SHL Test Results: What Do They Mean?
How to interpret your SHL percentile score, what norm groups are, how to read an OPQ32 personality profile, and exactly how employers use your results to make hiring decisions.
What Is a Percentile Score?
Your SHL test score is reported as a percentile rank. A percentile rank tells you what percentage of a reference group (the "norm group") scored at or below your level. A score at the 72nd percentile means you scored higher than 72% of the people in the norm group.
Crucially, percentile scores are relative, not absolute. Scoring 18 out of 25 correct on a numerical test does not automatically mean 72nd percentile — it depends entirely on what other candidates in the norm group scored on that same test. Two candidates can answer the same number of questions correctly and receive different percentile ranks if they are compared against different norm groups.
SHL's graduate norm group consists of people who have already been through graduate-level selection processes. This group is cognitively above the general population. A 50th percentile SHL score means average among a highly selected group — which is still meaningfully above average in the general population. Don't be discouraged by a 50th percentile score, but do invest in practice to push it higher for competitive employer thresholds.
Norm Groups Explained
A norm group is the reference population your score is compared against. SHL maintains multiple norm groups calibrated to different populations — the same raw score produces a different percentile depending on which norm group the employer has selected. This is not manipulation; it is appropriate measurement practice.
| Norm Group | Who's In It | When Used | Effect on Your Score |
|---|---|---|---|
| UK Graduate | UK graduates who have taken the test in assessment contexts | Most UK graduate scheme applications | Baseline — most commonly applied norm group |
| UK Managerial / Professional | Working professionals in managerial or specialist roles | Experienced hire applications; senior graduate roles | Higher baseline ability — same raw score = lower percentile vs graduate norm |
| Finance Graduate | Finance/banking sector graduates specifically | Investment banks, Big Four (some tests) | Highly numerate group — same raw numerical score = lower percentile than general graduate norm |
| General Population | Wide cross-section of working-age adults | Volume hiring, administrative roles, some apprenticeships | Lower baseline ability — same raw score = higher percentile vs graduate norm |
| International Graduate | Graduates from multiple countries combined | Global graduate programmes at multinationals | Varies by composition — may be higher or lower than UK Graduate norm |
Employers configure which norm group SHL applies when generating your percentile report. The same test answers can produce meaningfully different percentile scores depending on this setting. This is why a 70th percentile score at one employer may represent harder performance than a 70th percentile at another — even on identical test questions.
Sten Scores & Standard Scores
Some SHL reports — particularly OPQ32 personality reports — express results as sten scores rather than percentiles. Sten stands for "Standard Ten" — a scale from 1 to 10 where 5 and 6 are average, and scores of 1–2 or 9–10 represent the extremes.
| Sten Score | Percentile Equivalent (approx.) | Interpretation |
|---|---|---|
| 10 | 97th–99th | Very high — extreme end of this trait |
| 9 | 93rd–96th | High |
| 8 | 77th–92nd | Above average |
| 7 | 60th–76th | Slightly above average |
| 6 | 50th–59th | Average (upper) |
| 5 | 40th–49th | Average (lower) |
| 4 | 23rd–39th | Slightly below average |
| 3 | 8th–22nd | Below average |
| 2 | 4th–7th | Low |
| 1 | 1st–3rd | Very low — extreme end of this trait |
For OPQ32, a sten of 5 or 6 on any trait means you are at the mid-point for that trait — neither high nor low. This is not automatically good or bad; it depends on the trait and the role. Some roles need high scores on specific traits (e.g. high "Persuasive" for sales roles); others need low scores on the same trait (e.g. low "Persuasive" could indicate someone less likely to oversell in a client advisory role).
Reading Your Candidate Report
SHL may provide you with a candidate-facing score report after completing your tests, depending on the employer's configuration. Not all employers enable this — many receive your results but do not share them with candidates directly.
If you do receive a report, it typically contains: your percentile score for each test completed, the norm group used (sometimes), and a brief interpretive statement. What it does not contain: the employer's cut score, how your score compared to other applicants for that specific role, or whether you have progressed.
| What Your Report Shows | What It Doesn't Show |
|---|---|
| Your percentile score on each test | The employer's cut score threshold |
| Norm group label (sometimes) | How other applicants to this role scored |
| Brief descriptive interpretation | Whether you passed or failed the employer's screen |
| Date and test version | How heavily the score was weighted vs other stages |
| Your raw score (sometimes) | Any employer-specific commentary on your results |
Your candidate report reflects your score against the norm group — not against the employer's specific cut score. A 70th percentile score may comfortably pass at a Big Four firm and fall short at an investment bank. The only reliable signal of progression is the employer's explicit communication about next steps.
