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.

The US Postal Service hiring exams: all four Virtual Entry Assessment versions, 474 for carriers, 475 for mail handlers, 476 for mail processing clerks and 477 for retail, plus both timed parts of the Exam 955 maintenance test, Multicraft and Spatial Relations.

The Transportation Security Administration’s computer based test for Transportation Security Officers, now the TSO Assessment Battery: a connect the dots trail test, image matching and 2D to 3D shape folding, sat at a test centre. There are no X-ray images in it.

Bias-free neuroscience games measuring cognitive and emotional traits. Unilever pioneered them for its Future Leaders Programme.

TestGorilla's cognitive ability tests on its one-way screen: one clock for the whole test, no going back, and a skip marked wrong. Numerical Reasoning and Critical Thinking are free. Bain & Company names TestGorilla on its careers page.

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 HM Prison and Probation Service online test for prison officer and youth justice worker applicants in England and Wales: the scenario-based test, with its behavioural scenarios and prison numeracy, plus the whole 35-minute sitting. Stage 2 has been a values-based assessment since 29 April 2026.

The national psychometric battery every trainee train driver on the GB mainline sits, set by RSSB’s RIS-3751-TOM and passed test by test against a national or a stricter enhanced standard: the Group Bourdon dots test, TRP1 rules and procedures memory, the TRP2 dials test, TEA-Occ attention, WAFV vigilance and ATAVT traffic perception. Used by Great Western Railway and Northern.

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.

The Federal Aviation Administration’s aptitude test for air traffic controller trainees, sat at a Pearson VUE centre: two number-pad memory tests, an aircraft left and right test, a real-time collision simulation, logic, reading and a work style questionnaire.

The national sift every police force in England and Wales now uses for police constable applicants: a situational judgement test rated from Counterproductive to Very effective, and a behavioural styles questionnaire. Also the standard for special constables. Used by the Metropolitan Police, West Yorkshire Police and Thames Valley Police.

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.

The EU institutions' own selection tests, run by EPSO. The same three reasoning tests open every procedure for AD graduates, AST assistants and contract staff, and generalist competitions add EU knowledge and digital skills. EU citizenship is required.

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 three questionnaires behind every AssessFirst profile: SWIPE personality pairs, DRIVE motivation pairs and BRAIN, the adaptive reasoning test where you build the missing figure. Used by LCL and SNCF Réseau in France, and by UK employers including Punch Pubs.

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 Army Cognitive Test every soldier applicant sits, the successor to BARB: five speeded sections where the material disappears before you answer, reported as one General Trainability Index. Plus the Technical Selection Test for technical trades.

The Bundeswehr’s CAT-Test at the Karrierecenter and the new Musterung: adaptive modules for language, arithmetic and logic, plus route turns, an arrow reaction task and technical understanding. English items with the German module names.

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 Defence Aptitude Assessment (DAA) the RAF, Royal Navy and Royal Marines set at the first stage: six sections in eight timed parts, 128 questions in 69 minutes, no calculator. It replaced the RAF Airman Selection Test and the Naval Service Recruiting Test.

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

The eight online tests on Civil Service Jobs vacancies: the adaptive Verbal and Numerical tests, the Civil Service Judgement Test, Management Judgement, Work Strengths, the Styles Assessment and the Customer Service and Casework Skills Tests. Written by the Cabinet Office, untimed but for one ten-minute section, and marked against a pass mark for your grade.

The Government of Canada’s own federal public service tests, as they have run since July 2025: the Unsupervised and Supervised Tests of Judgement 376 and 377 for officer-level jobs, and the GCT-2A and GCT-1 reasoning tests accepted in place of a degree or a diploma.

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.

Clevry, formerly Criterion Partnership: verbal, numerical, abstract, checking and mechanical tests at three levels (Essential, Enhanced and Expert), a situational judgement test and the CPQ personality questionnaire, on the Psycruit platform. Every question on a page must be answered before you move on. Used by Royal Mail and Next.

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 Future Potential Blended Assessment, which employers call an immersive or online blended assessment: Most and Least effective scenarios and emails answered from an inbox, with no clock but every answer timed. Used by Stephenson Harwood, HS2, AtkinsRéalis, Morrisons and Virgin Atlantic.

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 Dutch MCT capacity tests: eight separately timed subtests of the MCT-M and MCT-H, the adaptive MCT-A and the MP-B6 personality test. Results come back as a stanine drawn as Lager, Midden or Hoger with no number. Used for hbo 21+ admission and intake as well as hiring.

