Eysenck numerical verbal figurative test online. What is verbal intelligence

When applying for a job, your resume is examined to determine whether your qualifications and experience meet the requirements of the employer. Psychometric testing is often suggested. This part is especially important. The calmer you are, the easier it will be for you to pass the aptitude test. Psychological testing is a broad concept. It begins from the moment a person crosses the threshold of an institution that recruits or selects candidates. Behavior and style of communication in a stressful interview situation is already very revealing. If a person behaves aggressively, refuses to provide information, or is indignant at being forced to fill out a questionnaire, this says a lot about personality traits. It happens that a candidate, when passing the test, does not attach due importance to the proposed test and fills it out "from the lantern". An employee deciphering such a test will come to the conclusion that in front of him is a "mentally retarded person." Why should he waste his time, if even such a simple task, the applicant could not complete. Testing allows you to get additional information about your abilities and character. It is important to know and understand that psychological tests are a standard, scientifically based way of assessing the qualities and capabilities of a person. Tests can evaluate general mental capacity, education, inclinations, personal qualities, interests, value system and motivation. You understand that any job requires certain knowledge, skills, experience, abilities and motivation.

The form of testing can be different. According to the form of execution, the test can be projective, computer, and questions can also be printed on a special form. According to the form of the tests, they can be individual or (rarely) group.

There are approximately 50 different abilities that can be assessed, but the following types of tests are used in most cases:

• General view of testing, or knowledge tests.

Knowledge tests measure your ability to use the acquired knowledge and skills. These tests very often consist of questions that are not related to your professional activity.
Example:
Do you know the name of the high mountain in the world?
Answer: The highest land mountain is Everest. Its height is 8848 meters.
Why is this, you ask? The fact is that some companies, with an already established team, take care of the intelligence in their ranks. If you “do not reach” the average level of education, then you will not be interested in the company, you will feel out of place and quit very soon.

• Test for abstract thinking.

They are usually recognizable by a series of symbols arranged in rows or squares in alternating size, color, and features (circles, lines, dots, asterisks). unfamiliar information and find solutions. But they are of particular value for work where you have to deal with abstract ideas, concepts and theories. These tests measure general intelligence and ability to logical thinking how well you can isolate the underlying principles.
Abstract thinking tests are used for all types of professions.

• Test for verbal ability.

Tests of this kind include tasks for spelling, grammar, sentence completion and understanding of instructions, but they are always based on an understanding of the meaning of words, the structure and logic of the language. These tests evaluate your ability to use and understand verbal information.
As a rule, such tests select specialists whose duties include writing reports, using instructions in their work, and customer service specialists.
Example:
Some animals are poisonous. It is dangerous to touch all poisonous animals. Which of the following statements is a valid inference?
1. All non-poisonous animals are safe to touch.
2. Some animals are dangerous.
3. Some animals are safe to touch.
When solving this example, try not to let existing opinion lull your judgment.
Answers:
Statement 1 - no, since we are not given information about non-poisonous animals
Statement 2 - yes, since the instructions stated that it was dangerous to touch poisonous animals.
Statement 3 - no, despite the fact that some animals are not dangerous, but we cannot draw such a conclusion from the information provided.
A good way to answer correctly on tests of this kind is to read the information carefully and analyze. In case of difficulty, you can carefully read all the possible answers to discard the wrong ones.

• Tests for mathematical thinking.

They determine your ability to operate with numbers. They use arithmetic operations such as addition, subtraction, multiplication, division, number series, simple math and use of numerical data. You may encounter quantitative information in the form of tables, charts or graphs. Your task is to understand the meaning, find and interpret the necessary data, and then perform the necessary calculations. When analyzing charts, pay special attention to the data that is embedded in the axes of the charts. The main emphasis in such tests is on the development of the correct strategy for solving the problem, and not on the ability to calculate in your head.
Example: Count without a calculator.24.7*4= ?
a) 84.3 c) 89.8 c) 92.3 d) 98.8
Correct answer d). The easiest way to find the correct answer is by rounding the numbers 25*4.
Mathematical tests are used in selection when it is necessary to assess the ability for mathematical thinking or the ability to manipulate data. This applies to financial professionals administrative work, in banking.

• Tests for visual-figurative thinking.

They assess the ability to understand and use information presented in diagrams. Such tests are based on analogies or on the interpretation of patterns in the diagram. To get an answer, you need to identify the visual logic of the data presented. This could be the opposite direction of objects, rotation of objects by 180 degrees, or visual interpretation exercises, for example, what will happen to the figure after the proposed transformations.
Testing of this kind is carried out in the selection of designers, computer specialists, technical specialists, engineers, applicants for scientific work.

• Achievement tests.

These are tests for the possession of professional knowledge, skills and abilities. So, if you are applying for the position of secretary, you will be asked to pass a simple test for the speed and quality of typing, literacy, and if you are an accountant, you will be asked to participate in some kind of financial structure simulator. Such tests include highly professional aspects that the candidate must know (for example, for logisticians, this is a system of customs clearance codes, for forwarders, the ability to correctly fill out an order form), and the so-called "open questions", the purpose of which is to make the applicant think aloud. The latter makes it possible to draw conclusions about how a person thinks.

• Checking detailed information.

You are given information in tables that you must check against each other. The purpose of this kind of test is to determine how attentive you are and how quickly and accurately you can find the data you need. This ability is important in work where it is necessary to perform operations with data entry and verification, in banking, accounting, retail.

• Hand dexterity tests.

