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Arctic Shores Assessment – Ultimate Study Guide with Practice Test

Last Updated on February 4, 2022

A global provider of behaviour-based psychometrics, Arctic Shores is one of the few firms that specialise in providing gamified assessments for recruitment. As of right now, Arctic Shores has produced several distinct game-based evaluations, the most prominent of which is SkyRise.

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If you are faced with taking an assessment by Arctic Shores as part of your application to a company, don’t fear. Although you might be confused about what these tests entail, it is actually pretty straightforward to prepare and study for them!

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Let’s jump into what the Arctic Shores Tests are and how you can prepare.

What is a Gamified Assessment?

Arctic Shores is one of the growing number of companies utilising gamified assessments, also known as game-based psychometric assessments or gamified recruiting.

These aim to screen through thousands of applications in search of the most qualified individuals.

A game-based assessment incorporates elements of a video game into a psychometric assessment. It can be used in conjunction with, or as an alternative to, traditional psychometric test solutions to make the recruitment process more effective and efficient for employers while providing a more engaging experience for candidates.

As a result, traditional psychometric assessments such as verbal reasoning, logical reasoning, numerical reasoning, situational judgement assessments, and personality tests are being re-platformed to include gamification. This provides job searchers with a more engaging and realistic experience.

At the same time, it provides employers with thousands of behavioural data points that may be utilised to narrow down the pool of candidates for consideration.

Think of a computer game paired with a typical psychometric assessment as a starting point, and you’ll be on the right route.

Several gamified assessments are being employed by leading companies. In order for you to learn what to expect and begin preparing for the real test, we’ve summarised these games and their operation.

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What is the SkyRise Assessment?

Gameplay in SkyRise City is divided into several levels, with each level earning points based on how well you do.
The games used in this exam are not typical psychometric assessments, and instead, candidates are evaluated based on their natural responses to interesting and difficult games, as opposed to traditional psychometric testing.

How does the SkyRise Assessment work?

The exercises on each level of Skyrise City, as with previous gamified examinations, are designed to provide data points that test 30 distinct areas of decision-making, personality, and cognitive ability.

When it comes to scoring, the information acquired comes from your responses to the tasks and the manner in which you perform them.

Contrary to popular belief, the tasks on Skyrise City have nothing to do with measuring hand-eye coordination or dexterity, although there are gamified assessments that do this, such as some spatial awareness tests, Skyrise City measures psychometrics rather than physical abilities.

Psychometric Assessments

Ultimately, the Arctic Shores tests are a form of psychometric assessment. Most Fortune 500 companies use them today, and our research shows that they are also used by around half of all medium-sized businesses. Companies use them for the selection of candidates for further consideration.

There are a variety of reasons they’re popular. Foremost, they make your hiring process fairer by going beyond the CV and establishing fair competition for all candidates in the process. By assisting employers in putting things like education, employment history, age and ethnicity aside, they can construct more varied and dynamic teams of employees.

The goal is to enable better data-driven, educated and predictive recruiting decisions besides other things. It means speedier processes, reduced expenses and a reduction in employee turnover.

The result is that the correct assessment can build a more complete picture of each candidate, allowing you to assess their true potential before making a decision. When combined with other data, such as interview responses, they can be shown to result in more effective hiring practices.

When it comes down to it, getting the most out of psychometrics all boils down to your objectives. In addition, it’s critical to connect those objectives with the appropriate assessment method.

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Types of Psychometric Assessments

Different assessments will evaluate different things because the area of psychometrics is large and diverse. Though, the assessment is in two sections: aptitude and personality.

Aptitude

All aptitude assessments, in their different forms, are designed to assess some part of ability or cognition (what we typically refer to as “intelligence.”)

They’ll frequently ask questions with only two possible answers: correct or incorrect, this is known as ‘maximum performance’ measurement. When it comes to ability, there isn’t much room for interpretation.

The following are some of the most common types of aptitude assessment you’ll encounter on the market:

Numerical Reasoning

These assessments measure a person’s ability to process numerical facts as quickly and accurately as possible.

Interpretation of charts, solution of numerical sequences, dealing with percentages or ratios, and currency conversion are all examples of common activities in mathematics.

Logical Reasoning

The process of logical reasoning, also known as critical or inductive reasoning, can include the use of language, numbers or even just forms and patterns.

These assessments measure candidates’ ability to solve problems, make connections and recognise rules of patterns. For example, a candidate might be asked to read a passage of material and then select the statement that most accurately reflects what they have read and understood.

Spatial Reasoning

Assessments on spatial thinking examine a person’s ability to visualise, distinguish and manipulate two-dimensional and three-dimensional shapes in their minds.

More particular duties, such as map reading and route planning, can be included in this category as well. STEM fields, in particular, are frequently subjected to these assessments.

Abstract Reasoning

Abstract reasoning, like logical thinking, assesses the ability to recognise patterns.

The most significant distinction is that abstract reasoning does not need the use of language or mathematics. The majority of the time, a candidate will be provided with a sequence of shapes or patterns and will be required to anticipate what will happen next.

Error Checking

Error checking assessments assess a candidate’s ability to identify and correct mistakes. In certain cases, this could be due to a typographical error in a data set or from a logical error in an example problem.

Technical Tests

With technical testing, each field has its own set of requirements. It may draw on other psychometric assessments, such as spatial reasoning, numerical reasoning and logical reasoning, and apply them to specific challenges found in the field in which they’re administered.

Personality

Personality assessments, in contrast to aptitude assessments, do not emphasise whether something is correct. Instead, they should provide employers with a fuller picture of candidates’ natural behaviours and how these would affect their fit with the organisation. This could be because of their suitability for a function or because of their cultural fit.

Because there is no absolute ‘right or wrong’ for a person’s personality, these are more commonly referred to as ‘assessments’ than ‘tests’. They are classified into two categories:

Self-Report

The candidate’s own personality is described in these questions. When they deliver a statement, they’ll ask the candidate how much they agree with it. Typical examples include “I’m a naturally creative person” and “I enjoy working collaboratively”. Today, candidates will complete these questions online since they have questions online.

Behaviour-Based

These don’t ask any questions or make any assertions of any kind. Candidates are instead asked to demonstrate their genuine behaviour by completing a series of intuitive tasks that are based on neuroscientific research.

This can be referred to as a ‘no-knowledge’ technique because candidates are not expected to have a thorough understanding of their own personal characteristics.

Therefore, these evaluations are particularly beneficial for early career screening when candidates have minimal work experience to draw upon.

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How to prepare for the Arctic Shores test?

The best way to prepare is to use resources from a respected company such as Job Test Prep. They provide simulation tests and study guides that will help you pass with flying colours.

To get a better idea of how gamified assessments work, check out this page.

For thorough prep packs on general psychometric tests, head here.

Where do Psychometric Assessments fit into the hiring process?

These don’t ask any questions or make any assertions of any kind. Candidates are instead asked to demonstrate their genuine behaviour by completing a series of intuitive tasks that are based on neuroscientific research. This can be referred to as a ‘no-knowledge’ technique because candidates are not expected to have a thorough understanding of their own personal characteristics.

Therefore, these evaluations are particularly beneficial for early career screening when candidates have minimal work experience to draw upon.

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Conclusion

It is no secret that the world of psychometrics can seem complex. Therefore, it’s always a good idea to practice before applying for your next job. There are a number of options available to you out of Job Test Prep to prepare you for your next chapter.

Best of Luck!

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