The USPS 474 test is a critical assessment for those seeking a mail carrier position with the USPS.
It’s an important part of the recruitment process, and you must pass it in order to progress your job application with USPS.
According to the USPS, 80-90% of applicants fail this exam on their first try. If you do not pass, you will only be able to resit the test after 12 months.
Take the USPS 474 Test to improve your score.
It’s a very difficult exam, and knowing that you only have one chance per year to pass increases test anxiety.
However, with the right preparation and knowing what to expect, you can increase your chances of passing the USPS 474.
In this article, we’ll explore:
An overview of the USPS 474 Test
Format and structure of the exam
Best study strategies for the test
Sample questions to practice with.
Let’s get into it!
Understanding the Virtual Entry Assessment MC (USPS 474) Test
Aspiring mail carriers in the USA are required to sit the USPS 474 Test, which is otherwise known as the Virtual Entry Assessment MC (VEA). In particular, this test is designed to evaluate candidates for mail carrier positions.
The test assesses candidates’ knowledge of postal procedures, regulations and standards, and also evaluates their behavioral and personality traits and approach to work.
The USPS 474 is self administered online. Shortly after completing your online application form on the USPS career site, you will receive an email inviting you to complete the exam.
You have strictly 72 hours to complete the test once you’ve received the email invitation.
The USPS 474 includes four sections: Work Scenarios, Describe your Approach, Tell Us Your Story, and What Drives You.
Work Scenarios
This section of the test is a multi-choice format designed to test your situational judgment. You will be presented with 18 scenarios that you may encounter in your work as a mail carrier.
For each scenario, you will be given four options that describe different possible responses.
You need to choose TWO answers: one that represents the best possible response to the situation (that you would most likely do), and another that represents the least optimal response (that you would least likely do).
This section of the test includes 139 phrases, which you must respond to based on whether or not they reflect you personally.
This section is designed to learn about your work style, personality traits, teamwork or management abilities, and approach to work.
Tell Us Your Story
This section includes 37 multi-choice questions, and aims to investigate your previous work experience and subsequently predict your performance in a future job.
What Drives You
This recently added section includes 25 questions designed to uncover your motivations, and what drives or fulfills you in a work environment.
Study Strategies for the Test
To prepare for the USPS 474 test, refresh your knowledge of USPS procedures, and familiarize yourself with postal operations relevant to your area.
There are many useful resources online, such as USPS manuals and handbooks that provide details of postal regulations and standards.
Then, thoroughly read over the job descriptions for specific positions you are applying for to gain an understanding of what recruiters are seeking.
This will help you to recognize the optimal responses for the behavioral and personality sections of the test.
An excellent study strategy for the USPS 474 is to use practice questions to become familiar with the test content and style of questions.
JobTestPrep offers a comprehensive practice pack, which includes exclusive preparation for all four sections of the test, additional practice drills, study guides and insider tips and tricks to help you ace the USPS 474.
Sample Questions and Answers
There are many free and paid resources online that show sample questions and answers for the USPS 474. JobTestPrep’s preparation guide contains many sample questions for each section of the test.
In the Work Scenarios section, you could be given the following scenario description:
“You are doing a big task that is urgent. One of your colleagues proposes a work method that will shorten the time, but you think it may be unsafe”.
You will be asked to choose from the following options what you will most and least likely do:
Don’t change your method since it might be unsafe. Inform your supervisor if you see that you’ll have a delay with finishing the task
Share your thoughts with the colleague and explain why you think it might be unsafe. Make sure she doesn’t endanger herself
Give the colleague’s idea a try, but resume with your previous method if it seems unsafe
Consult with your supervisor. He may have an idea of how to do the job safely.
Correct answer: C = most likely, and A = least likely.
This is a tricky question because it contains contradicting values.
While safety should always be a top priority, you are not certain that the suggested method is unsafe (so it should be attempted to save time).
Option A, on the other hand, is too careful and suggests that you cannot be flexible or adaptable in time-pressured situations.
In the Describe Your Approach section, you may be presented with the phrase “I do not let negative feedback get to me”.
You will then have to choose whether this is:
Most like me
Somewhat like me
Somewhat unlike me
Most unlike me.
A great tip when answering this format of questions is to only choose answers on either extreme end of the scale (i.e. A or D), and never anything in between; you don’t want to be vague.
USPS 474 Test Scores – Everything You Need to Know
The passing score for the USPS 474 assessment is 70 and above. If you do not score above 70, you will receive an ineligible status and you will not progress with the recruitment process.
You will be able to resit the test after 12 months. As mentioned, only around 20% of applicants receive a passing score on their first try, which shows the difficulty of the exam.
Certain job openings are more competitive and only look at a small number of candidates with very high USPS 74 scores. Typically, applicants with the highest scores will be the first to be invited for an interview.
Test Day Preparation
You’ll be sent the exam invitation email within a few days after submitting your initial application, so ensure you’re frequently checking your inbox, and have set aside the time to complete the test.
With that said, get prepared as early as possible using the above tips, so that you feel ready to go when the time comes to take the test.
On the test day, consider the following tips to help make the process run more efficiently:
If possible, take the test on a laptop or computer, rather than your smartphone. This will help you to avoid accidentally clicking wrong answers due to the small screen size
Set yourself up in quiet place in which you feel relaxed and focused
Ensure your internet connection is steady, and your device is charged
Keep any study material handy – such as a set of notes to prompt you on important USPS regulations and procedures
Keep a record of the information you have already submitted. Certain sections of the test ask about your previous work experiences – make sure your answers align with what you wrote in your initial application form.
Post-Test: Interpreting Results and Next Steps
After completing the USPS 474, keep an eye on your email inbox for the status of your application.
When your results are ready, they will be displayed on your USPS career website profile on the “assessments” page.
Your result will be displayed as either “eligible” or “ineligible, and you may be given your number score.
If you did not receive a passing score, your application will not progress and you will unfortunately not be considered for the position you applied for.
If you have passed the USPS 474, you will be required to complete subsequent steps. You’ll have to submit a medical examination report, and pass a drug screening test. Finally, you’ll be invited to an in-person interview.
Final Thoughts
The USPS 474 is a critical assessment for aspiring mail carriers wishing to work for the USPS.
While this examination can be difficult, it is possible to achieve an optimal score with the right preparation.
JobTestPrep’s preparation guide is an excellent resource that contains everything you need to know about the exam, sample questions and answers, complete practice tests, and other useful insights and tips.
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
by Sarah Duncan
The Canada Post Assessment Test is an assessment that is conducted during the hiring process for Canada Post.
It can be daunting to apply for a job at the Canada Post and then have the pressure of studying for a test – especially if you don’t know what to expect!
The assessment is in place just to ensure there is a standard of person who is employed by Canada Post, making sure you’re qualified for the job.
It is a little different than your average pre-employment check, but that doesn’t mean you should be more nervous about it!
This article will break it down for you so you’re prepared for it, eliminating those pre-test nerves. We’ll discuss:
What the Canada Post Assessment Test is
The Canada Post Assessment Test Process
Preparation strategies and sections to focus on
Understanding your results.
Let’s get into it!
What is the Canada Post Assessment Test?
The Canada Post Assessment Test assesses candidates’ suitability for jobs at the Canada Post, whether this be mail carriers, sorters, clerical workers, or other positions.
To be employed in any of these positions, you’ll need to pass the assessment.
The General Aptitude Test was replaced on January the 2nd 2023 with the General Competency Test Level 2. It’s a multiple-choice test with 90 questions, and it takes about two and a half hours to complete.
The assessment is a fairly standard competency test, and it assesses your ability to solve problems and handle information relevant to the job.
Canada Post Assessment Test Process
If you are selected for the second step in employment after submitting your application, you will be invited by email to participate in the assessment.
The assessment goes over five main topics of focus: Vocabulary, analytical reasoning, figural relations, number and letter series, and numerical problems.
These questions are all multiple-choice. Your results will be released within 48 hours; you must have a minimum of 51 out of 90 to pass it, but you should of course strive for the best score possible! There is a stand-down period of 180 days before you can retake the test.
If you score well on the assessment, you will likely be asked to sit for an interview.
Preparation Strategies for the Assessment
The most crucial thing when preparing for the assessment is to familiarize yourself with the content that is likely to be on the assessment.
This means brushing up on your literacy and numeracy, practicing your problem-solving and reasoning skills, and sharpening your ability to detect errors and mistakes.