If you're applying for a job that requires hand speed and precision, you might be offered a typing speed test, or be able to quickly sort objects by given criteria.

• Personality tests.

Their goal is to determine your psychological features, such as the type of temperament, character traits. These are questions about your daily behavior: what would you do if your feet were stepped on on the bus, or if you had night terrors. But not everything is so simple: sometimes the question is so confusing that it is not clear how to answer in order to look in the best light. If you are taking a personality-psychological test, do not try to find unambiguously "correct" answers. This is just your characteristic, and what exactly in this case the employer will like more depends, among other things, on the company itself.

• Tests for values ​​and motives.

Designed to determine what drives you and your actions: for example, if your main motivation at work is "communicative" - ​​it means that you come to the office in anticipation of the only joy of washing Vasya's bones from the neighboring department. And if "financial" - the employer will think that every day you will come to the accounting department with an ax and a heavy look.

Probably, in the near future, we will have tests based on business training exercises. Business exercises differ from regular tests in more integrated approach. They are more realistic and allow employers to see you in action. These exercises may seem most attractive to job seekers. They do not draw conclusions based on your knowledge of this moment. Imitation of the working situation allows you to make a kind of self-selection, which saves time for both job seekers and employers.

How to prepare?

• Try to find out ahead of time more information about the upcoming task: what knowledge or qualities of yours will be tested, what is the meaning of the task, how much time is allotted for completion, etc.
• Practice at home in solving similar problems. For example, Eysenck's tests (IQ) were published in special collections with ready-made answers. To train memory and attention, you can use simple exercises. If testing requires knowledge in some subject, it would be useful to “refresh” the main terms and rules in memory; before testing in a foreign language - repeat the basic grammar rules and vocabulary and do some exercises. Sometimes knowledge of a foreign language is checked directly during the interview (you will simply be asked to tell something or answer questions in a foreign language), in this case, practice in advance in the perception of foreign speech - listen to cassettes with texts, try to write down the text by ear, like a dictation;
• Sometimes a practice test can be found on the employer's website - needless to say, it needs to be given close attention when preparing.
• In the process of preparation, try to complete the tasks quickly, because testing is usually given a limited time.
• Before testing, it is imperative to get enough sleep so that your reaction speed and attentiveness do not let you down.

How to get tested?

It is important to remember that testing is a formal event, so you can expect a clear explanation of what is required of you. It is important to express yourself better side. Adhere to the following rules:

• If you do not understand something, please ask clarifying questions.
• Take your time, be careful when answering.
• Don't linger too long on a question you don't know the answer to. Check the box next to it and come back to it later. The more questions you cover, the better your chances will be.
• Read the instructions carefully, don't try to assume you already know it.
• Pay attention to the position of the arms and legs during the test. Uncomfortable position of the wrists will negatively affect the speed. Pay attention to the position of the legs, no matter how you want to cross your legs, keep the position of both feet on the floor, this will give confidence.
• Gather your will before the test. But mobilization should not be excessive, so that a crisis situation does not happen.
• Don't be afraid of the lie scale when testing. For some reason, everyone thinks that the test compares answers to the same questions - in one place of the test they will ask "Are you afraid to sleep at night?", And after 10 points - "Are you afraid to sleep at night?". And here it is as if you need to look both ways and answer similar questions in the same way ... Nothing like that! The Lie Scale - a scale of social desirability - shows whether you are ready to lie in order to look more "good" in the eyes of others (simply, to embellish yourself). It turns out that honest people almost always answer “yes” to many questions: “I sometimes gossip”, “Sometimes I enjoy listening to indecent jokes”, “I cross the street at a red light if there are no cars and a policeman nearby” ... And if you try seem super-correct and good - then you will be convicted of a lie. And they can decide: what if, you also dishonestly answered other questions of the test.
• Don't give up on difficult situation and finish testing, even if you can't answer some of the questions. Firstly, you will still have a chance to get a job, and secondly, you will gain additional experience in passing such tests. After all, your whole destiny is not decided at the moment. Treat the test like a job - do it diligently, if possible, quickly, but calmly.
• Do not overdo it! At testing or interviews, it is not always worth trying to show yourself in all its glory. Your high professional quality that exceed what the employer currently needs can be a serious hindrance.

• Never stop. Try as many questions as possible and complete as many points as possible in the allotted time.
• Check your answers. The probability of replacing your wrong answer with the correct one is 3 times greater
• Guess with your mind. If you don't know the answer to a question, is it worth guessing? If the instructions say that it is important to answer more questions, then it is better to skip questionable answers and difficult tasks in your opinion. Conversely, if the instructions say that you should not skip questions, then it is better to write at least some answer. How to guess? From these options, exclude knowingly wrong answers and your probability of giving the correct answer will increase. For example, out of 3 options - 1 is definitely wrong and you eliminated it, your chance of giving the correct answer will increase 1 to 2 if you just guess "blindly". In any case, "half-informed" guessing is better than random selection of answers.
• Read the questions twice. Many questions are fraught with a "trick".
• Check your answers. It often happens that people give the correct answer, but indicate the wrong option.
• Don't be afraid of numbers. In each mathematical task, it is not your ability to count in your mind that is tested (calculators have not yet been canceled), but your approach to solving.
• Pay attention to the "distracting maneuvers". For example, if the correct answer is 6.75, then the line of correct answers may contain the number 675, 67.5, 6750.
• Answer the questions that seem easiest to you. It is not necessary to follow the order in which the questions are presented. If you read a difficult question and move on to an easier one, your subconscious will have time to work on the difficult question.
• Make full use of the allotted time. If you finish early, check your answers.