Harver’s own modules, which employers pick and mix: the five NOA Cognitive Ability subtests, the Personality Print questionnaire, a best and worst situational judgement test, a three-customer live chat simulation and a typing test. Results sit on a 0 to 100% scale where 50% is average. Used by Albert Heijn, GardaWorld, ADT and Pandora.

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 tests PiCompany built, now sent under the GITP name. Connector Ability is an adaptive intelligence test in three parts, Figuurreeksen, Matrixen and Cijferreeksen, with minutes rather than seconds on every item; the Reflector Big Five Personality and Reflector Drives make up the rest of Talent Match. Results are T-scores against the education level your employer chose. Used by de Bijenkorf, Damen Shipyards, GVB and Rijnstate.

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.

The politie cognitietest, the adaptive cognitieve capaciteitentest (CCT) you sit at home straight after registering on kombijdepolitie. Letterpatronen, Woordrelaties and Cijferpatronen, a hidden clock on every item, and a legal pass mark at the 16th percentile.

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 NZ Police online tests, both on Podium's platform. The Ability Assessment is the GCAT: 60 verbal, numerical and abstract questions mixed together in 30 minutes, adaptive, six options each, with rotating shapes and clock faces. The Personality Profile is 100 statements with no time limit.

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 Dutch TMA Method: the Talentenanalyse drives questionnaire, with no right answers and 312 statements, and the Capaciteitenanalyse, up to five short subtests each on its own clock. Every subtest is scored 1 to 9 against MBO or HBO/WO norms, with no IQ and no total, and a 5 is average rather than a fail. Used by Monuta, Gemeente Groningen and the UvA and HvA administration centre.

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 Stockholm hiring platform whose invitations arrive from invitation@alvalabs.io. Two short adaptive tests: a logic test of 20 pattern tasks with two minutes each and no overall clock, and a five-factor personality test with a Skip button. Results come back on a 1 to 10 scale. Used by Academic Work and SEB.

The oldest Dutch assessment bureau and its own capacity tests: the G-test, the Abstracte Matrix test, Verbale Relaties, the NIT and Cijferreeksen, plus a Big Five questionnaire and Werkstijlen. Only correct answers count and results are judged against the level the job needs. Used by Gemeente Amsterdam and Heineken.

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 US Office of Personnel Management’s battery for federal jobs, sent after you apply on USAJOBS: Reasoning, Reading, Math, Judgment and Interaction, plus the Early Career Talent Assessment for student trainees. Which parts you sit depends on the job’s series and grade, no score is ever shown, and your answers are reused for 12 months.

The Armed Services Vocational Aptitude Battery, the enlistment test for every US military service, usually sat as the computer-adaptive CAT-ASVAB at a MEPS or MET site or at home as the PiCAT. Four subtests make the AFQT percentile that decides whether you can enlist; the rest feed the line scores that decide which jobs are open. Scored here with the published formulas.

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 Police Scotland Entrance Test (PSET) for police constables and special constables in Scotland: one handwritten paper of 49 questions in 60 minutes across language, numbers and information handling, and every element must be passed on its own. It replaced the three-paper Standard Entrance Test in 2020.

The National Firefighter Ability tests, the paper written tests still used by several UK fire and rescue services, mostly for on-call firefighters and in Wales: Working with Numbers, Understanding Information, and Situational Awareness and Problem Solving, at full length and timed. Scored on the official T-score table from the technical manual; no pass mark is published.

The PELLETB, California POST's reading and writing test for entry-level peace officers: clarity, vocabulary, spelling and reading comprehension in 1 hour 45 minutes, now online at the agency since 2026. Scored as writing, reading and total T-scores, where POST recommends 42. Used by the California Highway Patrol and San Francisco PD.

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 Edison Electric Institute batteries US utilities use to hire lineworkers, plant operators, maintenance trades, technicians and system operators: CAST, POSS, MASS, TECH and SO/PD II. Practised here subtest by subtest, from Mechanical Concepts to Interpreting Diagrams. Nothing is deducted for a wrong answer. Used by Entergy, Dominion Energy, FirstEnergy and PG&E.

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.

CritiCall, the 911 dispatcher and calltaker test from Biddle Consulting Group: emergency messages you must dispatch in 15 seconds, data entry scored in keystrokes per hour, typing, phone number memory, spelling, map reading, sentence clarity and cross referencing. Each agency sets its own bar. Used by the California Highway Patrol and Riverside County Sheriff.

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.

The Nordic suite from Master International: the adaptive ACE, where a calculator is allowed and a skip counts as wrong, the CORE matrices with skip and return, and the MPA and OPTO personality questionnaires. Scored as a STEN from 1 to 10 against a band the employer set. Used by Saxo Bank.