It’s important to get enough rest and prepare yourself physically before the test, as with any assessment. Be sure your mind is primed to perform well by eating well and taking care of your body!
Getting familiar with the test format is also very helpful in preparing for the assessment.
There are practice tests available from JobTestPrep which help greatly in giving you a solid idea of what to expect going into the assessment.
There’s nothing that works better to defuse those nerves before a test than knowing that you’ve practiced and know what’s ahead of you!
Specific Sections to Focus on
When you go into the test, it is timed – so it’s important to allocate your time wisely depending on the difficulty of each section.
Sections such as the sorting, sequencing, and memory exercises may require a bit more time to get right, so be sure to allocate enough time to ace these sections.
The memory section is timed; you’ll be given 3 minutes to answer a question based on a paragraph of text that you will have been presented with beforehand. Make sure you leave plenty of time for sections such as these.
Remember that all the questions are multiple-choice, so you can expect questions such as ‘Choose the correct answer to continue the pattern: 5,7,9,?’ With an array of answers to choose from.
Test Day: Best Practices and What to Expect
As with any test, it’s important to be punctual and organized beforehand.
Planning the amount of time you’ll need approximately for each section and keeping track of the time you have left is always helpful to minimize the amount of stress and pressure you feel during the exam.
Remember you can always go back if you’re unsure and answer a question later. Always try to leave a little extra time at the end of the test to go over your answers (especially with the more difficult sections) so you can double-check.
Overall, the most important thing to remember is to prepare as thoroughly as you can including using practice tests, and do your best on the day.
After the Test: Understanding Your Results
After the test, you’ll receive your results within 48 hours. Your score will be out of 90; the passing score is 51 out of 90, but the higher your score is, the better your profile looks to potential employers.
If you’ve scored high enough to pass this stage of the employment process, you’ll be advanced to the interview stage.
If you need to retake the test, there is a period of 180 days which must pass before you can do so. If you retake the test before the 180 days have passed, your results will not be valid or recorded.
Final Thoughts
Acing the Canada Post Assessment Test isn’t hard if you prepare well and know what to expect.
It can be daunting when you’re confronted with a test that needs to be passed in order to progress in your job application, but this assessment is really just testing for competency in things such as logic and literacy. It doesn’t involve super difficult, specialized knowledge.
With this guide and the resources in it, you should be well equipped to take the Canada Post Assessment and do well in it.
It’s important to prepare well before the exam, manage your time well during the exam – and above all, do your best!
FAQs
What changed with the introduction of the GCT2 test?
The GAT, which was used previous to the GCT2 test, was a little bit shorter in length with a 90-day stand-down period, instead of 180 days.
The minimum pass score for this test was 35/65, as opposed to 51/90. The GAT tested the ability to perform basic administrative tasks, rather than competency like the GCT2 does.
How are the results of the Canada Post test used in the hiring process?
The results of the Canada Post Test directly correlate to the hiring process; the higher your score, the more likely you are to get an interview.
There is of course a minimum pass score for screening (51 out of 90). The results of this test are also retained in the Public Service Commission’s system.
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
by Sarah Duncan
The Boeing Prescreen Assessment Test is a critical component of the recruitment process at Boeing.
Boeing is one of the world’s leading aerospace companies and is a market leader in manufacturing and selling airplanes, rockets, satellites, telecommunications equipment, and missiles.
Boeing employs over 140,000 staff members in more than 65 countries! The company offers a wide range of career options across multiple areas, including engineering, technologies, manufacturing, administration, cybersecurity, data science, and analytics.
This article focuses on the Prescreen Assessment Test phase of the recruitment process at Boeing. For this, Boeing utilizes a pre-recorded video interview format.
This type of interview is different from a traditional in-person interview, so it can seem daunting if you’re unfamiliar with it!
We’ll discuss:
What the Boeing Prescreen Assessment Test is
How the Boeing Recruitment Process works
The Boeing Assessment structure
Top preparation strategies
Post-test evaluation
Let’s get into it!
What is the Boeing Prescreen Assessment Test?
The prescreen assessment (pre-recorded interview) evaluates your personality traits, abilities, experience, competencies, and motivations.
It allows employers to gain a first impression and assess the hard and soft skills relevant to the position you are applying for. It essentially allows the company to refine the large number of candidates applying for each position.
How Does the Boeing Recruitment Process Work?
The recruitment process at Boeing is competitive and extensive as the company is seeking the right candidates who hold the necessary technical skills and experience.
The Boeing hiring process includes initially filling out an online application, completing several assessment tests through HireVue, and finally attending the Boeing assessment center.
The Prescreen Assessment Structure
Boeing uses the Hirevue software to administer Prescreen Assessment Tests in a pre-recorded interview format. The pre-recorded interview method is gaining popularity globally for its convenience.
Also called a one-way interview, this method has become typical among leading companies that handle massive numbers of applicants. It saves time and resources for both employers and applicants.
Boeing’s pre-recorded video interviews consist of a series of questions that candidates must answer in a specific timeframe by recording themselves speaking to the camera.
The lack of human feedback makes this type of interview unique, and if you’ve never completed a video interview, this format can seem daunting.
However, there are a few preparation guidelines you can follow to ace your pre-recorded interview.
Firstly, you should know what to expect during your pre-recorded interview, and how the HireVue software works.
To complete your prescreen assessment recorded interview, you’ll be sent an email invitation link from Boeing with a link to the online interview platform.
You can complete your interview at a time that best suits your schedule. When you’re ready to start, you’ll be presented with an introduction video explaining how the platform works.
The software will check your audio and video settings, and you’ll be able to utilize a practice question to get familiar with the platform and ease yourself into the interview. This will not be sent to your recruiters.
When you’re ready to go, you’ll press the ‘start’ button and the interview will commence.
Boeing Prescreen Assessment interviews typically consist of 5-8 questions. For each question, you will have between 30 seconds to 2 minutes to prepare your answer, and then 3 minutes to record it.
On some platforms, you may stop your recording once and pause. However, you will not be able to re-record after submitting your answer. The video interview should take around 20-30 minutes to complete.
Now that you’re familiar with the format of the pre-recorded interview used for Boeing’s Prescreen Assessment Test, you can begin preparing.
Preparation Strategies
To prepare for the test, it’s a great idea to study technical subjects relevant to the position you are applying for.
Re-familiarize yourself with the information required for your role and think about the questions you may face.
You may be asked to describe challenges you’ve faced in previous positions, success stories, or strengths and weaknesses.
You may also be asked situational judgment questions, in which you will be presented with hypothetical scenarios and asked to describe what your response would be, including the specific actions you would take.
You can also expect many of the common interview questions that are typically asked in in-person interviews, such as your interest in the position, how you handle pressure, how you deal with conflict, or why you wish to leave your current job.
While the range of questions you may face is quite varied, it’s a good idea to prepare yourself in the following three areas:
Your personal qualities and soft skills
Your expertise and technical skills relevant to the position you are applying for
Your previous experience, including specific examples.
It is also good to get comfortable with speaking to a camera. You may wish to practice recording yourself and answering questions within a specified time frame.
Notice how long it takes you to answer each question. If you are rambling and going over the required time limit, practice being more concise.
You may wish to jot down bullet points of the information you need to cover so that you can ensure you are covering everything in the required timeframe.
The more you practice, the more comfortable you’ll feel with speaking to a camera.
However, try not to over-prepare specific answers. While it’s useful to refresh your memory and expertise, avoid memorizing exact answers word-for-word as this can appear scripted. Instead, it’s best to answer the questions naturally.
Using JobTestPrep’s tailored practice tests is an excellent way to prepare for your Pre-Screen Assessment Test.
JobTestPrep offers a Video Interview Interactive Guide, with examples and expert tips for the 5 most commonly asked pre-recorded interview questions.
This will give you an idea of the type of questions to expect and will help you to craft well-structured responses.
It also contains valuable answering strategies to improve your performance, and focused interview practice questions to refine your skills.
Once you’re ready to sit down and record your interview, check you have the following covered:
Ensure the technology on your end is working well: Make sure your device is fully charged, your internet connection is steady, and your camera and microphone are working.
Dress professionally. Wear clean and suitable clothes to make a good first impression
Record your answers in a well-lit area, away from exterior distractions.
Consider what can be seen in the background of your video; a blank wall is sometimes best!