Test organization rules.

You have the right to expect, when taking a test, that a psychometric testing organization will adhere to the following principles:

• Test warning. You should be warned about testing as it takes a certain amount of time that you should have available.
• You have the right to ask for practice tests a few days before testing.
• You must create suitable conditions so that you can be tested. For example, it should be a separate room with an acceptable temperature, good lighting, comfortable chairs or chairs, no noise or other distractions.
• Before you start testing, you should be aware of what kind of tests will be used and what they measure. You have the right to ask to be explained how the tests are related to the requirements being put forward and why they are important.
• You have the right to keep your testing confidential.
• You can get the opinion of professionals about the results of your testing.
• A potential employer is not entitled to take money from you for passing the test.
• Testing can last from one to several hours. If, as a test task, you are offered to perform various tasks for the benefit of the employer company for several days, then this is already a temporary job. Perhaps this is an occasion for reflection: are you going to be used as a free labor force with no intention of hiring you? It is impossible to exclude the presence of unscrupulous employers on the market, but, on the other hand, as they say, "to be afraid of wolves - do not go into the forest." Remember that the unscrupulous are a minority.

Candidates often ask: is it possible to refuse the test? Of course you can. Just keep in mind that your chances of getting this job will be much lower than those of candidates who successfully pass the test.

It happens that the dissatisfaction of applicants causes the need to fill out bulky questionnaires. Of course, you can refuse this, but remember that every company has its own established procedures, and it is not up to you to decide whether they are correct or not. You can only decide that the company is not suitable for you, refuse this vacancy and look for another one.

Remember that looking for a job is also a job, be patient and fill out those questionnaires and tests that a potential employer offers. From this, your chances of getting the desired position will only increase.

According to specialized websites

Employment test sample

It is logical that all large, medium-sized foreign companies evaluate the abilities of candidates, because this is the minimum that they should know after many years of training. Although we are just introducing such programs, foreign companies and their branches are not going to abandon the existing practice, and conduct selections according to their own methods adapted to our realities.

Who uses testing

Testing when applying for a job, examples of tests of which can be seen on the websites of large corporations, are found in employment in all top-level companies. Each foreign company with branches in Russia, Kazakhstan, Ukraine, adheres to a phased selection system, where the first difficult stage is testing. Big 4 companies, FMCG sectors, consulting, financial, investment companies, banks - almost everywhere there will be a test of general and professional skills in the form of tests. Among these corporations are JP Morgan, Mars, Deutsche Bank, KIT Finance, inBev, Citigroup, Raiffeisen, L'Oreal, Troika Dialog, Procter&Gamble, Renaissance Capital, Sberbank, KPMG, Ernst&Young, Unilever, BAT, Nestle, Danone, inBev, J&J, Philip Morris, J.T.I.

Domestic companies in the financial, energy and banking sectors use foreign personnel assessment technologies, their number is growing, medium and small businesses are also moving to a phased selection of candidates for open vacancies. Thus, examples of tests for employment, the answers to which cannot be written off, are needed for preparation by almost all young and capable Kazakhs, Russians and Ukrainians who are ready to conquer the career heights of transnational corporations.

Selection for work

If you briefly go through the standard stages of selection for a position in foreign firms, as well as in many domestic companies, then this will be the application, testing, interview, the coveted receipt or not of the "offer". Companies combine the stages, but testing of general abilities is carried out without exception, and almost everyone has the same examples of tests when applying for a job. The lead task developers are SHL, Kenexa, Talent Q, but their examples do not differ significantly from each other.

The assessment of general abilities consists of numerical, logical, verbal tests, and only two types of testing are used in testing. All companies use a numerical test, and it is paired with a verbal or logical one. A company can post an example of a test when applying for a job on its website, but it may not post it, then applicants need to look for them on their own.

Test Samples

Numerical, verbal, logical tasks differ significantly, and the successful passing of one type of test, but the failure of the other does not guarantee passing to the next stage.

Numerical tests are mathematics, one might say, algebra, and an example of a mathematical test in employment is finding percentages, proportions, sums or differences. Of course, there will be no very simple tasks, such as taking four apples and giving them to children, but you won’t have to solve trigonometric problems or derivatives either.

An example of a problem is a graph with four sales curves for four companies by quarter or year, in the problem you want to find out which of them sold more in a certain period. Answer options are provided, you just need to choose the right one. A similar problem can be found on the Internet, but it should be remembered that real mathematical tests when applying for a job, examples of which do not lie in open access, will be more difficult.

Many competent candidates have probably already met logical tasks - they are used in IQ tests, they are also called abstract-logical ones. A standard sample is a picture with a number of drawn graphic objects, where the last, less often central object is omitted, below are the answer options, also in pictures. The simplest example test when applying for a job, a sample is a drawn broken line, triangle, square, pentagon, etc. The missed option is a figure with the required number of corners, however, real tasks are much more complicated, there are several objects “embedded” into each other, and each one also changes according to its own laws.

Their examples are also unlike the problems of other sections. A verbal example is a half-page text that describes a specific topic, below are statements on the topic that should be marked as “true”, “false”, “little informative”. The difficulty is that the statements are chosen so as to meet two criteria at once, that is, you need to quickly assimilate the text, while making complex logical conclusions.

Tests for hiring, examples of which are described above, can be divided into mathematical and logical ones, only in some logic is combined with texts, in others - with graphic images. However, decision skill logical tasks will not give anything to solve verbal examples, they differ dramatically. For general development, you can learn both types of tasks, especially in the future it is an alternative type of testing that may come in handy.

