Selection tests - Step 3: Getting the job - 10

Sep 30, 2026

Selection tests explain how employers measure applicants’ abilities by identifying the key skills for a role and administering one or more tests. It outlines common test types, including numerical and verbal reasoning, diagrammatic and practical tests, technical knowledge, situational judgement, and personality (psychometric) assessments. Guidance covers how to sit tests online or in person, what instructions and practice questions typically include, and how to prepare. Examples from different organisations illustrate formats and sections.

LanguageEnglish

CategoryExam

FormatPDF

Pages6

Reading Time15 min

AccessFree to download

Types of tests

Numerical reasoning

Verbal reasoning

Diagrammatic and practical tests

Technical knowledge and situational judgement

Personality tests (psychometric)

How do you sit these tests?

Online assessments

Paper-based or timed in-person tests

Multiple-choice and time limits

Example selection tests

Army – ACT practice test

SNIPEF plumbing aptitude test

SECTT Pre-employment Assessment

RAF Defence Aptitude Assessment (DAA)

Royal Navy and Royal Marines DAA

Scottish Fire and Rescue Service (SFRS)

Selection test tips

JOB SEEKING SKILLS Step 3: Getting the job 10: Selection tests © Gateway 2025 Selection tests Employers use selection or aptitude tests to try to measure specific abilities or skills. The employer identifies the most important skills for the job, and then asks applicants to take a test or a series of tests to measure these skills. Types of tests There are different types of tests an employer might use, depending on the job role. These can include the following. • Numerical reasoning – to test your understanding and ability to use numbers. • Verbal reasoning – to test your understanding and ability to use words. • Diagrammatic – to test your understanding and ability to work with diagrams. • Practical tests – to test if you have the practical skills to do the job, such as demonstrating you can use a computer or taking part in a customer service role play. • Technical knowledge – to test your understanding of basic mechanical or electrical principles. • Situational judgement – to test how you would approach different work-based scenarios, deal with any issues and solve problems. • Personality tests (psychometric)– to give the employer an idea whether you would be a good fit for the job and the organisation. Your ability to do the job should relate to how well you do in the test. This helps employers to decide who to interview, and to work out who will be the best overall candidate. © Gateway 2025 2 How do you sit these tests? Many big companies use online selection tests as the first part of their recruitment process. This means you can do it in your own time at home. The employer may email you a link to the assessment with instructions on how to complete it. You should ensure that your internet connection is reliable and that you won’t have any interruptions. Alternatively you may be given a time and place to attend to sit the test. This might be as part of an assessment day, where you’ll also complete some other activities. You might still complete the test online, or it could be paper-based. Either way: • the employer will give you detailed instructions on how to complete it and tell you how much time you have • there are usually some practice questions at the beginning to help you to understand what the test is about. If there’s anything you are unsure about, ask someone before you begin the test. Many tests use multiple choice questions, where thereis a range of answers and you have to choose the right one by ticking a box. The time limit is often quite short so don’t be surprised or worry if you don’t finish on time. Before you start, ask if you can do some work on paper and if you’re allowed to use a calculator. Activity 1: Selection test example Try answering some of the example selection test questions on Activity 1 worksheet. © Gateway 2025 3 Example selection tests Army – ACT practice test The Army uses a test called the Army Cognitive Test (ACT) to assess applicants’ suitability for training and match them with suitable roles. There are five sections in the test: Error Detection, Orientation, Number Fluency, Word Rules, Deductive Reasoning. You do the test on a computer, using touch screen techniques to answer the questions. The test lasts 30 minutes. There are practice tests on their website in Joining the Army. You can try out the sample test on their preparation section on their website. Scottish and Northern Ireland Plumbing Employers’ Federation (SNIPEF) As part of the recruitment process for a plumbing apprenticeship you would sit an aptitude test. This usually consists of questions relating to numerical, mechanical and spatial reasoning, and verbal comprehension. The training centre/college would be able to provide full details on this. Scottish Electrical Charitable Training Trust (SECTT) SECTT uses a Pre-employment Assessment test covering technical comprehension and numeracy to select applicants who are interested

FAQs

Why do employers use selection or aptitude tests?

Employers use selection tests to measure specific abilities or skills that are important for the job. The results help decide who to interview and who is the strongest overall candidate.

What types of tests might be included in a selection process?

Common types include numerical reasoning, verbal reasoning, diagrammatic tests, practical tests, technical knowledge, situational judgement, and personality tests (psychometric).

How should you prepare to sit online or in-person selection tests?

Check instructions carefully, ensure your internet connection is reliable for online tests, and be aware of time limits. If you attend an assessment centre, arrive early, dress smartly unless told otherwise, and ask about practice questions, using paper, and whether a calculator is allowed.

Sep 30, 2026

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