Online assessments and tests
Companies use a wide range of online tests designed to better understand how your brain works. As always, it’s important to find out, in advance, which online assessments you will face. Below are three common methods (this is not a definitive list):
Gamified tests
Personality tests
Picture-based assessments
Practice
Whatever the challenge there will be websites where you can practice and hone your skills. Think of this like revision for an exam.
Gamified tests
These assessments use game-like mechanics or interactive elements (e.g. mini-games, problem-solving tasks and simulations). Theyre used to measure, for example, cognitive abilities, decision-making, behavioural traits and adaptability in a time-pressured environment. If you want to better understand gamified tests, head to Arctic Shores’ website or watch this video:
Personality tests
These tests are usually used to help determine if the candidate is a good fit. In other words, are you right for that company and that role? The questions don't have right or wrong answers but, instead, allow a company to gauge a person's ability to, for example, think critically, solve problems and process new information. Below are some example questions:
Do you prefer to plan your work in detail in advance or adapt as you go?
Do you get more energy from social interaction or from working quietly on your own?
When solving problems, do you prefer tried-and-tested solutions or do you like experimenting with new ideas?
Do you handle deadlines better by working steadily over time or under last-minute pressure?
Do you enjoy taking the lead in group projects or do you prefer supporting others in the background?
Do you make decisions quickly, or do you tend to take time and consider every option?
Do you find change exciting and motivating, or do you prefer stability and routine?
In theory, there’s no single “right” answer for a personality test question. In practice, it’s fair to say that different roles and industries value different traits. For example, a role in the Civil Service may favour structure, reliability and attention to detail, whereas a position in a tech company might prize adaptability, creativity and risk-taking.
Picture-based assessments
Sometimes pictures are used (e.g. as part of a personality test) because they tap into instinctive reactions rather than rehearsed answers. Below are some examples:
Image choices: You might be shown several pictures (e.g. a busy office, a quiet study or a group brainstorming session) and be asked: “Which environment would you feel most comfortable in?” This helps reveal your work preferences.
Picture-based scenarios: An image of a workplace conflict could be shown, and you could be asked: “What would you do in this situation?” This helps evaluate your problem-solving and interpersonal skills.
Ranking pictures: Candidates may be asked to rank a series of images (e.g. a trophy, a handshake, a puzzle, a calendar) by preference. This highlights what motivates you most - achievement, teamwork, problem-solving or organisation.
As before, there is no right answer, but think about the corporate culture. What do you think they will value the most?