There are numerical tests on every exam, and they should also be practiced, given the non-standard data feed. In our schools, such examples are only introduced, where everything is given in graphs or tables, so a good practical training will be extremely useful.

Verbal tests when applying for a job, examples of which can be found on specialized sites, are often the most difficult for job seekers. The difficulty lies not in the fact that such tasks are difficult in themselves, but in the unusual nature of the examples for our compatriots. IN Western world the system for assessing abilities with the help of testing began to develop in the middle of the 20th century, in our country - only a few years ago.

And numeric is just beginning to be introduced at universities, but for recent graduates they are new, what to say about managers, engineers who are “over thirty”. The level of our education is generally good, therefore, after some practice, every Russian who intends to find a job in a reputable foreign or domestic corporation will be able to solve examples of verbal tests.

Most companies in the FMCG sector use verbal tests, and a significant part allows candidates to take them online. Big 4 companies, except for PricewaterhouseCoopers, which uses abstract logic tests, also use verbal tasks. Even those companies that conduct testing in the office today can switch to online testing in a month or six months, which saves time, which means money.

Popular verbal tests

Verbal tests, whose answers are easy to find on the Internet, are created by two well-known companies: SHL and Talent Q. More precisely, there are other test creators, but leading corporations and top-level firms use online tests from these American manufacturers.

Company executives are attracted by the maximum objectivity of tests, verification of results, the ability to compare results with data from any groups in terms of complexity, as well as dynamic system issuance of assignments. The system evaluates the correctness of each answer, the time spent on it and gives the next task easier or harder. It is also easy to make sure that the applicant has not “cheated off” - the candidate is given a brief verification test in the office with the level of difficulty that was shown to them earlier.

Examples of verbal or SHL are similar, and only specialists can distinguish between them. The applicant can prepare based on any examples, any available online tests.

Description of verbal tests

Verbal tasks can be called text-logical tasks, since they contain a text, on the basis of which several logical conclusions must be drawn. Any example of a test of verbal elements consists of the text itself and five statements to it. Text - up to a thousand characters or 3-5 paragraphs, each statement is a complete sentence. As a rule, the test includes three texts, that is, a total of fifteen questions on three texts, and 12-15 minutes are allocated for the answer, about a minute per question.

Applicants should take into account that the texts themselves are given completely different directions: scientific, economic, psychological, but there will definitely not be simple ones, at least in transnational corporations. So, SHL or Talent Q is an example of a verbal test - a short text about the psychophysiological adaptation of a person, with a description of the main stages. Below are five statements that the applicant must designate as "true", "false", "impossible to answer definitively". The text is quite difficult for the first perception, and it is necessary to understand it, and also to trace the logical connections between the original and the above statements.

1. Study of available information. Although most top companies use the Talent Q verbal elements test, examples of which are in the collection, or SHL tests, some passing conditions may differ. Many companies use online testing, but there are those who only accept results offline. Any information from former or current applicants for firms of interest will be useful if it is first hand.
2. Search for tasks. If the search engines don't come up with helpful answers when looking for training examples (which is quite possible), you should look for specialized forums, where you can sometimes find several reliable tasks.
3. Order of collections of problems. Buying the SHL sample verbal test is sometimes the best solution, since you can prepare for numerical tests with several examples, but verbal tasks are much more difficult. For practice, it is better to have five to ten or more tasks on hand so that they are solved automatically during testing.
4. Online. Great option preparation - passing training tasks online. The authors of such collections, such as the shl verbal test, examples of which are available on the sites, provide an opportunity to solve tasks, and then get acquainted with the results. Most importantly, the applicant sees where he made mistakes, and the correct answers are explained.
5. Intelligent system. Recent Talent Q developments make the next question more difficult if the current candidate is answered correctly and quickly. If a person does not want to show the maximum result or is not sure of knowledge, you can answer closer to the end of the time, anyway it does not go any further.
6. Optimal timing. Some experienced candidates recommend that when reviewing an assignment, immediately begin with questions. That is, it is necessary to read the text, keeping the question in mind. This is a rather controversial point, and it is better to use the verbal elements test, examples of which are available online, to try this and that. Perhaps it will be really easier for someone to start with questions.
7. conditions for training. An example of a verbal test is best solved in a difficult environment, you can turn on loud music, ask relatives to walk nearby, etc. Even if testing is online, verification is possible in the office, or something extraordinary will happen when passing the test at home. Better be prepared for everything.

Home " Analyzes » Dynamic test of verbal abilities online. Verbal tests shl

HR professionals use SHL tests to analyze the abilities of candidates for a variety of positions. In this article, we will explain what aptitude tests are, what they are useful for, and how to use them to assess applicants.

Using SHL tests, you can assess the level of development of abilities of various types: the ability to think abstractly, process numerical and verbal information, understand the principles of mechanics, and a number of others. For example, it is very important for managers of any level to be able to evaluate chart data, especially since they are confronted with this kind of information every day. Classical SHL tests are usually presented to a candidate for a position in a limited time mode. Analysis of the information obtained as a result of passing tests helps companies select suitable specialists for positions, which contributes to the future efficiency of employees and company profits.

The SHL tests are most commonly used to assess the following abilities:

numerical information processing

verbal information processing

systems thinking.

Most organizations use a combination of tests. For example, a combination of a verbal and numerical test shows in a complex the ability to process information, which is the basis of learning. In each case, a test of the required level should be selected - the same "verbal" test can be aimed at different complexity of tasks: from understanding the text to its processing and interpretation. For some tasks, it is enough to understand the written instructions, and for some it is required to draw conclusions from the text and build logical connections.