Record your interview at a time in which you will not be interrupted. Opt for a quiet place to avoid distracting background noises from being picked up.
Technical Skills Evaluation
Depending on the position you are applying for, there are a range of technical tests you may have to complete.
For instance, the Boeing Numerical Reasoning Test judges your ability to comprehend numerical data such as charts, tables, and graphs.
To do well in this test, review and practice your basic math skills, and refresh your memory on formulas. You may also wish to practice with sample questions to improve your answering time.
If you are applying for a skill-specific role, you will sit for a Boeing Technical or Skills Test. This test allows you to demonstrate your knowledge in your specific field of work/expertise.
Post-Test: Interpreting Results and Next Steps
After you have submitted your video interview and any other relevant assessments, these will be sent to Boeing recruiters who will review them and determine whether or not you will progress to the next phase of the recruitment process.
You’ll receive a call or email to inform you of your results and the subsequent steps in the recruitment process. Depending on the job you’re applying for, and the date of your application, the timeframe can vary.
Be patient, and remember that Boeing has masses of applicants to sort through!
Final Thoughts
While the Boeing Prescreen Assessment Test can seem daunting, there are a few strategies you can use to feel prepared and increase your chances of success.
One of the best ways you can prepare for this phase of the recruitment process is by utilizing JobTestPrep’s Video Interview preparation guide!
This comprehensive Video Interview Guide simulates real pre-recorded interview questions and offers valuable insights and tips for preparing and recording your answers.
Using this guide will familiarize you with what to expect, increase your confidence in using this format of interview, and allow you to prepare thoroughly.
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
by Sarah Duncan
If you’ve applied for a management position at a company, you might be asked to do a manager assessment test. But the prospect of taking a test might seem daunting at first.
Luckily, these tests are a good way to help you show what you can bring to the role. They come in a few different types and formats, which we’ll be covering in this article.
Today, we’ll dive into:
What manager assessment tests are assessing
The skills you need to show during the test
Some tips and tricks for preparing for the test
Let’s get into it!
Understanding the Manager Assessment Test
Management assessment tests are used by recruiters to screen potential candidates. It can be used either before or after interviews as a way of assessing the skills you need to possess to be a good manager.
The recruiter will be looking at the results to see if you have what it takes to succeed in the role. This can include things like leadership, communication, and organizational skills.
For example, one part of the test might ask you how you’d react to a workplace problem. This is called a situational judgment test (SJT). You also might be asked to complete a cognitive assessment.
There might also be a personality aptitude element to the test, too! While this doesn’t test your leadership skills, it tells the recruiter more about your personality and how you’ll fit in with the pre-existing team.
The form of the manager assessment test might vary between companies. Some tests will contain multi-choice questions, whereas others might involve a bit more logic and reasoning skills.
Therefore, the easiest way to succeed is to learn what the questions are really asking!
Skills Assessed in Manager Assessment Tests
Management assessment tests generally test your leadership skills. We can break these skills down as follows:
Communication skills
One of the most important skills you’ll be tested for is how well you can communicate. Being able to listen to others and communicate valid feedback is a key part of a manager’s position.
Good communication skills also involve conflict management. Being able to change your communication style when addressing different situations is another important aspect.
You need to demonstrate your ability to help motivate your team towards success and give relevant advice.
Problem-solving and strategy-based skills
Another important leadership skill is being able to solve problems in unique ways. Being able to work on your feet and solve real-life problems is a key part of a manager’s work, so you’ll be tested on how well you can do this.
You also might be tested on how well you can make decisions that benefit the team. This kind of skill might be specific to the role you choose, so make sure you’re prepared to explain your answer!
Organizational skills
Finally, things like time management, planning around deadlines, and delegating tasks. These may sound like basic skills but are important for managers to learn.
Speaking of learning, these skills are hard to learn quickly, and you’re more likely to pick them up on the go.
However, demonstrating your capacity for growth and change (especially if this is your first management role) is an easy way to put yourself forward.
Preparation Tips and Strategies for Candidates
Ask about the tests you’ll be sitting
If you can ask about the tests before sitting it, you’ll know what you can expect. Every manager assessment test will be slightly different, and asking what the questions are like and how long you’ll have will help alleviate the stress.
It’ll also help you know what you need to study for, such as if there’s a cognitive test, you can brush up on your reasoning knowledge. And if you have to do a personality test, you’ll know what you can expect on test day.
Research the company
It’s important to understand that the results of the test are interpreted by the company themselves. So getting to know the basics of what they’re looking for is a good way to start preparing.
Research the team and their history, and find out what they value highly in their workplace. For example, are they all about individual achievement, or fostering a team culture?
Take practice tests
Taking practice tests is a great way to get familiar with the testing material before actually sitting the test. It’s also good to see what skills you’re lacking, so you know what you need to focus on while preparing for test day.
Try out JobTestPrep’s tailored practice tests. These give you access to simulated test questions so you know what you can expect on the day.
Sample Question
*Question 1: You are managing a department that includes 2 small teams of 3 people, each of which has a supervisor. One of the teams schedules a meeting with you, in which the team members complain that their supervisor has inconsistent responses to their work.
They are unsure about how they are expected to work and feel criticized for unclear reasons. They have tried to discuss the issue with their supervisor in the past, but feel that nothing has changed. They feel uncomfortable to talk to him again about the situation, and ask for your help.
How would you respond to their request?
A. They shouldn’t have gone behind their supervisor’s back like this. You decide to tell them that you are sorry that they feel this way, but they should speak directly to their supervisor about this.
B. Ask the team how they think their supervisor can improve. Encourage an open discussion to raise ideas that can help him improve, and then present them to him in a one-on-one meeting.
C. You want to help the team but also not hurt the supervisor’s feelings, so you send him to a supervisor training course without telling him your reasons.
D. Speak openly to the supervisor, that you have received a complaint about his methods and suggest that he pays more attention to his responses to his team.
E. Talk to the supervisor. Ask how he feels about his relationship with his team members and suggest ways to improve his communication with them.
Answer: E. This answer demonstrates good communication and conflict management in this situation while respecting the chain of command.
Test Day Tips for Candidates
Once it’s time for test day, there are a few different things you can do to prepare.
First of all, save the revision for the night before. Don’t cram things into the morning of the test – you’ll tire yourself out before you’ve even taken the test! It’s best to revise the night before and then go over some quick key points on the day of.
Speaking of the night before, make sure you get a good night’s sleep before test day. Look after yourself and your body so you’re running at full capacity for your test.
For the final bits of preparation, don’t forget to re-read the job description before you sit the test! Understand the key skills you need to show to the recruiter and remember to answer questions to the best of your ability.
Post-Test: Interpreting Results
There’s a chance you might not be sent a copy of the test results. Or if you are, they might be hard to figure out!
But don’t panic, your test results only give a slim indication of your performance. For example, personality tests aren’t based on a right or wrong answer.
Also, don’t worry if you don’t get a high score. The only people you’re competing against are the others vying for the role, and there’s no way of knowing how well they did.
The questions might be subjective too, so as long as you can support your results, you’ll be fine.
If you have a follow-up interview after your test, you’ll likely be quizzed on your results. Make sure you know how to back up your answers and give a good impression of the manager you’ll be!
Final Thoughts
Preparing for a manager assessment test can be a daunting task. But with the right attitude and strategies, you can succeed.
Manager assessment tests are a great tool to help you shape your future career in management. They might be scary now, but they’re important for recruiters to get an idea of how you would succeed in the role.
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
The NYPD Psychological exam is a crucial component of qualifying for work in the prestigious NYPD force.
If you have this test ahead of you, then you will need to prepare for it properly just as you would for a physical or technical examination!
The NYPD Psychological test consists of a written examination and an interview component. Let’s find out more about how to ace these two daunting aspects and exactly what to expect on test day.
I’ll cover:
The components of The NYPD Psychological Test
What the NYPD Psychological exam really assesses
The Test Process and hiring process
Preparation Strategies for the Assessment
Specific Sections to Focus On
Test Day: Best Practices and What to Expect.
Let’s get into it!
The Components of the NYPD Psychological Test
The written component of the psychological test is an assessment of personality features that may or may not reflect an appropriate fit for the NYPD.
Scale response questions are often used; for instance, you will be asked how much you agree or disagree with a particular statement.
The Interview/oral component of the psychological evaluation is used to further evaluate your disposition and personality.
The aim is never a “gotcha” moment or a diagnosis. Instead, doing well in the interview means presenting yourself neatly, being respectful, and being honest with your responses.
If the attitudes expressed in your written psychological exam and your interview don’t really align, the examiners will notice.
What does the NYPD Psychological exam assess?
The NYPD psychological exam flags psychological abnormalities and scans the candidates for favorable/unfavorable personality traits. Some of the features assessed include:
Emotional control
Emotional intelligence
Sense of honesty, accountability
Sensitivity to bias.
As a police officer, it is extremely important to maintain control over impulses and make decisions under pressure. The kinds of traits that the examiners want to avoid in eligible candidates include:
High neuroticism, impulsivity
High social introversion
Mania
Hostility
A lack of self-awareness.
This test does not follow an academic pass rate. Instead, candidates who pass exhibit an appropriate personal disposition to suit a law enforcement role.
The Test Process
Qualified candidates (who are not pre-excluded by convictions, age, or otherwise) will have their tests scheduled at the Candidate Assessment Center to take the exams.
The written aspect of the test is normally sat after the police written exam (cognitive evaluation). The Interview/oral aspect of the psychological evaluation would then normally follow.
The other test aspects to prepare for include the written exam, Job Standard Test, and drug/ alcohol screening.
Additionally, it’s important to note that you may be disqualified or flagged from the hiring process due to obscene behavior on social media.
In the modern day, it is easy for police hiring personnel to discern people who may lack emotional control based on their behavior on the internet.
Test Strategies
Answer Naturally
When answering questions in the exam, you won’t usually be under time pressure.
You should still answer naturally, however, because response delays can suggest that you are overthinking the “correct” response and not answering the question honestly.
Think like a police officer to do well in the test, accentuating your natural positive traits.
Consider the Nuances
Not all questions will have an obvious right answer. Remember to consider the nuances in each question as you work through the written test sequentially.
Don’t opt for extremes
In the written test, lots of “Strongly agree” and “Strongly disagree” responses may suggest that you can’t see two sides of the story or that you struggle with ambiguity.
The “agree” and “disagree” options are milder and should make up most of your responses.
Dress well
If you dress professionally and neatly, you’ll not only feel more ready but also make a better first impression with your psychologist interview.
Stay calm
There’s a lot to think about on test day. Your best strategy is to stay calm; after all, it is a skill you’ll need to use plenty when you are a police officer!
Presenting calmly to the psychologist will demonstrate your ability to control your emotions, and it will help you to answer the written exam more naturally.
Preparation Strategies for the Assessment
Think about the ideal police officer
If you have lots of time to prepare for this test, then start imagining the ideal police officer.
You can foster and emulate many of these same traits in yourself! Practice seeing two sides of controversial topics, making calm decisions in timed environments, and controlling your emotions.
It will be easy to answer the exam questions if you are already thinking like an officer.
Practice tests
Practice tests are the holy grail of proper preparation for this test!
By taking practice tests, you won’t be blindsided by the kinds of questions that they can throw at you in the real thing, and you’ll already know your answers to many of the kinds of questions.
I recommend JobTestPrep’s bank of practice tests for professional and user-friendly practice.
Interview like a pro
If you are particularly nervous about the interview section of the exam, then start preparing like you would for any interview!
For example, you can watch videos on YouTube that dissect charismatic interviewing and confident question responses.
Watch interviews with different celebrities. Who comes off as trustworthy, and why? Who does not?
Practice the interview with a friend. You won’t be able to perfectly simulate the actual interview environment, but this will help you become more comfortable answering questions eloquently on the spot.
It’s amazing how even the most confident among us falters in interview scenarios, but it’s just not something most of us properly practice!
Be sincere
As experienced interviewers, interviewers will be able to spot insincerity. You should share your observations, strengths, and weaknesses openly.
Remember that honesty is a key trait that the examiners desire in an up-and-coming police officer!
Specific Sections to Focus On
All the questions in the psychological exam are important; jjust remember what the examiners are looking out for!
You need to present your answers cohesively, rather than contradicting what you say in the interview with your answers in the written component.
For example, if you answer “Strongly agree” to a question like “I am confident and comfortable at parties” then tell the psychologist that you don’t like large gatherings, then they might notice that you haven’t been honest.
Your results are based on a complete picture across both test components.
Final Thoughts
If you are an aspiring police officer and being in the force is truly a good fit for you, then don’t worry!
The NYPD psychological test only discerns traits that should already exist (traits that can flourish with practice) such as integrity and emotional stability.
With careful preparation, you’ll get the opportunity to showcase the positive aspects of your personality and why you are well suited for the prestigious NYPD force.
My final recommendation is to go into your test as prepared as possible and with the confidence that you are already a qualified police officer.
Take this test as a chance to practice the mental and emotional readiness that you will need on the force!
FAQs
How are the results of the NYPD Psychological test used in the hiring process?
The results are evaluated holistically, rather than with an academic pass rate. Candidates who pass should present a cohesive, honest personality that is well suited to the high-pressure law enforcement role.
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
by Sarah Duncan
If you’re reading this article, then you might be preparing for your Harver test!
The Harver test evaluates your capabilities and assigns aptitude, which makes the hiring process easier for many employers.
Take the Harver Practice Test to improve your score.
The Harver can reveal where a candidate’s talents lie from a wide array of skills and styles of reasoning.
You might be wondering: can I even prepare for this kind of test? The answer is yes!
If you don’t prepare adequately before you take the Harver test, then you might find yourself scoring lower than you could – which can then make all the difference when it comes to landing coveted positions!
Read on and I’ll cover:
What the Harver test is
The Harver test process and types of questions you may encounter
Preparation Strategies (Harver Test Tips)
What to expect on test day
After the Harver test: Next Steps.
Let’s get started!
Understanding the Harver Assessment
The Harver test actually refers to a collection of tests from Harver. The tests assist employers in talent acquisition. Some examples of aptitude tests that employers can purchase from Harver include:
Situational Judgement Test
Cognitive Ability Testing
Language Proficiency test
Multitasking Test
Typing Test
Learning Agility Test.
I’ll specifically discuss the Cognitive ability testing that Harver facilitates because this kind of test is shown to be a potent predictor of succeeding in a new position.
I’ll also provide information on some of the other kinds of testing listed.
Harver’s tests are, importantly, enhanced by AI. You may not feel much time pressure during the test, but algorithms do time your performance task by task to make complex insights into your abilities.
Another important piece of information is that you may do well in some areas and not in others; your success all depends on which skills the client (employer) is looking for.
Your preparation should include studying skills that will most likely appear on the test.
For hints, read the employer’s job post. If the ‘ideal candidate’ description includes certain soft skills like ‘critical thinking’, then this can help you to predict the kinds of reasoning questions you’ll be receiving.
Harver tests could appear at any point during your application process to a new job or company.
The test is digital; you have one attempt, so make sure you feel ready to take it!
You should sit down somewhere where you have secure wireless internet and won’t be distracted.
Each question will appear sequentially on the user-friendly interface. Most tests are just 30 minutes long; time management is key in these timed tests.
Types of Questions in Harver Assessment
There is a truly broad array of questions, activities, and puzzles that you may encounter in your Harver assessment. I’ll focus on some question examples from the most popular Harver Tests.
Situational Judgment tests are one of the most popular assessments to help employers choose reasonable, intelligent candidates.
1. Situational Judgment scenario questions
These kinds of questions often involve reading a passage that gives a realistic scenario in which people may have conflicting desires, or some other minor conflict has occurred.
You need to make judgments on the situation, like assessing the appropriateness of a response.
2. Logical Reasoning
Logical reasoning questions measure abstract problem-solving ability. It’s a common kind of question that often involves some degree of consistently applied logic. Here’s an example:
In a small town, there is Barber Shop A and Barber Shop B. While Barber Shop A is clean, Barber Shop B is very untidy. Every barber in Barber Shop A is clean-shaven, and every barber in Barber Shop B has a beard.
You encounter a man in the town with a beard. The question is: Where did he get his haircut?
A) Barber Shop A
B) Barber Shop B
C) It could be Either Barber Shop A or Barber Shop B
D) It’s indeterminable.
3. Personality Questionnaires
Personality questionnaires are often much less daunting than the other kinds of test questions that you could receive.
These kinds of questions focus on your own tendencies in social, working, and personal environments. You should try to answer honestly while keeping in mind the kind of personality that would be suited to the relevant position.
Prepare, prepare, prepare! Familiarity with your upcoming test could be the difference between your dream job and disappointment. Here are some practical prep strategies:
1. Take practice assessments. I can’t overemphasise the role of genuine practice tests in nailing your actual assessment!
You can see and purchase practice tests if you head to JobTestPrep’s guide to the Harver assessment.
There are guides for all different types of Harver tests, so make sure you know a bit about what kinds of questions you’ll be getting before checking out.
2. Write your own practice questions from the perspective of the employers.
This goes hand in hand with getting to know the employer!
It’s not too difficult to imagine what questions would crop up, but I’d recommend doing this as a second step after taking some practice assessments so that you know what the questions look like.
3. Some questions aren’t easy to practice for, because they are game-based.
I recommend downloading some logic games onto your mobile phone, like chess, sudoku, and riddles. These will gradually increase your ability to reason on the spot.
What to Expect on Test Day
It’s important to note that Harver tests are highly customizable according to the employer.
Your Harver test may be timed or not; this will be clear before you begin!
Question formats will also vary and aren’t always predictable, which is why it is key to practice a variety of question types.
The user interface is similar to the Harver website, where you can log in to take the test assigned to you. Don’t worry if you aren’t technology savvy; Harver has made the test sleek and user-friendly.
After the Harver Test: Next Steps
You’ll receive feedback on your online application through Harver within two weeks. This varies with the employer.
The next steps of your job application will probably happen directly through the employer, who you should also contact within two weeks after your test if they do not connect you first.
There may be more admin steps to complete before you score the job!
According to the Harver website – “If you don’t have any contact details of the recruiters of the company you applied for, you can always contact the Harver Support Team. They will ensure that your question will reach the right person and department.”
Final Thoughts
This guide has explained that the Harver test is a recruitment assessment that helps employers optimize talent acquisition.
It is powered by AI, highly customizable according to employer needs, often timed, and user-friendly. You can sit your test through the Harver website.
You should go into your test with preparation and confidence! There is nothing holding you back from a stunning Harver score, so long as you take the time to practice for the test and sit it in an appropriately quiet location.
Good luck!
FAQs
Can I retake the Harver test if I don’t perform well?
It depends. If you feel like you need to retake the Harver test, you need to contact Harver which will, in turn, contact the employer to find out if a retake is permissible.
Some employers may want first tries only, while others may be eager to accept improved results.
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
Congratulations –– you’ve decided to apply for a role in the Canadian Armed Forces! Whether you’re looking to join Canada’s Army, Navy, or Air Force, the CAF hosts a huge variety of military positions.
Before you can be considered for any of these roles, you’ll have to take an Aptitude Test (CFAT).
As the first step for those aspiring to join the Canadian Forces, it plays a crucial part in where you can end up. How you score on the CFAT determines which roles you’ll qualify for!
Thorough preparation is key to this part of the recruitment process. Preparation for the CFAT involves familiarizing yourself with the test structure and content while practicing all of the relevant skills tested on.
Take the Canadian Forces Aptitude Assessment Practice Test to improve your score.
The CFAT evaluates abilities such as verbal proficiency, spatial awareness, problem-solving, and mathematical skills.
Although the test technically isn’t structured on a pass-or-fail basis, failing to plan is still planning to fail. Strong preparation and performance will increase your chances of qualifying for your desired role in the Canadian Armed Forces.
Whether you’ve only recently heard of the CFAT, or you’re almost ready to take it: we’ll run you through the steps for sufficient preparation. The following guide covers:
Understanding the CFAT’s purpose
Application Process
Breaking down the CFAT sections
Effective Study Strategies
Day of the test: what to expect
Interpreting your results
Let’s get into it!
Understanding the CFAT
The Canadian Forces Aptitude Test is a standardized test used by the Canadian Armed Forces (CAF) as part of their recruitment process. All applicants must take the CFAT to apply and be considered for any military position.
The CFAT is designed to assess a candidate’s aptitude for general and specific military service. It helps the Canadian Armed Forces to determine if you possess the cognitive abilities required for various army roles.
The primary purpose of the CFAT is to evaluate a candidate’s mental skills across the different areas that are considered important for different levels of military service.
These areas include verbal skills, spatial ability, and problem-solving, which involve various literacy and mathematical skills.
A certain level of cognitive ability is necessary to perform effectively in your chosen role.
The CFAT is an important tool in the recruitment process, as it helps the Canadian Armed Forces identify individuals with different strengths across these sections. Your performance in the test will indicate which of the roles you are most suitable for!
Before you can even consider preparing for the Canadian Forces Aptitude Test, ensure that you meet the basic eligibility requirements:
Be a Canadian citizen or permanent resident.
Be at least 18 years old, or 17 years old with parental consent.
For paid education programs & primary reserves, you may be at least 16 years old, and:
Have completed at least Grade 10 or 24 credits of Secondary IV in Quebec.
For non-Canadian education, you must have your ECA’s (educational credential assessment) completed for your high school.
Note that some jobs may need higher levels of education or require specific qualifications (such as for joining the CAF as an Officer).
Once you know your eligibility, there are 5 main steps to apply for the Canadian Armed Forces, including of course the Aptitude Test (CFAT).
The application process consists of submitting all I.D. and education documents, filling in reliability screening forms, completing the CFAT at a recruitment/test center, receiving a medical exam / physical fitness test, and partaking in an interview.
Breaking Down the CFAT Sections
Verbal Skills
The literacy section of the CFAT assesses a candidate’s ability to comprehend information in written form.
You’ll be tested on three main areas of language/vocabulary: synonyms, antonyms, and definitions. You’ll make good use of a dictionary for this one.
Spatial Ability
The spatial ability section assesses a candidate’s capacity to visualize by mentally manipulating, folding, or rotating 2D and 3D objects. This is important for roles involving navigation, maps, and spatial relationships.
Problem Solving
The problem-solving section assesses a candidate’s ability to solve problems quickly and accurately.
This includes word problems, analogies, number sequences, and IQ-type questions. There tends to be a heavy mathematical component to most problem-solving questions, so ensure expertise in fractions, decimals, and long division.
Effective Preparation & Study Strategies for the CFAT
Basic test advice follows: get enough sleep the night before, eat well, stay hydrated, and show up early.
Long-term, candidates are encouraged to access as many resources as they can regularly beforehand to increase their readiness for the CFAT.
Study materials such as practice tests are highly recommended before undertaking the test! See JobTestPrep for CFAT practice tests, which include official sample questions as well as detailed answers and explanations.
Time management is a crucial element of the CFAT, as each section is timed.
Schedule frequent study sessions leading up to the test, and align your own timers with the official section time limits. Don’t focus excessively on the same sections, and spend more time studying areas that you fall behind in.
You might also try to seek advice from recruitment officers or peers who have previously passed the CFAT. They may be able to offer valuable insights toward your preparation.
By approaching the CFAT with an attitude of above and beyond preparation, you’ll maximize your chances of standing out for recruitment. Prioritize determination and readiness to start your performance strong in the Canadian Armed Forces.
The test is completed by paper and pen, with a multiple-choice (4 answers) format.
Calculators, dictionaries, and any other external resources are prohibited. For tips during the test: read more on the official site: https://forces.ca/en/help-centre/#/view/88
Each section will be timed and presented in a specific order.
The Verbal Skills section consists of 15 questions, allowing 5 minutes. The Spatial Ability section consists of 15 questions, allowing 10 minutes. The Problem Solving section is the heaviest of the whole test, consisting of 30 questions and allowing 45 minutes.
During an appointment at the test center, a member of the recruiting staff will review your results with you. You will be advised of the roles that you qualify for based on your CFAT results.
You will then be able to select up to three positions that you are interested in applying for.
Your outcome will depend on the current demand of the Canadian Armed Forces, the availability of chosen positions, and your competitiveness (qualifications and skills) as an applicant.
After the CFAT: Interpreting Scores and Next Steps
As you now know, how you score on the CFAT determines which roles you’ll qualify for.
You’ll need to receive a certain score in certain sections that reflects the aptitude or ability required for that role. Most positions are based on cut-off scores, minimum marks, or relative percentiles.
Although you cannot access your actual score, the recruiter will advise you of which positions you qualified for. You must be medically examined and cleared physically fit to continue, as well as partake in an interview.
If you would like to attempt suitability for a higher position, you can reattempt the CFAT. You are required to wait at least one month from the date of your initial test.
Note that CFAT scores do not expire. Your most recent score is used to assess your application, even if it’s lower than a previous higher score.
Final Thoughts
The CFAT is an important tool in the recruitment process as it helps the Canadian Armed Forces to match recruits with the right roles.
The CFAT is designed to measure your cognitive abilities to assess suitability for military occupations.
The aptitude test (CFAT) covers verbal literacy, spatial reasoning, and problem-solving abilities — which require various literacy and mathematical skills.
Be sure to schedule sufficient preparation beforehand to maximize the chances of qualifying for your desired position. Different roles require different areas of strength, so the better your performance, the broader your options.
We encourage you to focus on time management and to make use of resources like Job Test Prep, which offers tailored preparation packs with sample questions, answers, and detailed explanations.
The more preparation you commit to, the more confident you are likely to feel during the CFAT.
Whatever your desired role in the Canadian Armed Forces, you can come back to this article as your go-to guide for preparation. Good luck, future military personnel!
You do not pass or fail the CFAT, as it is a test of aptitude/ability. You will instead be scored by section (which is not shared with candidates), and this will determine which role(s) you qualify for and can apply for.
Is the CFAT test hard?
This depends on your individual level of ability and skills across verbal, spatial, and problem-solving sections. Recruitment in the Canadian Armed Forces is known to be a competitive process, so you may find the test to reflect this.
With adequate preparation — particularly through time management and sample tests – you’ll increase your level of confidence during the test.
Is it possible to retake the CFAT if I don’t pass the first time?
Yes, you can reattempt the CFAT. You are required to wait at least one month from the date of your initial test. However, you will only be able to rewrite the test up to 3 times.
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
Those considering applying for a position at Delta Airlines will quickly notice that they are required to complete a Virtual Job Tryout! Applicants can only progress to an interview if they pass this online test.
This traditionally unusual job application process may intimidate those who are used to proceeding directly from an application to an interview. It can be difficult for many to know what to expect from a Virtual Job Tryout.
In this article, we’ll tell you what the Virtual Job Tryout involves, including examples of virtual scenarios you might be presented with. We’ll also go over some important preparation tips to put your mind at ease before you start your application!
Understanding Delta VJT
Delta’s Virtual Job Tryout is a combination of online test questions and simulations of real-world scenarios one might encounter on the job.
The Virtual Job Tryout is broken down into sections designed to measure different skills and traits required to be a successful employee at Delta, such as memory skills, social skills, motivations, and adaptability.
Application Process for Delta VJT
The application process differs slightly depending on the role you are applying for, but one of the most popular positions is that of Flight Attendant. The process of applying for this position is as follows:
The applicant creates a profile through Delta’s website and completes a fairly traditional online job application
The applicant completes a Talent Assessment, which is an online activity that aims to identify the applicant’s strengths in the workplace
The applicant completes the Virtual Job Tryout and is graded on their performance
If the applicant’s performance in the Virtual Job Tryout is deemed adequate, they will be invited to an On-Demand Interview, which is an online job interview
If the applicant’s performance in the On-Demand Interview is deemed adequate, the applicant will be invited to an in-person event day which includes in-person interviews, introductions to Delta, and conversations
Finally, applicants who have a successful in-person interview on the event day will be offered a conditional job offer as a flight attendant.
Types of Assessments in Delta VJT
The six assessment sections that make up the flight attendant Virtual Job Tryout are as follows:
Handle Work Challenges. This section consists of seven multi-choice questions about how you would respond or act in a variety of dilemmas and situations that call for decision-making
Serve Your Passengers. In this section, you are given a manual, information about the airplane, and a seating plan, and once again faced with a set of multi-choice questions.
These questions pertain to things like distributing refreshments efficiently to all the passengers and helping passengers who wish to switch seats
Understand Passengers. In this section, you are required to listen to audio recordings of passengers and identify the emotional state they are in. This is a test of your empathy
Tell Us Your Story. This section involves questions about your values, career aspirations, and other non-skill traits that would often come up in a job interview. This is intended to test your values to see if they align with the company
Recall Passenger Needs. This section tests your tendency to attend to your passengers and remember important details about them.
This is tested by asking you to recall information about the audio recordings in the Understand Passengers section, including the emotions they conveyed as well as the content of what they said
Describe Your Approach. This section presents you with pairs of statements from which you are to select the one that best matches your approach in the workplace.
These questions are typically about how you tend to interact with customers, coworkers, and employers. Instead of comparing your values to those of Delta, this is meant to compare your personality to Delta’s values.
Example Questions of the Delta VJT
For Handle Work Challenges questions, the VJT will present a handful of scenarios that will demand you to remain flexible, decisive, empathetic, and professional. You could expect questions such as:
Those involving infants and their parents who might not have adequately prepared for their babies’ needs
Unruly passengers who might be unwilling to transfer seats or follow safety procedures during landing or takeoff
Dealing with passengers who refuse to put away their devices
There are also Serve Your Passengers questions, which can include questions like:
Fair and effective resource distribution, such as the number of passengers who can buy both x and y during a flight and those that can use blankets
Rearranging the seat plan to accommodate passenger requests
Questions related to airplane safety and facilities, such as available restrooms, nearest exits, and so on.
In other sections of the VJT, you’ll be asked to determine what emotion the passenger is feeling or recall what they specifically request. These challenge your ability to pay attention and remember details, so laser focus is important.
You’ll also encounter “this or that” questions, where you’ll choose from a few options the statement you most agree with. These are mostly subjective questions, so being authentic would help you breeze through them.
Preparation Tips for Delta VJT
Some key steps to preparing for the Virtual Job Tryout include:
Take the practice test available on JobTestPrep. JobTestPrep offers a package that includes multiple simulations of the Virtual Job Tryout, including results, correct answers, and feedback.
This is the most concrete way to prepare for the Virtual Job Tryout – by essentially practicing on the Virtual Job Tryout itself!
Learn from the experiences of past applicants through online resources like YouTube and Reddit. Many applicants discuss their experience of the Virtual Job Tryout online, and you may relate to some of them when it comes to your balance of strengths and weaknesses.
Therefore, some of them may have advice that is particularly suitable for you as an individual
Practice your cooperation and conflict-resolution skills with real coworkers and customers. If you’re currently employed or volunteering anywhere, even in a very different role, go out of your way to see if any customers or clients require assistance.
If someone is upset, try to be one of the people that intervenes to resolve the situation. Ask coworkers to be brutally honest about things you could work on when it comes to collaborating with others effectively
Practice your time management skills. As each section is timed, you should practice by taking part in activities that require you to make quick, intuitive decisions on your feet rather than activities in which you can deliberate about the perfect answer.
When it comes to taking the actual Virtual Job Tryout, try to be yourself. The purpose of the Virtual Job Tryout is to assess your suitability for the role. If you don’t succeed at the Virtual Job Tryout, it just means you aren’t currently suitable for the role.
This is useful for you as well as Delta because it isn’t usually pleasant to be in a job that isn’t currently well-suited to you!
Final Thoughts
While it may sound intimidating and unusual, the Delta VJT is simply an online test to determine your suitability for a role at Delta. There are extremely comprehensive practice tests available through JobTestPrep – and by following our practical tips, your mind can be at ease when it comes to taking the actual test!
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
For an aspiring air traffic controller, the First European Air Traffic Controller Selection Test is crucial on your journey to life as an accredited and registered air traffic controller!
Everyone in air traffic control has to pass the FEAST test – and as such, it is a robust and effective test to assess the cognitive ability and multitasking skills required to be a successful and safe air traffic controller.
Take the FEAST Practice Test to improve your score.
In this article, we’ll cover the important fundamentals of the FEAST test to help prepare you for this important step in your career. We’ll discuss a lot of important details, including:
An overview of the FEAST test itself
The FEAST test process
How to prepare for the FEAST test
What to expect on testing day.
And plenty more to make sure you’re prepared and confident when it comes time to sit your test!
What is the FEAST Test?
The FEAST test, or First European Air Traffic Controller Selection Test, is a battery of tests devised by the organization that oversees air navigation safety in Europe, EUROCONTROL.
Many of Europe’s Air Navigation Security Providers use the test to choose candidates for roles in air traffic control. It is also a common tool for air traffic training schools to form part of their qualification.
The FEAST test identifies individuals who are best suited to the stresses and workload of air traffic control by finding candidates early in the early stages of training and before any technical instruction is given.
It is a series of tests that assess memory, multitasking, cognitive skills, language ability, and understanding of air traffic control principles.
While EUROCONTROL designs the FEAST test, they do not actually administer it, and it is up to each of the schools or safety organizations to make their own decisions after running the test for prospective air traffic controllers.
The FEAST Test comes in three parts:
FEAST 1: This test covers cognitive abilities like decision-making, logical thinking, perception, memory, attention, multitasking, and English language proficiency.
FEAST 2: This component includes more complex multi-tasking assessments and simulated air traffic control.
FEAST 3: This final component is the FEAST Personality Questionnaire which covers a candidate’s personality. Not all organizations administer the FPQ.
First, a candidate applies for the position of Student Air Traffic Controller. This is the first foot-in-the-door stage, and the candidate submits an application to whichever Air Navigation Service Provider or training organization they plan to train with.
Before they enter their training institution of choice, candidates are screened to ensure they meet basic requirements. Requirements might include educational qualifications, language proficiency, or any other prerequisites that are necessary to enter an air traffic control training program.
Candidates who pass the initial screening will be invited to sit the FEAST selection tests. They will be informed of the aims of the FEAST test, which are administered by computer using a specific FEAST testing program.
Candidates undergo the FEAST I tests, which measure basic skills and abilities in decision-making, logical reasoning, visual perception, memory, attention, multi-tasking, spatial orientation, and English language knowledge. The testing session may take between 2½ to 4 hours.
Candidates who successfully complete FEAST I may be invited to undergo FEAST II.
This phase includes more complex multi-tasking tests simulating air traffic control tasks.
Finally, candidates may then be asked to undertake FEAST III, the personality test, to assess their personality type against the role of air traffic controller.
Candidates will be given feedback on their tests, though the timeline for feedback can vary. Feedback and results will help inform a candidate’s next steps.
If a candidate is successful, they will be able to go on to formal air traffic controller training!
The actual details of the feedback process or the testing timeframe will be specific to each training organization, but this outline gives a good idea of the process.
As previously stated, the FEAST test battery is broken up into three distinct components, though some assessors only administer the first two of the tests.
FEAST 1: is the initial stage of testing and the selection process and assesses and evaluates fundamental cognitive abilities and skills.
Candidates undertake computer-based tests that cover decision-making, logical reasoning, memory, attention, multitasking, visual perception, and an English-language test.
The test can range in length from 2 ½ to 4 hours, and each portion of the test is opened with an overview of its principles and intention.
Candidates can practice with sample questions, but the actual assessment conditions are standardized and formalized to ensure everything is equal for all candidates.
FEAST 2: Feast 2 is a more complex set of tests and comes after the successful completion of FEAST 1.
FEAST 2 brings more complicated and intricate multi-tasking tests that simulate real-world air traffic control challenges.
Some of these include the ATC Radar Test which simulates a series of radar-related tasks, as well as the FEAST MULTI-PASS Test which covers more complex multitasking.
It’s important to note that these tests do not demand any prior air traffic control education or knowledge, as they are conceptual and not technical tests. Detailed instructions are provided.
FEAST 3: FEAST 3 is an optional stage that not all assessors administer. It is a personality-based test with no right or wrong answers.
The FEAST 3 component aims to give an assessor an impression of a candidate’s personality and how they might handle the challenges of air traffic control.
While none of the FEAST test components require robust background knowledge of air traffic control, there are still some steps you can take to prepare for your assessment!
Familiarize yourself with general air traffic control concepts.
While you won’t have to understand any official procedures to sit the FEAST test, you will want to have a basic comprehension of what goes into air traffic control to help inform some of your decision-making.
You can also practice basic test performance indicators like cognition and multitasking.
Try practice puzzles, sample questions, and online simulations to test these different elements.
Sitting a sample FEAST test and online lessons can give you an excellent grounding in the requirements of the test, so it’s well worth exploring options like that to greatly improve your chances of success!
Make sure your English is up to scratch. Because English is the formal language of aviation, you need to be able to communicate in English to work as an air traffic controller.
Test day for FEAST candidates follows a different pattern for each training organization, though there are some basics that are true in all cases.
Firstly, you will have to sit the test on the premises of the training organization that is assessing you.
You will need to check-in, where you will be met by a test administrator. Their role is to explain the day’s testing and procedures, as well as give you instructions on how the day will pan out.
Once the test begins, you will be given detailed and comprehensive instructions before you start any given assessment question.
This will ensure that you and everybody else taking the test are on equal footing and on a fair playing ground.
There will be breaks between components, but the testing components themselves will be packed full of questions. You’re encouraged to work quickly and attempt to solve every question!
Post-Test: Interpreting Results and Next Steps
Results are typically conveyed via email and provide insights into your performance in each section of the FEAST tests.
Results indicate whether or not you have successfully passed the tests or if further steps are required. Your feedback may include specific details about strengths or areas for improvement based on the assessment outcome.
The subsequent steps after the test vary depending on the organization’s selection process.
In many cases, candidates who have successfully passed the FEAST may be invited to participate in additional assessments or interviews such as situational judgment tests, group exercises, or structured interviews designed to further evaluate the candidate’s suitability for air traffic control.
The FEAST test results are crucial in determining your progression in the selection process and your suitability for air traffic control on the whole.
Successfully passing the tests indicates you have a strong foundation in the cognitive and multitasking skills required for air traffic control!
The overall goal is to identify individuals who not only perform well in the assessment tests but also exhibit the qualities necessary for success in air traffic control training and their subsequent careers in the field.
Final Thoughts
The FEAST test is a crucial part of becoming an air traffic controller in Europe, and there’s no way to work as an air traffic controller in a FEAST country without passing!
That being said, the test components are based on your cognitive skills and proficiencies in key personality areas and not based on technical knowledge derived from work in the field.
With that in mind, it’s important to understand that you can practice for the test every day by challenging your mind to solve puzzles or perform complex tasks.
In the end, however, the FEAST test itself is a robust assessment that will uncover your strengths and weaknesses.
Therefore, by reading this article to get an overview of the process, you are already on the way to successfully passing and beginning your career in air traffic control!
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
The Talent Q Test is an assessment test designed to evaluate key competencies that are necessary in today’s job market.It examines one’s personality, problem-solving abilities, and verbal and numerical reasoning. It also measures other established measures of IQ. Using this exam, employers can see a candidate’s potential and suitability for a particular role.
The Talent Q exam is often given online and includes multiple-choice questions. Each question tests the candidates’ cognitive ability and presents a challenging task. The Talent Q Test also frequently includes time limits. This increases the pressure and enables employers to see how people perform under stress.
A planned approach is, therefore, necessary for the Talent Q Test preparation. It is crucial to become familiar with the format of the test.
Talent Q Test Overview
Talent Q offers a comprehensive suite of psychometric tests that companies use to evaluate a candidate’s personality, key competencies, analytical skills, motivations during the hiring process and for employee development purposes. It evaluates mental processes like verbal reasoning, logical reasoning, and numerical reasoning. These tests offer information on a candidate’s critical thinking, problem-solving capabilities, and comprehension skills.
The Talent Q tests were initially created in 2006 by a dedicated team led by Roger Holdsworth, a renowned expert in objective assessment and a co-founder of the testing company SHL. The team’s goal was to introduce a fresh approach to psychometric testing.
In 2014, Talent Q was acquired by the Hay Group, a global management consulting organization. Presently, Korn Ferry, a division of the Hay Group, administers the Talent Q tests. This merger has enabled the continued growth and accessibility of the Talent Q assessments within the industry.
Talent Q Tests Format
How the test is administered
The Talent Q test is often administered online, allowing candidates to take it whenever it is most convenient for them. Candidates receive guidelines and a URL to use to access the test online. They get a certain amount of time to do the test on their own devices, including laptops or tablets.
Test Types
Talent Q offers several types of tests that assess different aspects of an individual’s abilities, competencies, and personality traits. Some of the types of Talent Q tests include:
1. Talent Q Elements
Talent Q Elements is a suite of adaptive cognitive ability tests. It assesses an individual’s numerical, verbal, and logical reasoning skills.
The difficulty level of Talent Q Elements questions adjusts based on the candidate’s responses, providing a precise measure of their cognitive abilities.
2. Talent Q Dimensions
Talent Q Dimensions is a flexible personality questionnaire. Candidates are evaluated to see their preferences and character traits. This gives employers a glimpse on their personal motivate, confidence, emotional intelligence, and decision-making.
3. Talent Q Aspects
Talent Q Aspects is a situational judgment test (SJT). It presents candidates with work-related scenarios and asks them questions about it. This tries to see the candidate’s behaviour in relation to teamwork, customer focus, problem-solving, and leadership
Time limit
There is a set time restriction for administering the Talent Q test. Candidates are given a set length of time to finish the test, often between 20 and 30 minutes for each component. The time constraint is intended to test applicants’ ability to work quickly while successfully managing their time.
Importance of Talent Q Test
By utilizing the Talent Q Test, organizations can make more informed decisions, enhance their talent pipeline, and, ultimately, achieve better outcomes in their recruitment and talent management efforts.
Effective Talent Selection
Employers may find applicants who have the qualifications for a position by using the Talent Q exam. The exam offers insights about a candidate’s likelihood of succeeding in the job by assessing cognitive talents, behavioral qualities, and work-related skills.
Job Performance Prediction
Employers can determine how well candidates will likely do in the position based on the predictive validity of the exam. The Talent Q exam offers a trustworthy indication of a candidate’s future performance by evaluating cognitive skills necessary for work success, such as problem-solving, critical thinking, and arithmetic reasoning.
Efficient Screening Process
The Talent Q test enables employers to efficiently screen a large number of candidates. The exam offers a systematic and impartial evaluation of skills and abilities rather than relying exclusively on resumes or first interviews. This allows for more focused and efficient future phases of the selection process by reducing the candidate pool to those who fulfill the specified criteria.
Tailored Assessment
The ability to customize the Talent Q test to specific job roles adds is convenient for organizations. Employers can learn more about the best candidate by customizing the evaluation to the unique skills and abilities needed for that position. By evaluating candidates according to the most pertinent abilities, this personalized method guarantees improved alignment between candidates and job requirements.
Employee Development and Succession Planning
The Talent Q test also has value beyond candidate selection. The insights gained from the test results can be used to design targeted training and development programs for employees. By identifying individual strengths and areas for improvement, organizations can provide focused support to help employees reach their full potential. Additionally, the test results can inform succession planning initiatives by identifying high-potential employees who may be ready for future leadership positions.
Fair and Bias-Free Assessment
The Talent Q test promotes fair and unbiased assessment practices. The Talent Q exam is standardized and fair, so all candidates are evaluated on the same objective criteria without gender, ethnicity, or other prejudices. This ensures a fair, varied, and inclusive personnel screening process.
What Companies Use the Talent Q Test
Many companies across various industries have adopted the Talent Q Test as part of their recruitment and talent management processes.Some of the biggest companies that use this test are:
These companies use this assessment to evaluate candidates for roles spanning from entry-level positions to senior management.
Why Is the Talent Q Test Used?
The Talent Q Test serves multiple purposes within an organization. Primarily, it is used for recruitment and employee development. Employers can analyze a candidate’s prospective fit with the organization and their capacity for growth and development by evaluating their cognitive talents. The test offers insightful information on a candidate’s analytical thinking, problem-solving abilities, and capacity for flexibility, all of which are essential for success in a professional setting.
Furthermore, the Talent Q Test can be used to identify areas where an employee may require additional support or training. By pinpointing specific cognitive strengths and weaknesses, organizations can design targeted development plans to enhance employee performance and bridge any skill gaps.
In addition, the Talent Q Test also aids in talent management and succession planning. Once applicants are employed, their test results can be used to gauge their chances of moving up the corporate ladder.
What Types of Questions Are Asked?
The Talent Q Test covers a range of subject matters and areas to comprehensively assess a candidate’s cognitive abilities.
Numerical Reasoning. This category assesses a candidate’s ability to work with numbers, interpret data, and solve mathematical problems. It evaluates their aptitude for quantitative analysis and critical thinking in a numerical context.
Logical Reasoning. This area assesses candidates’ abilities to see patterns, make conclusions, and reason. It tests their logical thinking, problem-solving, and information-based decision-making.
Verbal Reasoning. This category evaluates a candidate’s proficiency in understanding and analyzing written information. It assesses their ability to comprehend written passages, draw accurate inferences, and evaluate arguments or statements based on the provided text.
Aside from the above, the Talent Q Test includes a Personality Questionnaire. This is designed to delve into a candidate’s work behavior, style, and preferences. It assesses various dimensions like teamwork skills, leadership potential, adaptability, attention to detail, and decision-making style. Rather than a pass or fail outcome, it offers a nuanced understanding of a candidate’s potential fit within an organization.
How to Prepare for the Talent Q Test
To increase your chances of success in the Talent Q Test, consider the following preparation tips:
Familiarize Yourself with the Test Format
Understand the structure, question types, and time limits of the test to adapt your strategy accordingly. Additionally, pay close attention to the different question types within the test.Take note of the specific instructions and guidelines for each question type so that you can tackle them efficiently during the test.
Practice Time Management
Since time is limited, practice answering questions within the allocated time to improve speed and accuracy. Set a timer during your practice sessions and challenge yourself to complete each question within the specified time frame. This will help you become familiar with the pace required to finish the test and allow you to develop a sense of urgency while maintaining accuracy.
Take Sample Tests
Utilize online resources or practice books to access sample tests and gain exposure to various question types. Incorporate these sample tests into your study routine and simulate actual test conditions as closely as possible.
After each practice exam, evaluate your performance. Note your areas of weakness, and plan your next practice test session appropriately. By consistently exposing yourself to sample tests, you will build confidence, refine your test-taking skills, and enhance your overall performance in the Talent Q Test.
Brush Up on Core Skills
Enhance your numerical, logical, and verbal reasoning abilities through regular practice and review. Begin by identifying the specific sub-skills within each core area that are assessed in the Talent Q Test. For numerical reasoning, focus on topics such as percentages, ratios, and basic mathematical operations. Engage in practice exercises that target these specific skills.
Similarly, for logical reasoning, practice tasks for identifying patterns, making deductions, and solving logical puzzles. Strengthen your verbal reasoning abilities by doing vocabulary and reading comprehension tests.
Analyze Correct and Incorrect Answers
Understand the reasoning behind both correct and incorrect answers to learn from your mistakes. After completing practice tests or mock assessments, take the time to review your answers and thoroughly analyze the solutions provided.
For correct answers, identify the strategies or thought processes that led you to the correct choice. Understand why that approach was effective and consider how you can apply it to similar questions in the future.
Similarly, for incorrect answers, examine the reasons behind your mistakes. Identify any patterns or common errors that you tend to make. Did you misinterpret the question, rush through the problem, or make a calculation error?
By recognizing these mistakes, you can develop strategies to avoid them in the actual Talent Q Test. Pay attention to the explanations provided for incorrect answers and make note of the correct reasoning and steps you should have taken.
Stay Calm and Relaxed
Manage test anxiety by practicing relaxation techniques and maintaining a positive mindset. Test anxiety can affect your performance in the Talent Q Test, so it is important to adopt strategies that help you stay calm and focused. Practice relaxation methods like progressive muscle relaxation, mindfulness meditation, or deep breathing exercises before the test. These methods can assist in reducing stress and encouraging relaxation. Encourage self-belief and confidence in your skills to keep a positive outlook.
Talent Q Test Scores
The number of right responses determines how well you perform on the Talent Q Test. There is no disqualification for giving an erroneous answer, and each question has equal weight. Employers can compare candidates fairly and identify their respective skills in various cognitive domains thanks to the test’s scoring methodology.
Although there isn’t a single, well-defined optimum score, it’s important to strive for one that shows mastery of the tested cognitive abilities. Based on the requirements for a certain post and the typical scores of successful applicants, employers usually construct a benchmark score. If you get a score greater than this standard, your chances of continuing in the selection process increase.
Unlock Your Potential with the Talent Q Test
The Talent Q Test is a powerful tool used by numerous companies to assess the cognitive abilities of candidates. This thorough evaluation gauges a person’s verbal, logical, and numerical reasoning abilities and offers insightful information about their capacity for problem-solving, critical thinking, and decision-making.
While it can be daunting, passing the Talent Q Test with flying colors is doable. With the right mindset, study plan, and test-taking strategy, you will be able to get the job of your dreams.
Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.
