If you’re applying to a bank, tech company, consultancy, or a fast-growing scale-up, you may be asked to take an SHL assessment. This plain-English guide explains what SHL tests are, why employers use them, how scoring works, and how to prepare—with practical tips you can use today.
What is the SHL Assessment Test?
SHL assessments are short, job-style tests that measure how you think and work. They can assess:
Numerical reasoning (percentages, ratios, charts)
Verbal reasoning (evidence-based reading, T/F/Cannot Say)
Logical/inductive & deductive reasoning (patterns and rule-based logic)
Checking/attention to detail (spotting errors)
Situational judgement (SJT) (choosing the best action at work)
Personality/work style (e.g., OPQ)
Good to know: Most ability tests are timed. Many are adaptive—they change difficulty as you answer.
How scoring works: You don’t get a school-style “80%”. You get a percentile (e.g., 78th), which shows how you performed compared to a similar group of candidates for that level or industry.
Who uses SHL Assessments?
Thousands of organisations worldwide, especially in:
Finance & professional services (analyst, associate, consulting)
Technology & engineering (product, data, operations, graduate schemes)
Commercial & operations (sales, supply chain, HR)
Leadership & promotions (manager to executive hires)
If a job needs clear thinking under time pressure, accuracy, or sound judgement, SHL is common.
Why do employers use SHL?
Predict performance: Cognitive tests and work-style tools predict job success better than CVs alone.
Fairness at scale: Standardised tests reduce noise and bias in large candidate pools.
Better fit: Personality tools (e.g., OPQ) align preferences with role and culture.
Faster hiring: Strong shortlists and better interviews.
Key features at a glance
Modern formats: Mobile-friendly, item-banked, often adaptive (Verify G+, Verify batteries).
Short, timed sections: Ability tests usually 15–35 minutes each.
Percentiles, not percentages: You’re compared with a norm group relevant to the role/level.
Proctoring options: Some tests are unproctored first, then verified later under supervision.
Personality checks: Work-style tools include consistency and impression management indicators.
SHL-Style Practice Tests: Pro Tips
| Test | Measures / Focus | Typical Format | Time (mins) | Common Pitfalls | Prep Tips |
|---|---|---|---|---|---|
| Numerical Reasoning | Ratios, percentages, trends, rates | Data tables, charts with MCQs | 15–25 | Unit mix-ups, rushing arithmetic, misreading axes | Convert units first; estimate before calculating; set a time budget per item |
| Verbal Reasoning | Evidence-based inference, critical reading | Short passages; True/False/Cannot Say | 15–25 | Using outside knowledge; ignoring qualifiers | Treat text as a closed world; watch quantifiers (some/all) |
| Inductive/Logical Reasoning | Pattern discovery, rule inference | Sequences, matrices, figure patterns | 15–25 | Chasing red herrings; skipping rule order | Check in order: count → position → rotation → colour/shape |
| Deductive Reasoning | Constraint logic, must/cannot | Rule sets with scenario options | 10–20 | Intuition over rules; poor notation | Build quick constraint tables; test options against rules |
| Checking/Accuracy | Attention to detail, data consistency | Code/record comparisons | 10–20 | Line jumps; visual fatigue | Chunk comparisons; use a finger/cursor guide |
| Mechanical/Spatial | Forces, gears, pulleys; 3D reasoning | Diagram problems, mental rotation | 15–25 | Formula recall under time; rotation confusion | Learn core principles; sketch fast arrows/forces |
| Situational Judgement (SJT) | Workplace judgement vs. competencies | Rank/choose most & least effective | 20–35 | “Nice” not equal to effective; extremes | Align to role competencies; prefer proportional, ownership-led actions |
| OPQ (Personality) | Work preferences & style fit | Forced-choice personality items | 25–40 (untimed style) | Over-tailoring; inconsistency | Answer honestly and consistently in a work context |
| Motivation / Values | Drivers, engagement risks | Short inventories | 10–20 | Guessing “what they want” | Reflect real motivators; avoid contradictions |
| Learning Agility | Adaptability, solution seeking | Scenario & reasoning blend | 15–25 | Overthinking novel tasks | Prioritise structured approaches; show flexibility |
| Remote Work Readiness | Self-management, collaboration | Behavioural/self-report | 10–20 | Generic answers | Ground choices in practical behaviours |
| Coding/Tech Screens (role-specific) | Language/API fluency, problem solving | MCQs or short coding tasks | 20–45 | Premature optimisation; misreading specs | Read all constraints; write correct first, optimise later |
How to prepare (fast and effectively)
Start with a quick diagnostic. Do one practice set per skill you’ll face. Note your time per item and error types.
Fix the basics.
Numerical: percentages, ratios, unit conversions, rate problems.
Verbal: answer only from the passage; use Cannot Say if the text doesn’t support a claim.
Logical: find rules in a set order (count → position → rotation → colour/shape).
Practise with a timer. Learn to skip and return. Bank the easy marks first.
Simulate the real thing. Do two short tests back-to-back to practise switching focus.
For SJTs: Pick options that show ownership, clarity, proportionality, and stakeholder awareness.
For OPQ (personality): Be honest and consistent. Answer as you are at work—not as a fantasy “perfect” person.
Test-day setup: Quiet space, reliable internet, laptop/desktop, notifications off, water nearby. If a calculator is allowed, use a simple one you know well.
FAQs: SHL Assessment Test
What is a good score for the SHL Assessment Test?
Think in percentiles. 60th–70th is competitive for many roles. 75th–85th+ is strong for selective programmes. The exact target depends on the role and norm group.
How do you “pass” the SHL test?
There is no universal pass mark. Employers set their own cut-offs or weightings across sections. Your aim: outperform the norm group and avoid any major weak spot.
How long is the SHL Assessment?
Individual tests are typically 10–35 minutes. If you’re sitting a battery of multiple tests, allow 60–90 minutes with setup time.
Is it difficult to pass SHL Assessment?
t’s challenging if you sit it “cold.” With one focused week of timed practice and a clear skip/return strategy, most people improve quickly.
What happens if I lose connection during the SHL Assessment?
Most platforms resume or let you restart that section. If anything odd happens, take screenshots (if possible) and contact SHL support and your recruiter.
Can I take SHL Assessment tests on my phone?
Some tests work on mobile, but a laptop or desktop is safer: faster input, better visibility, fewer mistakes.
Are SHL Assessment tests the same everywhere?
No. Companies pick different mixes, difficulty bands, and timings. Read your invitation and prep for those specific tests.
Can I “game” the OPQ?
Not really. OPQ includes consistency checks. The best approach is honest, work-realistic answers that reflect how you typically behave.
Are calculators allowed during the SHL Assessment?
It depends on the test. Your invitation or on-screen instructions will say what’s allowed. If permitted, use a simple and familiar calculator.
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