When should HR apply SHL tests?

It makes sense for HR specialists to use SHL tests when assessing potential candidates when there is a need to analyze their abilities - for example, to process large amounts of numerical and textual (verbal) information, to compare numbers and symbols, to think abstractly and logically, to assess their learning ability in general.

Testing should be done before the interview. as a cut-off stage in the selection of applicants. Such an assessment allows you to determine how prepared the applicant is for solving the problems of a vacant position, and to what extent the level of development of his abilities meets its requirements.

The candidate's assessment system for the SHL tests is accurate and quite objective in the analysis of abilities: the applicant cannot prepare in advance for this test. Memorizing books will not help here.

Testing can be aimed at determining various kinds of candidate abilities:

• Understanding or interpreting textual information;
• Spatial thinking;
• Verification of information, its classification or coding;
• Numerical thinking, calculations or mental counting, evaluation or interpretation of numerical information;
• Diagram analysis or systems thinking.

SHL tests allow you to show a reliable level of development of the abilities of a particular applicant. In this sense, the results of SHL-tests provide an objective assessment of candidates. It helps HR managers to hire the best specialists, pre-determine their strengths and underdeveloped skills.

Taking pre-interview tests saves recruiters time, who can weed out candidates who fall short of a certain bar. According to statistics, 70-80% of applicants reach the interview. However, in the remaining sample, HR no longer has to work with random people, but with serious specialists, from which it is much easier to select an employee for a vacant position. Thus, the task of SHL tests is to weed out obviously unsuitable applicants without unnecessary labor.

Having implemented this system at the enterprise, in a short time you can get significant results:

a pool of applicants for positions that have passed the screening stage is created;

decision-making becomes more objective and fair;

the risk of making wrong decisions during selection is reduced;

4. The cost of recruitment is reduced by narrowing the selection funnel.

SHL Tests to Assess Verbal Information Processing Ability

The complexity of the verbal test, like any other, is selected taking into account the future position of the candidate. The essence of the test is to determine the candidate's ability to perceive textual information. A verbal test is a set of text fragments on a certain topic, usually related to the field future activities applicant. 2-3 statements are given to the text, regarding which a decision should be made about the truth or falsity.

• "Right"- the statement is true, it is clearly stated in the text or it logically follows from it;
• "False"- the statement is false or cannot logically follow from the text;
• "Not enough information" or "Unable to answer"- it is impossible to determine from the information presented in the text whether the statement is true or false. Additional information required.

Only one answer can be correct.

The purpose of verbal testing is to determine how quickly the candidate was able to read the text, understand logical connections and respond to statements. One of the pitfalls of this test - the answer "Little information" - is often confused with "False", and only a really competent specialist can feel the difference.

SHL verbal test examples

Example 1

Initial condition: Smoking can cause problems in workplaces. Smoking in the workplace can not only provoke heated arguments, but also lead to health problems.

Statement: Smoking can turn offices into more peaceful places to work.

Correct answer: False.

Example 2

Initial condition: « Many companies hire students for temporary work at summer period when employees take vacations. In addition, it is during the summer period that many organizations have an increased workload, and they need additional employees. Also temporary employment summer time attracts students who receive certain skills and after graduation can return to work in the same enterprise. Companies strive to give students as much information as possible in order to motivate them to continue cooperation on an ongoing basis. The work pay for students is standard, but they are not entitled to take sick leave or paid leave.”

Statement 1: The work of full-time employees who are on vacation can be performed by students.

Correct answer: Right.

Statement 2: Students who are temporarily hired for the summer period receive vacation pay as an additional payment to the basic salary.

Correct answer: False.

Statement 3: Students are subject to standard complaint procedures and disciplinary action operating in the organization.

Correct answer: Not enough information.

Statement 4: Some enterprises are busier during the summer period, when there is an opportunity to attract students.

Correct answer: Right.

SHL Numerical Ability Tests

This test involves solving mathematical problems different levels difficulties. However, integrals, derivatives and systems of equations are not given here, but the candidate's ability to "see" numbers is tested - quickly solve fractions, search for the unknown, or determine percentages.

A feature of numerical tests is that the information for the decision is not presented in the usual form. This mathematical problems with initial conditions in the form of diagrams, graphs and tables with some values. When passing this test, the candidate needs to analyze the presented table or graph and answer the questions. Here you will need to resort to calculations, the determination of percentages, and this must be done quickly. In addition to the ability to solve, numerical tests also determine the ability to understand graphical and tabular information.

For each question, several possible answers are given, from which in the end you need to choose the correct one. The step in the answers is small, so the candidate will not be able to guess the correct one.

SHL Numeric Test Examples

SHL-tests to determine the skills of logical thinking

Logic SHL tests are designed to assess abilities that are important for problem solving. They are also often called tests for abstract thinking, induction or diagram tests.

Logic tests allow HR to determine the applicant's ability to process unfamiliar information and come up with a solution. Candidates who perform well on these tests tend to be analytical and abstract thinkers and have an increased interest in learning.

Logic tests are often the most difficult for applicants, as here it is required to correctly determine the pattern of seemingly unrelated drawings and find the answer. However, for a manager and an HR specialist, a logical test is extremely important, as it helps to find out to what extent the tested person is able to operate with information from abstract symbols and whether he can see patterns in them. The logical or abstract-logical block of questions is used by all large companies when hiring employees.

