SHL Tests

SHL is an international psychometric test publisher, talent measurement consultancy, and occupational specialist. It is part of CEB/Gartner serving more than 10,000 organizations in over 150 countries (including various Fortune 500 companies.) Although SHL is not the only publisher of assessments of this kind, it is one of the most prominent. Other leading brands include Talent Q, Kenexa, Cubiks, and Cut-e. 

How long are SHL tests?

The SHL test consists of 30 – 50 questions and typically last 20 – 25 minutes, depending on the job you interview for.

How do I pass the SHL assessment test?

  1. Practice ahead of time
  2. Keep to time, if you get stuck, move on
  3. Make sure you’re not disturbed during your practice
  4. Practice enough to boost your confidence

SHL examinations can be grouped into three main categories:

1Behavioral

In general, behavioral assessments identify employees who are the right fit for a specific job or position. These tend to explore how a candidate strives to complete goals and objectives, overcomes setbacks, and solves problems

SHL offers three behavioral assessments:

Universal Competency Framework (UCF)

This test uses logical, consistent, and practical basis to understand an individual’s behavior at the workplace. It also analyzes and forecasts the likelihood of a person succeeding in a particular role and environment.

Situational Judgment Tests (SJT)

SJTs are very straightforward as they assess a person’s judgment and critical thinking when presented with different workplace situations.

Realistic Job and Culture Previews (RJP)

This test provides candidates with an inside view of what it would be like to work in a particular role and for a specific company by allowing them to experience real-life scenarios through videos, audio, and text. 

Personality

Personality tests are widely used in recruitment processes. They are generally used to measure how a candidate will fit into the company’s work environment, relate to co-workers, and cope with specific role requirements.

SHL offers various evaluations; however, the most common are:

Occupational Personality Questionnaire (OPQ)

OPQ evaluates 32 specific personality traits that are crucial for any given job. It is a self-report test administered online, that focuses on the ‘Big 5’ model of personality. 

Like many other personality questionnaires, it measures three key areas, including interpersonal relationships, thinking style, and feeling/emotions. 

Motivation Questionnaire (MQ)

 This test measures 18 dimensions of motivation and provides a clear picture of the motivational factors that affect an individual’s work performance. 

Here, candidates encounter a series of statements that they must rate based on how each one would affect their motivation to work.

Ability 

The cognitive ability tests identify candidates with the right competencies necessary for success in a specific job role — for instance, a numerical ability test, would focus on measuring the mathematical and logic skills required for a quantitative position. 

SHL’s cognitive ability tests are available in two formats: Verify and Verify Interactive.

Verify:

Verify ability tests are used to find the best candidates to fill vacancies or to develop an organization’s existing workforce. These assessments evaluate individuals on a variety of topics such as:

  • Numerical Ability
  • Inductive Reasoning
  • Deductive Reasoning
  • General Ability
  • Verbal Ability
  • Calculation
  • Mechanical Comprehension
  • Error Checking 
  • Verify Interactive:

These tests offer an interactive, business-relevant approach to predict performance for graduates, professional, and managerial hires. They include various criteria, such as:

Additionally, within its ability assessments, the brand offers other more in-depth evaluations such as:

Skills Assessments

These test measure job-specific abilities ranging from business, and software, to IT skills.

Simulations

These tests are used to evaluate different capabilities (e.g., leadership skills, customer relationships, speed, accuracy) by placing candidates in realistic settings. 

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