Guide to SHL Ability Tests

SHL currently offer a choice of 5 online Ability/Aptitude tests. These are:

• Deductive Reasoning Test
• Numerical Reasoning Test
• Inductive Reasoning Test
• Verify Checking Test
• Verify Calculation Test

These tests seek to measure the candidate’s ability to rationalise information presented to them and draw accurate conclusions.

Hence, the tests are timed, and they are written to address a wide range of capability within a particular population group such as supervisors, managers etc.

The Deductive Reasoning test assesses verbal reasoning ability in a more robust way with a much lower reliance on just reading comprehension. SHL research has shown that particularly in positions at the Graduate level and higher reasoning ability is much more predictive of job performance than verbal ability.

This test is designed to measure the candidate’s ability to draw logical conclusions based on information provided, identify strengths and weaknesses of arguments, and complete scenarios using incomplete information. The candidate will be allowed 18 minutes to complete the test.

The Deductive Reasoning Test is suitable for any occupation where the following tasks are critical aspects of the job role:

• Analysis and interpretation of written and oral information
• Preparation of written documents
• Preparing and delivering presentations

This makes the test ideal in the recruitment of a wide range of functions including:

• Administration roles
• Distribution roles
• Human Resources roles
• Legal roles
• Marketing roles
• Professional Services roles
• Transportation roles

SHL Numerical Reasoning Tests are designed to measure the candidate’s ability to make correct decisions or inferences from the numerical data presented. Candidates are allowed to use a calculator and will be allowed 18 minutes to complete the test.

The Numerical Reasoning Test is suitable for any occupation where the following tasks are critical aspects of the job role:

• Analysis and interpretation of numerical data
• Budgets
• Costs
• Margins
• Trends
• Statistical analyses

This makes the test ideal in the recruitment of a wide range of functions including:

• IT roles
• Finance roles
• Production roles
• Professional Services roles
• Sales roles

SHL Inductive Reasoning Tests, measure a manager or graduate’s ability to solve problems. Because of this, they may also be referred to as diagrammatic style tests, logical reasoning or abstract reasoning tests. The test measures the ability to work flexibly with unfamiliar information to find solutions. The candidate will be allowed 18 minutes to complete the test.

The Inductive Reasoning Test is suitable for any occupation where the following tasks and capabilities are critical aspects of the job role:

• Analysing data
• Developing solutions from first principles
• Making decisions and solving problems
• Logical thinking
• Conceptual and analytical thinking
• Developing objectives and strategies

This makes the test ideal in the recruitment of a wide range of functions including:

• Strategic roles
• IT roles
• New Product and Service Development roles
• Research & Development and Science roles
• Creative roles

The Verify Checking test is designed to measure a candidate’s ability to compare information quickly and accurately, which is critical to ensuring the quality of work.

For example, a question might show you a piece of data on the left side of the screen. You must then match this to the correct data from a list of options on the right side. These contain similar, but not identical, samples. See Example SHL Checking Questions for more information.

The test is 4 to 5 minutes in duration.

The Verify Calculation test is designed to measure a candidate’s ability to add, subtract, divide and multiply numbers quickly and accurately. This is critical to many workplace tasks involving calculations and estimation, as well as auditing and checking the numerical work of others. The test is relevant to entry-level, administrative, and clerical roles, as well as apprenticeships and internships where the following tasks are critical aspects of the job:

• Calculating and checking figures
• Using calculators and computers for daily calculations
• Balancing currency, coin, and checks in a cash drawer
• Issuing refunds, receipts, and change
• Quoting prices, credit terms, and other bid specifications

There are now a wider and more intuitive range of comparison groups to choose from. Recognising differences between different role levels and indeed, sub levels within some of the comparison groups, means your candidate’s results will be compared to the many 1000’s of results for that specific group. A focused job level norm will allow you to easily differentiate among high, medium, and low ability candidates within specific job levels.

The new comparison groups for ability tests are:

• General Population – This group is inclusive of all other norm groups, as well as data from candidates who do not fit under any of the other defined norm groups.
• Graduate – Graduate-level job norms are based on individuals with at least a university degree, with five years or less of job experience, and whose position when taking the assessment was non-managerial.
• Advanced Graduate – The Advanced Graduate norm is based on the same criteria above, but candidates possessed an advanced degree (Masters or higher). The advanced norms are more difficult than the standard versions.
• Professional – This group consisted of 53,178 individuals from a variety of industries. Candidates are defined as Professional if they have University degrees, have more than five years of job experience, and are in non-managerial roles.
• Advanced Professional – The Advanced Professional norm group is for if they have an advanced degree, have more than five years of job experience, and are in non-managerial roles.
• Supervisor – Supervisors or Team Leaders may have a university degree, but one is not generally required for the role. Supervisors are generally defined as leaders that oversee hourly/non-exempt employees.
• Manager – Managers are generally defined as leaders that oversee the work of salaried/exempt graduate and professional level employees. They have at least one year of work experience.
• Senior Manager – Senior managers are generally defined as leaders that oversee the work of tenured professionals and other managers and have more than five years of work experience.
• Executive/Director – Executives and Directors are generally defined as leaders that oversee the work of senior managers and have more than five years of work experience. “Senior Manager” and “Executive/Director” can vary from organisation to organisation, and when unsure, use the Executive/Director norm group when ten years or more of experience is required.

The exceptions are for the Verify Interactive Calculation Test which is an entry level test and the Verify Checking Test using the general population norm group only.

About the Author

Kim Larkins, MCIPD is Company Founder of KSL Training. Kim has 30 years training and HR management experience in the Retail, Hospitality and Pharmaceutical industry.