Without logical tasks, it will not be possible to fully determine the skills of applicants in the field of solving complex problems. Completion of such tests will require candidates to possess several skills: logic, numeracy and abstract thinking skills.

Information in logical questions can be represented as statements, numerical sequences, a set of abstract figures. Among them, it is necessary to determine the pattern, answer the question and choose the correct answer from several.

Logic SHL test example

The simplest task for logic can be as follows: The applicant is given a number of simple shapes: a triangle, a quadrangle, a pentagon, pass, heptagon.

Correct answer: the missing figure is a hexagon.

In real SHL testing, everything is much more complicated. The most different combinations, and it can be difficult to find a dependency, especially in a short time. Often such tasks are solved intuitively by high-class specialists, which allows you to quickly determine the candidate you need.

SHL Instruction Comprehension Tests

In manufacturing plants to reduce risk dangerous situations All employees must undergo mandatory safety training. As a rule, in order to comply with the established requirements in the field of health and safety, employees need to understand and learn a number of instructions and regulations. Only then will it be possible by law to allow the worker to the equipment.

However, the degree of assimilation of the information received from the instructions is different for all people. And it is possible to determine the clarity of understanding the instructions and the correctness of their application, the ability to assess the consequences of actions when working with equipment at the stage of personnel selection. These skills are highly dependent on personality traits candidate. That is why it is important for recruiters to conduct SHL tests for understanding instructions.

The SHL-test system offers a comprehensive solution for the recruitment of personnel for the production positions of a milling machine, a repairman, an electric and gas welder, a site foreman, and others. Text instruction comprehension tests include the analysis of verbal information, a test for understanding information presented in the form of extended texts and instructions.

Tests for comprehension of instructions will reduce the risks of the enterprise:

• Associated with selection errors for work with traumatic equipment;
• reputational risks;
• Decrease in the efficiency of the company as a whole.

How to do SHL testing

SHL-testing is carried out for a candidate who has not purposefully prepared for the test, otherwise it is impossible to guarantee the reliability of the results. Therefore, if testing fails, it is worth setting breaks between attempts. Let the applicant pass the same test again in the company only after six months or a year.

SHL testing is divided into several blocks. There are three main tests:

Working with numbers, charts, tables;

Text analysis;

Checking logic and abstract thinking.

In the first numerical block, there are usually 30-50 questions, for which 20-30 minutes are allotted. The second verbal part takes up to 25 minutes - here, as a rule, 14 texts are given, 3-4 statements for each.

With SHL testing, the process needs to be complicated: introduce a strict time limit, ask the applicant not to leave the room until the end of the test. In some cases, psychological pressure from HR specialists is justified, for example, when a candidate being tested applies for a position related to increased level stress.

Create an environment that is as close to real as possible. The candidate needs not only to make the correct logical conclusion, but also to meet the limited time, which is usually not enough in work situations. Therefore, select texts from different areas for subjects, insert synonyms, make references to different parts text - deliberately confuse the applicant in order to test him in practice.

When passing numerical SHL tests, as a rule, candidates can use a draft, in some tasks - a calculator.

In logical tests, as a rule, the time for passing each question is limited: from 30 to 60 seconds. During this period, the candidate needs to understand the patterns of changing figures, understand the patterns and give the correct answer.

Many companies now allow candidates to take the SHL test remotely. In this case, the applicant is provided with a link to the online page and the deadline by which the test must be completed. This allows you to significantly relieve HR-s. But remember that in this case, tips from a third party are possible even if there is a timer.

1. Use versatile tests in one set, this will allow you to determine the different types of human thinking.
2. Pay attention to whether the applicant notices subtle inscriptions in the assignment, use them to turn the whole solution around.
3. Evaluate the candidate's ability to perceive a large amount of information, intentionally overload the text with data that is important to remember.
4. Analyze how quickly fatigue accumulates and stupor sets in in the candidate's work, for this increase the number of tasks.
5. Can the testee competently filter out unnecessary data that interferes with the search for a solution? Determine this parameter using a lot of extra data in the initial condition of the problems.
6. Use problems with complex logical connections when you need to build a long logical chain for the correct answer.
7. Determine the extent to which the candidate has a specific vocabulary, compose tests so that without knowing the terminology, many tasks would be incomprehensible.

How to analyze SHL test results

When analyzing the results of SHL tests, it is important to rely on the quality of the responses, and not the quantity of responses given. For example, the first applicant filled in the answer boxes for all 50 questions, but only 25 of them turned out to be correct. And the second candidate answered only 25 questions out of 50 and gave the correct answer to all. The result of the second candidate will be preferable and more valuable, since it excludes the possibility of accidentally guessing the correct answer by simply ticking the test. A question left unanswered in any test block should be considered incorrect.

Analyze the tests of future employees in terms of strengths and weaknesses. To do this, an HR specialist needs to clearly know what qualities a candidate for a particular position should have. Verbal tests provide an opportunity to assess the speed of assimilation of textual information and the ability to think logically. When passing a verbal test, in addition to the correct answer, it is worth assessing the possession of technology fast reading and give the candidate an additional plus for it.

When conducting abstract logic tests, it is necessary to analyze the ability of applicants to make logical conclusions based on non-verbal information, usually presented in the form of abstract symbols.

Alternative to SHL tests

Currently, HR specialists use different methods to determine the skills, knowledge and competencies of applicants when hiring. An alternative to existing SHL tests today is a similar solution from Talent Q.

