SHL

SHL (Saville and Holdsworth Limited) is a world-renowned psychometric testing publisher in more than 150 countries and translated into more than 30 languages. 

SHL (Saville and Holdsworth Limited) is a world-renowned psychometric testing publisher available in more than 150 countries and translated into more than 30 languages. SHL works with more than 10,000 companies of all sizes, 80% of the FTSE 100 and 50% of the Fortune Global 500. Some of its customers include Amazon, Microsoft, Danone, Heineken, BAE Systems, Bayer, Crédit Suisse, and others.

Founded in 1977 by Peter Saville and Roger Holdsworth (hence the name SHL), the company published its first cognitive ability test in 1978 and its first personality test, the Occupational Personality Questionnaire (OPQ), in 1984. Even today, the OPQ is one of the most widely used personality tests in the recruitment world, having been extensively updated and improved over the years.

SHL has since then created many tests, including reasoning, personality or skill tests. The company is now owned by Exponent Private Equity, a British company that acquired it in March 2018 from their previous owners, CEB and Gartner Inc.

1. SHL Tests
2. FAQs
3. List of companies using SHL

What Psychometric Tests Are Developed by SHL?

The tests created SHL are in three categories:

• Aptitude Tests
• Personality Tests
• Behavioral Tests

Each of the SHL tests can be used alone or combined with other tests, in order to suit the needs of each company. All of them are available in plenty of languages, allowing employers around the world to use them.

SHL Aptitude Tests

SHL Aptitude Tests allow employers not only to recruit new candidates, but also to optimize the development within the company while ensuring the growth and deployment of the maximum potential of the employees. Different ranges of aptitude tests are available at SHL:

• SHL Verify: Cognitive Assessment
  • Verbal Reasoning
  • Numerical Reasoning
  • Deductive Reasoning
  • Inductive Reasoning
  • Spatial Reasoning
  • Verify G+
  • Mechanical Comprehension
  • Calculation
  • Checking
  • Reading Comprehension
  • General Cognitive Assessment Test
• SHL Verify Interactive: Interactive Assessment of Cognitive Abilities
  • Numerical Reasoning
  • Deductive Reasoning
  • Inductive Reasoning
  • Verify G
  • Calculation
• Skills : Specifics Knowledge Assessments

SHL Verify

SHL Verify Aptitude Tests are available for positions of all levels (from interns to executive and managerial positions) thanks to the test report organized around a system of comparative standards appropriate for each position. The uniqueness of the Verify tests is that it ensures that the candidate's results are adapted to his or her abilities through a second, shorter verification test.

Verbal Reasoning

The SHL Verbal Reasoning Test is a 19-minute verbal comprehension test. Each of the questions is composed of a short text, followed by a question or statement. The type of response is "True/False/Cannot Say".

Proposed levels:

Numerical Reasoning

The SHL Numerical Reasoning Test measures candidates' numerical cognitive abilities. It lasts 25 minutes and consists of exercises including different aspects of mathematics: analysis and understanding of graphs and tables, numerical problems and percentages, numerical logic, etc.

For more information on the Verify Numerical test, free explained examples and a full simulation, visit the dedicated page.

Proposed levels:

G+

The SHL General Aptitude G+ Test is a 36-minute test that measures candidates' overall cognitive abilities. It consists of three categories of questions: Numerical Reasoning, Deductive Logic Reasoning, and Inductive Logic Reasoning. For each category of questions, 10 exercises are proposed and mixed within the test. The questions are in the form of a MCQ and are followed by four or five proposals.

Proposed levels:

Deductive Reasoning

The SHL Deductive Reasoning test measures the deductive logical abilities of candidates in both beginner and intermediate positions. In this 20-minute test, the candidate must respond to logical exercises using his/her reasoning and deduction abilities. Arguments shall be analyzed, compared in different scenarios, and logical conclusions must be drawn. The tasks therefore consist of analyzing assertions and determining their veracity.

Proposed levels:

Inductive Reasoning

The 24-minute SHL Inductive Reasoning test measures the inductive cognitive abilities of candidates of all levels. It assesses their ability to analyze relationships between different elements and concepts. The exercises are usually composed of sequences of figures, where one of which is to be discovered, intruder questions and matrices.