OPQ32 Personality Profile
The OPQ32 (Occupational Personality Questionnaire, 32 scales) is SHL's personality assessment. It produces sten scores across 32 personality traits organised into three broad domains. Unlike aptitude tests, the OPQ32 has no "right" answers — it measures your typical behavioural style, not your ability.
Persuasive, Controlling, Outspoken
How you influence, assert yourself, and communicate with others.
Independent, Outgoing, Affiliative
Whether you prefer working alone or with others; how socially oriented you are.
Socially Confident, Modest, Democratic
Confidence in social settings; humility; how you approach collaboration.
Data Rational, Evaluative, Behavioural
How you process information — data-driven vs. intuitive; analytical vs. interpersonal focus.
Conventional, Conceptual, Innovative
Openness to new ideas; creativity; comfort with convention vs. disruption.
Forward Thinking, Detail Conscious, Rule Following
Strategic orientation; attention to detail; respect for rules and procedures.
Relaxed, Worrying, Tough Minded
Emotional stability; stress response; resilience under pressure.
Optimistic, Trusting, Emotionally Controlled
Positivity; trust of others; ability to manage emotional expression professionally.
Vigorous, Competitive, Achieving, Decisive
Energy and drive; competitive orientation; goal-directedness; decisiveness under uncertainty.
Employers use OPQ32 sten profiles in two ways: (1) as a flag for extreme scores on traits that are critical for the role (e.g. very low "Detail Conscious" for an audit role), and (2) as interview probe material — assessors may ask follow-up questions about traits where your profile differs from the role model. High or low sten scores on any trait can prompt structured follow-up, not automatic disqualification.
How Employers Actually Use Your Results
Understanding how your results feed into employer decisions helps demystify the process and clarifies where preparation effort has the highest return.
| How Results Are Used | Detail | Implications for You |
|---|---|---|
| Hard cut score filter | Applications below the percentile threshold on any test are automatically screened out before human review. Most common stage-1 use. | Your test result is the most important filter — a strong score is necessary to get any human attention on your application |
| Ranked shortlisting | When application volumes are high, employers rank candidates by score and invite top N% to the next stage. No hard threshold — relative ranking determines progression. | Higher scores are always better — even if you're above the threshold, a higher score means a stronger relative position |
| Assessment centre re-sit | Most employers require candidates to re-sit aptitude tests at the assessment centre under supervised conditions. Your score must be consistent with your unsupervised online result. | Scores that are significantly lower at the assessment centre (compared to online) trigger investigation. Preparation needs to produce genuine, repeatable improvement |
| OPQ32 interview probes | Assessors use your OPQ32 profile to identify traits for follow-up. Low "Emotionally Controlled" score may prompt: "Tell me about a time you had to manage your emotions professionally." | If you completed an OPQ32, expect competency questions that probe your profile's outliers — high or low extreme sten scores are likely interview targets |
| Combined with other scores | Final decisions typically weight SHL scores alongside SJT, video interview, and assessment centre performance. SHL is rarely the sole determinant of final offers. | A borderline SHL score can be compensated by strong performance in subsequent stages at some employers — but only if you pass the SHL screen first |
What Is a "Good" SHL Score?
There is no universally "good" SHL score — it depends entirely on the employer, the role, and the norm group used. However, based on extensive candidate data and recruiter feedback, here are practical benchmarks:
- Below 50th percentile: Unlikely to pass the initial screen at any major graduate scheme. Focused preparation is strongly needed before applying to competitive programmes.
- 50th–64th percentile: May pass at less selective employers; will likely fall short of Big Four, banking, consulting, and civil service thresholds. Meaningful further practice will produce a significant percentile improvement in most candidates.
- 65th–74th percentile: Passes at most Big Four and major corporate graduate schemes. Borderline for top investment banks. A solid foundation — continued practice can push this above the 75th.
- 75th–84th percentile: Strong across all contexts. Passes at almost all major UK graduate employers, including top banks. This range puts you in a strong position for every SHL-using scheme simultaneously.
- 85th percentile and above: Exceptional — well above any employer's cut score. At this level, aptitude testing is no longer a differentiator and subsequent stage performance (interviews, assessment centre) becomes the primary filter.
What matters is consistent performance at or above your target percentile across multiple timed practice sessions — not a single peak result on a day when conditions happened to be ideal. Employers' assessment centre re-sits test whether your online score was genuine. Build a consistent 80th+ percentile rather than an unrepeatable 90th.
Frequently Asked Questions
Know What Score You Need. Now Build Toward It.
Our free timed practice tests give you a realistic percentile benchmark — the same tests, the same timing, the same format as the real thing.