In world practice, in addition to SHL tests, methods for assessing the personnel of such companies as The Psychological Corporation, OPP, CPP and Wonderlic are widely used. 7. On Russian market The largest alternative to SHL-tests in the field of qualitative personnel assessment tools can be called products from Thomas International. 8. However, this market segment continues to develop rapidly, releasing more and more advanced methods and tools.

In addition to various kinds of testing, an alternative to such methods for diagnosing the abilities, personal qualities and motivation of candidates can also be a structured interview, including projective questions and other methods of rapid personnel assessment.

Test yourself

What is the purpose of SHL tests?

• To assess the qualifications of employees during certification;
• To assess the mental abilities of applicants;
• To assess the suitability of candidates.

What kind of SHL testing hasn't been invented yet?

• Instruction comprehension test;
• Test for logic and abstract thinking;
• Test for knowledge of corporate rules.

What should be considered when conducting SHL tests?

• It is necessary to create an environment close to the working situation;
• Testing should be carried out by a specialist with a psychological education;
• The applicant must be left alone to pass the test.

What is important to remember when analyzing SHL test results?

• Answers to tasks must be given in a row;
• The more tasks the candidate managed to solve, the better;
• It is worth analyzing the compliance of applicants' abilities with the requirements of the vacancy.

What evaluation methods can replace SHL tests?

• Job interviews;
• projective questions;
• Competency interview.

In the SHL verbal test, there is usually a short passage of text followed by statements. Only one answer can be correct. In the following SHL test example, you need to read the text and answer whether the statements are faithful, unfaithful or can't answer those. :

A - Correct(The statement is true, it is clearly stated in the text or follows logically from it) Choose it if you agree with the statement.

B - False(The statement is false or cannot follow logically from the text). Choose it if you do not agree with the statement

C - Can't answer(It is impossible to determine whether a statement is true or false without more information.) Choose it if if you cannot attribute the statement to any faithful neither to unfaithful.

Now read the passage:
... Many organizations find it beneficial to hire students during the summer. Regular staff prefers to take their next vacation precisely in summer months consequently, additional employees are needed. In addition, some companies are most loaded during the summer period. Summer employment also involves students who can return as qualified staff after successfully completing their studies. Making sure that the student works and studies properly, the organization encourages his work on a permanent basis. The company pays the student a flat rate without additional payments for sick leave and vacation....

Statement #1 . For the period of vacation, the work of regular staff may be temporarily entrusted to students.

Man is the subject of study of many sciences, and one of them is psychology. The special complexity of the tasks facing this science was very aptly described by the hero famous movie"Formula of love": "The head is a dark subject and is not subject to research." Nevertheless, the psychologist constantly has to investigate what is happening in a person “in the head”, i.e. in the psyche. For this, many psychodiagnostic methods have been invented, among which tests occupy a “place of honor” in psychology.

There are a lot of tests in the arsenal of psychology, which makes it necessary to classify them. This is done on the basis of various defining features, and one of these criteria is the form in which the subject is presented with stimulus material. On this basis, tests are divided into verbal and non-verbal.

The scientific term "verbal" comes from the Latin word "verbalis", which translates as "verbal". " Verbal communication”, for example, is communication through words, speech, and verbal tests, respectively, are tests related to words, language. The opposite of them are non-verbal tests.

You should not think that in non-verbal tests you can completely do without words. Take, for example, such a well-known test as "Rorschach spots". If the psychologist does not know the language in which the subject is able to express himself, he will not be able to conduct this test - after all, the subject will not be able to explain to the psychologist what images he sees in the spots. However, we cannot call this test verbal. The defining feature here is precisely the form of the stimulus material - everything that the subject deals with in the process of completing the task. If the stimulus material is pictures, drawings, diagrams, three-dimensional figures, etc. is a non-verbal test. If the material is presented in verbal form, this is a test belonging to the category of verbal.

An example of a verbal test is a speech ability test. The subject is given a text followed by a set of statements. The subject's task is to determine the truth or falsity of these statements, based on the content of the text.

Another verbal test is the technique of incomplete sentences. Completing the proposed phrases, the subject demonstrates his attitude towards himself, towards others, towards work and other “components” of his life.

Verbal tasks, along with numerical ones, are also included in intellectual tests. Tasks can be as follows: name a noun, which is suitable for the adjectives “wooden” and “grocery” (the correct answer is “shop”); name a word that denotes both a data storage device and firearms("Winchester"); "aero ... ret" - insert a word instead of an ellipsis, which will be the end of the first word and the beginning of the second ("port"), etc.

Verbal tests are the most difficult to adapt - after all, they are largely associated with a specific linguistic community, the culture in which they were created. It is not always possible to apply such a test to people with low level education.

Verbal test (verbal ability test, verbal analysis test) - what is it and how to pass it? We will tell you about all the nuances and help you prepare for the successful completion of tests for verbal abilities if you participate in the Leaders of Russia competition or get a job in one of the companies that conduct verbal tests.

Why verbal testsneededemployer

ALL the largest employers in Russia and the world use verbal tests for the initial selection of applicants for vacancies. These are mining and energy companies: Gazprom, Rosatom, Rosneft, Lukoil, Bashneft; retailers: Pyaterochka, Magnit, X5 Retail Group, METRO, IKEA; consulting and auditing companies: PWC, Deloitte, E companies in the FMCG sector and many others.

You and other candidates may be asked to take a series of tests before being interviewed for a position. Tasks for verbal thinking allow assessing the ability to correctly perceive written information, its analysis and interpretation.

Test results reveal the ability of the candidate for the position:

• draw logical conclusions from business-related reading materials (reports, how-to guides, etc.);
• create independently organizational documentation and reports;
• accurately formulate business questions and present information to colleagues, managers, clients.

