules), inductive reasoning (pattern classification). Read the dedicated guide for each type you'll face.
Daily timed practice (Days 3–13)
20–30 minutes of timed practice per day is more effective than weekend marathons. Spaced repetition builds both accuracy and speed. Always practice under realistic conditions: timed, no distractions, same device type as the real test (laptop preferred over phone).
Review errors, not just score (ongoing)
After each practice session, go back through every question you got wrong and understand why. The pattern of errors tells you more than your total score. Common patterns: rushing early (slowing down slightly improves accuracy disproportionately), misreading units in numerical tables, or applying "real-world knowledge" in verbal reasoning (you must only use information in the passage).
On Test Day: Practical Checklist
- Use a laptop, not a mobile: Most test interfaces are optimised for desktop. Numerical reasoning tables are significantly harder to navigate on a small screen.
- Take it in a quiet room without interruptions: Most tests cannot be paused. A door knock mid-test costs you 30–45 seconds.
- Use a physical calculator for numerical tests: The calculator app on your phone introduces lag. A physical calculator is faster for the basic arithmetic required.
- Read all instructions carefully: Some tests have 1–2 practice questions before the real test begins. Use these to calibrate your approach and check that your interface is working correctly.
- Don't rush the first questions: Early accuracy is critical, especially in adaptive formats where early correct answers unlock harder high-value questions.
- If you run out of time: On verbal and numerical tests, it's generally better to guess remaining answers than to leave them blank — most providers don't penalise wrong answers more than omissions.
- Take the test when you are mentally fresh: Don't schedule it for late at night after a full day of work. Morning or early afternoon, when rested, consistently produces better scores.
Frequently Asked Questions
Practice the Tests Employers Actually Use
Our free timed practice tests mirror the format and difficulty of SHL, Korn Ferry, and cut-e assessments. Start practising now and build the speed and accuracy you need to pass the screening stage.