What is a Good SHL Score? Percentiles, Pass Marks & Cut Scores Explained

SHL tests do not report a percentage or raw number of correct answers as your final score. Instead, they use norm-referenced scoring: your raw score is compared to a large standardisation sample (the "norm group") to produce a percentile score. A percentile of 70 means you scored higher than 70% of the people in that reference group — it does not mean you answered 70% of questions correctly.

This distinction matters enormously. You might answer 15 out of 18 questions correctly and receive a 55th percentile score if the norm group contains highly numerate professionals. Conversely, 12 out of 18 correct answers might earn a 70th percentile score against a general population norm group. Your percentile score is always relative, never absolute.

Sten scores are another way SHL expresses results internally. A Sten scale runs from 1 to 10, with a mean of 5.5 and a standard deviation of 2. Sten 7 corresponds roughly to the 77th percentile; Sten 8 is approximately the 89th percentile. Employers most commonly see percentile scores in their reporting dashboards, but you may encounter Sten scores if you request your own results.

There is no universal answer — a "good" score depends entirely on the employer, the role, and the norm group. That said, the following benchmarks apply across most hiring contexts:

Employers do not publicly disclose their SHL cut scores, but candidate reports and recruitment industry data allow reasonable estimates. The table below shows estimated thresholds for major employers and sectors.

For more employer-specific guidance, see our detailed guides for Goldman Sachs, J.P. Morgan, Deloitte, PwC, and KPMG.

The norm group is the comparison population SHL uses to calculate your percentile. It is the single most important factor in determining what "a good score" means for a specific application. Scoring in the 80th percentile against a general-population norm group is a very different achievement from scoring in the 80th percentile against a finance-graduate norm group.

Employers often do not disclose which norm group they apply, but you can often infer it from the role. If the job description requires a specific degree discipline (finance, engineering, law), assume the norm group is subject-specialist graduates — the toughest comparison group for that discipline.

Different SHL test types carry different weight depending on the role. Understanding which test matters most for your target employer helps you prioritise your preparation time.

Numerical Reasoning

The most heavily weighted test for finance, consulting, and analytical roles. A good score against a graduate norm group is the 70th percentile or above; against a finance-graduate norm group, target 80th+. You have roughly 75 seconds per question on average — accuracy matters more than speed, but both are tested. See our full numerical reasoning guide for worked examples.

Verbal Reasoning

Tests your ability to read passages and classify statements as True, False, or Cannot Say using only the given information. A score of 65th–70th percentile is solid for most roles; law firms and consulting firms value verbal reasoning highly. Common errors: importing outside knowledge, or defaulting to Cannot Say too often. Our verbal reasoning guide covers all common traps.

Inductive Reasoning

Tests abstract pattern recognition — often the most time-pressured SHL test at roughly 100 seconds per question. A 65th percentile score is solid for most roles. The NSCRP method (Number, Shape, Colour, Rotation, Position) helps systematically identify the rule in each series. See the inductive reasoning guide.

OPQ32 Personality Questionnaire

There is no "pass score" for the OPQ32 — it produces a personality profile rather than a pass/fail outcome. However, employers use the profile to assess fit with role competencies. Extreme scores (very high or very low on a single scale) can raise flags. The key is consistency across the 104 questions. See our OPQ32 guide for full detail.

SHL aptitude test scores are trainable. Research consistently shows that candidates who practice structured, timed tests — and review their errors analytically — improve by 10–15 percentile points over 2–4 weeks. The gains are largest in the first 5–7 sessions and taper off beyond that.

• Practice under timed conditions from day one. The time pressure is part of the test. Practising untimed gives a false picture of your performance. Use our free timed practice tests which replicate SHL timing exactly.
• Review every wrong answer — not just the score. Understanding why you got a question wrong is more valuable than completing another full test. Build a list of your common error types and address them specifically.
• For numerical reasoning: build mental maths fluency. Practise calculating percentages, ratios, and proportions quickly. The test questions are not complex — the maths is straightforward. Speed and accuracy are what separate candidates.
• For verbal reasoning: apply the three-question protocol. Before reading the passage, read the statement. When reading, only use what is explicitly in the text. If the text neither confirms nor contradicts the statement, the answer is Cannot Say — even if the statement seems obviously true in the real world.
• For inductive reasoning: use the NSCRP scan method. Check each element systematically: Number of items, Shape type, Colour/shading, Rotation/orientation, Position. Usually one or two elements change per step; identifying the rule becomes fast once you have a systematic process.
• Track your percentile across practice sessions. Use platforms that convert raw scores to percentiles so you know where you stand relative to the actual norm group, not just how many you answered correctly.

When an employer shares your SHL results (or when you access them via a subject access request), you will typically see a candidate-facing report. Understanding what each element means helps you plan future preparation and understand where you stand.

For a deeper dive into how employers interpret and use your results, see our guide on SHL test results explained.

Failing an SHL test — scoring below the employer's cut score — results in automatic removal from that application in most cases. Understanding what happens next is important.

At the Employer Level

Most employers have a reapplication policy of 6–12 months, meaning you cannot reapply for the same role at the same company within that period. Some employers offer a supervised in-person re-sit as part of their assessment day (as Goldman Sachs does), but this is the exception rather than the rule. If you are offered a re-sit, prepare for it as carefully as the original test — your online score and re-sit score are compared.

Across Different Employers

A poor score on one employer's SHL test does not carry over to another employer. SHL tests are administered independently for each application — there is no central score database shared between employers. You will complete a fresh set of questions for each new application.

Building a Practice Plan Before Your Next Attempt

After a below-threshold result, the most productive response is to begin structured practice immediately — not to wait for the next application window. A structured 2–3 week preparation programme can move candidates from the 50th to the 70th percentile. Use our SHL preparation guide for a day-by-day plan.