How does verbal testing work?

Each test is given a certain amount of time. Usually, at the rate of 30-60 seconds for 1 question. Only 1-2% of unprepared respondents can correctly answer all questions within the time limit.

Verbal testing is based on text fragments. The topics of the passages may be from the field of social, physical or biological sciences, business areas (marketing, economics, human resource management, etc.). You need to read a short text, understand what in question and answer some questions.

Employers use 2 main types of verbal tests:

1. true-false-can't tell tests
2. verbal analysis tests

Below you will find examples and answers to both types of these tests.

An example of a verbal test "true - false - can't say":

Read the passage and say if the statements are true.

“There are 7 species in the UK wild deer. Red deer and roe deer are related species. Fallow deer were brought by the Romans, and from the seventeenth century they were joined by three other non-native species: the sika (spotted Japanese), the muntiac ("barking" deer) and the Chinese water deer, which escaped from the parks.

Most red deer in the UK have been found in Scotland, but there are significant wild populations in eastern, southern and northwestern England, as well as the North Midlands. Red deer can interbreed with the Japanese Shika deer, and hybrids are common in some areas.”

1. All red deer in the UK are found in Scotland.
2. Red deer can interbreed with spotted deer.
3. Great Britain is not the birthplace of the sika deer.

Only one answer can be selected for each of these statements:

1. A) True - corresponds to the information presented in the passage.
2. B) False - contradicts information obtained from the text.
3. C) I can't say - the fragment doesn't say anything about it or there isn't enough information to make such a conclusion.

See the end of the article for the correct answer for this verbal test example. Try to figure out the answer yourself first. You usually have 30 seconds to solve this test.

Tests for verbal analysis are usually more difficult. They can have 3 or more answers. Your task is to determine which of the statements given in the task answers the question of the test. Below you will find an example of a test for verbal analysis in one of the FMCG companies:

An example of a test for verbal analysis:

See the end of the article for the correct answer for this verbal test example. Try to figure out the answer yourself first.

Important! When answering questions, do not use your knowledge, focus only on information from the text. Read the text carefully to understand the general meaning. After that, try to apply each statement from the question in relation to the corresponding part of the text.

For different positions, HR agents compose tests of different levels of complexity. It is clear that tasks for junior specialists will be much easier than for management. Verbal analysis tests for executives and top positions can be very difficult.

How to successfully pass verbal tests

1. Don't rush to answer.

Text passages are deliberately written in a complex style, so it is easy to perceive information not quite right. Read the statement 2-3 times before choosing the option you want.

1. Keep calm.

Anxiety interferes with concentration and directly affects the success of the test. It's hard to stay calm during an oral test or in a noisy office. Before an important date, we recommend that you sleep well, and on this day, take a light sedative and tune in to a positive wave.

1. Complete as many practice tests as you can.

The secret to success and self-confidence lies in preparation. Practice tests will help you become familiar with the style of text passages. During preparation, you will learn to “unravel” complex fragments for a while. This way you will know exactly what to expect.

1. Keep track of time.

In most cases, verbal tests are given 30-60 seconds per question. Don't waste your time! Immediately see how many questions are related to one statement in order to properly distribute precious minutes.

1. Complete the simple tasks first.

Remember! During the time it takes you to try to understand a difficult question, you can answer several others. Therefore, first go through clear tasks. You will return to the statements that cause you difficulty at the end.

If you get stuck, reread the sentence from the end. Break complex sentences into separate small statements to understand the essence of each of them and draw a logical conclusion.

Sometimes the number of texts that need to be processed is more than you can manage in a certain time. Therefore, just try to give as many correct answers as possible and in no case act “for luck”.

If you have the opportunity to take the test online at home, then you will not be disturbed by the excitement of the unfamiliar environment of someone else's office. But here there is a temptation to use the help of a friend. We do not recommend this. First, you will lose time arguing over the answers. And secondly, even a friend who has successfully passed 10 such tests can be wrong. Rely only on yourself.

What result should you strive for?

This question is difficult to answer, since your test results will be compared with the results of competitors. The entry threshold is calculated based on the results of the majority. You can answer 75% of the questions correctly and be among the leaders, because the majority of applicants for the position scored 60-65%. Or you can pass by 80% and remain “overboard”, because your competitors turned out to be stronger.

The results are evaluated special program. The HR agent only sees the total in percentages and percentiles*.

*Percentile is a measure of how often a given result occurs among others obtained in the sample. Its value allows you to divide the test results into ranks - high (75 and more percentiles), medium (> 50 and up to 75) and lowest (< 25 и до 50). Numeric value interpreted as follows: "55 percentile - the candidate passed the test better than 55% of other applicants."

What conclusion can be drawn from this? Do not aim for any specific result, just try to answer most of the questions correctly. Any educated person can take tests for verbal thinking.

If you are a participant in the Leaders of Russia competition or are applying for a job, then most likely, in addition to the verbal test, you will have to pass a numerical test and a test for abstract-logical thinking. Read more about these tests in our dedicated articles:

Your main enemies are excitement and lack of time. In order not to get lost at the right moment, prepare in advance and practice on verbal, numerical and logical tests from the site. So you can identify your strengths and weaknesses, as well as remove the fear of the unknown.

Get started now or check out some free verbal tests:

Answers to sample tests:

Test "true - false - can not say":

C - Can't tell. It is not directly mentioned in the text, and we can only use this information.

Verbal Analysis Test: