Practice Assessment Games

Task-based games that measure how you behave rather than what you know, with detailed performance feedback on every attempt. Used by PwC, Siemens, Thales and Capita.

Game-based assessments plus the Virtual Job Tryout and the CodeVue coding test. This is HireVue's games product, not its recorded video interview, which is a different stage entirely. Used by Philips and Delta Air Lines, and across US high-volume hiring.

Bias-free neuroscience games measuring cognitive and emotional traits. Used by Unilever, JPMorgan Chase, Standard Chartered and McDonald’s.

One continuous sitting rather than separate stages: reasoning, situational judgement, personality, checking and accuracy and a learnability test, back to back. Sova hides the countdown while still scoring how long you take, and is usually branded as the employer. Used by Vodafone, Nationwide, John Lewis, Sky and Santander UK.

The world's most widely used aptitude tests: numerical, verbal, inductive and deductive reasoning, situational judgement, mechanical reasoning, Verify G+ and the OPQ32. Used by Microsoft, HEINEKEN, Deutsche Bank, BT and Vodafone.

McKinsey's own in-house assessment, sat after the CV screen and before first-round interviews. It is not sold to other employers, so you will only meet it when you apply to McKinsey. Three modules as of September 2026: the Redrock Study data case, the Sea Wolf simulation and Sustainable Futures Lab.

Verbal, numerical and diagrammatic reasoning plus error checking, the battery Saville is best known for in financial services and UK government. Used by Fujitsu, Jaguar Land Rover, BNP Paribas, Dyson and HM Treasury.

The GIA aptitude battery of five timed speed tasks, the PPA behaviour profile, the HPTI personality inventory and the TEIQue emotional intelligence questionnaire. Thomas now calls these Aptitude, Behaviour, Personality and Emotional Intelligence, so your invitation may use either name. Used by Robert Walters, Smurfit Kappa, FactSet and Trek Bikes.

The definitive critical thinking appraisal: inference, recognition of assumptions, deduction, interpretation and evaluation of arguments. Used by Clifford Chance, Linklaters, Freshfields, the Government Legal Service and the Bank of England.

The Kenexa and Prove It tests, now delivered on SHL TalentCentral: verbal, numerical and logical reasoning, an adaptive combined test, situational judgement, Basic Office Skills and the Rapid Personality Questionnaire. Common in US hiring and anywhere BrassRing is the applicant tracking system.

The Logiks aptitude tests (verbal, numerical, abstract), situational judgement and the PAPI personality inventories. Used by Shell, ArcelorMittal, Groupama and the UK Civil Service.

The Insights aptitude tests, the Concepts critical thinking battery, Perceptions situational judgement, the TPAQ personality questionnaire and the MindmetriQ game-based series. Every one is computer adaptive, and critical thinking is mid-rebrand, so an invitation may call it Concepts or Insights. Used by Monzo, EDF, Eversheds Sutherland and Pernod Ricard.

Strengths-based assessment: a strengths-based situational judgement test, a strengths profile, and numerical and verbal reasoning. Used by EY, British Airways, Barclays, Aviva and the Financial Conduct Authority.

The Dutch suite: the Bridge Ability capaciteitentest in Verbaal, Numeriek and Abstract, the short Bridge Ability Online screener, The Bridge Personality and The Bridge Career. Results come back as a sten from 1 to 10 against a norm group rather than a percentage, so a 5 is the score most people get. Normally sat in Dutch.

The PI Cognitive Assessment (verbal, numerical and abstract reasoning) and the PI Behavioral Assessment. Very common in US hiring across all sectors, including Subway, Nissan, DocuSign and AutoNation.

The Dutch capaciteitentest, delivered through the Test-Toolkit, so an invitation may name the platform rather than the company. The Adaptieve Capaciteiten Test runs Cijferreeksen, Figurenreeksen and Verbale Analogieën at 45 seconds an item, and Cognitive Ability Pro mixes eleven question types into 15 minutes. Used at DJI, NS, Sogeti and STL.

Two products under one Brisbane name: the timed Revelian Cognitive Ability Test (RCAT) and the game-based Cognify mini-games, plus Emotify and the standalone verbal, numerical and abstract papers. Revelian traded as Onetest and is now owned by Criteria Corp, so an invitation may use any of the three names. Used by Ashurst, KPMG Australia, PwC Australia and the Tasmania Fire Service.

The cut-e "scales" reasoning tests and the gamified smartPredict challenges, the standard aptitude battery in UK investment banking. Every test is negatively marked, so knowing when to skip is part of the skill. Used by Morgan Stanley, UBS, Procter & Gamble and Volkswagen.

The Stockholm publisher behind Matrigma, a 3x3 matrix reasoning test of general mental ability, and MAP, a Five Factor personality questionnaire, plus the Match-V values instrument. Its Dutch arm is Assessio Bloom, which was eelloo until January 2024 and still sells the Q1000 range. Scores come back as a C-score from 0 to 10. Used by Randstad, Transdev and Eneco.

The Talent Q Elements ability tests: verbal, numerical and logical reasoning. Adaptive, so the questions get harder while you keep getting them right, and individually timed rather than run on one overall clock. Common across investment banking early careers and UK law firms.

The Australian Council for Educational Research, and specifically the tests it runs for employers: the Victoria Police entrance examination, the Queensland Police Service Entrance Assessment and the Fire Rescue Victoria Written Selection Test, all built from literacy, abstract reasoning, numeracy and mechanical reasoning. GAMSAT, HPAT and the school scholarship tests are education admissions and are not covered here.

The CCAT, 50 questions in 15 minutes, practised here as its verbal, math and logic, and spatial sections, plus the language-independent UCAT, the CBST basic skills test and the EPP personality profile. Nothing is deducted for a wrong answer, so guessing always beats a blank. Used by Vista Equity Partners, Crossover, TIBCO and PowerSchool.

The 50-question, 12-minute cognitive test, 14.4 seconds a question and the tightest clock on this site. Questions get harder as you go and each is weighted by difficulty, so the marks sit in the part most people never reach. Plus the personality and motivation halves of Wonderlic Select. Used by Duracell, Subway, U-Haul and Medline.

The HPI, HDS and MVPI inventories plus the HBRI reasoning test. The HDS is the one candidates get blindsided by: it measures derailers, the strengths that stop working under pressure. Widely used in US leadership and executive hiring.