Proposed levels:

Spatial Reasoning

SHL Verify Spatial Reasoning is a 15-minute test which measures the spatial cognitive abilities of candidates of all levels. The test is entirely non-verbal and contains only shapes and figures. It assesses the mental spatial orientation of candidates and their ability to assess changes in several dimensions. Exercises usually consist of analyses of elements formed by three-dimensional cubes, such as comparison of figures or figure folding.

Proposed levels:

Mechanical Comprehension

This 10-minute SHL Verify Mechanical Comprehension test measures the candidates’ knowledge regarding basic mechanical principles and their application in certain senarios. The exercises focus on cranks, levers, toothed wheels, etc. These skills are required for tasks including installing, utilizng, or repairing mechanical equipment.

Proposed levels:

Calculation

The 10-minute SHL Verify Calculation test measures the calculation capabilities of candidates applying for first-level positions, such as cashier, financial controller, or salesperson. It assesses the ability to manipulate numbers quickly and accurately by using basic arithmetic and numeracy.

Proposed levels:

Checking

This 5-minute SHL Checking test measures the data checking capabilities of first-level candidates for administrative support, sales and purchasing support positions. This test assesses the ability to compare information quickly and accurately, as well as to locate errors in files and reports.

Proposed levels:

Reading Comprehension

The 10-minute SHL Reading Comprehension SHL test measures reading skills at all levels. Texts are generally adapted according to the positions for which the candidates apply to. No prior knowledge is required, all the information necessary for the resolution of the exercises can be found within the texts.

Proposed levels:

General Cognitive Assessment

The SHL General Cognitive Assessment Test measures the cognitive abilities of candidates applying for first-level positions requiring a basic level of general cognitive abilities (basic numeracy, logical, verbal, etc.).

Proposed levels:

SHL Verify Interactive

The SHL Verify Interactive Aptitude Tests were created to be adapted to all types of online format, especially on the phone (smartphone). Including several categories of cognitive abilities, these tests are adaptive and suitable for many positions of different levels. The peculiarity of these tests is that they reflect the problems of everyday life to which candidates are exposed daily, in an immersive, modern, and engaging way. They are particularly suited to the early stages of recruitment, in order to screen candidates who are not suitable for the position.

Numerical Reasoning

The 18-minute SHL Verify Interactive Numerical Reasoning Test measures candidates' numerical cognitive abilities for middle-level positions, such as finance, production, and sales. It assesses their ability to analyze and draw correct conclusions from numerical or statistical data, in a realistic working context. Tasks include the ability to create graphs and tables and fill in calculation tables.

Deductive Reasoning

The 18-minute SHL Verify Deductive Reasoning Test measures candidates' deductive cognitive abilities for middle-level positions. It assesses the ability to analyze and solve problems, evaluate arguments and scenarios finally drawing logical conclusions, based on incomplete information within a statment.

Inductive Reasoning

The 18-minute SHL Verify Inductive Reasoning Test measures the inductive cognitive abilities of candidates applying for mid- and high-level positions, such as product development, IT (Information Technology) or management. It assesses the ability to identify patterns from incomplete information and generate innovative solutions. Tasks may include sequences of symbols where one shall identify the intruder or the missing piece. The information is usually presented in the guise of geometrical forms or letters and numbers sequences (alphanumeric).

G+

The 36-minute SHL Verify Interactive General Ability G+ Test is a test to assess candidates' overall cognitive abilities. It consists of three categories of questions: Numerical Reasoning, Deductive Logic Reasoning, and Inductive Logic Reasoning. These questions are identical to those used in the tests specific to each one of these reasonings, at a rate of 8 questions per category.

Calculation

The SHL Verify Interactive Calculation Test assesses the basic numerical cognitive abilities of candidates applying for top-tier positions. It measures their ability to use mathematics in different situations, determine the order of basic arithmetic operations, perform basic calculations, and identify errors in calculations.

Skill Tests

Skills tests measure specific skills or knowledge for a given job, in order to measure the suitability of the candidate for the position he or she is applying to. Hundreds of competency tests exist at SHL and aim to assess certain knowledge or characteristics within a specific setting. These tests include, for example, numerous language assessments (e.g. English language comprehension test, coding, and programming tests, such likeC+, Java, Python, etc., tests for Microsoft software, like Office, Excel, Outlook or PowerPoint, and hundreds more.

Personality Tests

1. OPQ32 (Occupational Personality Questionnaire)

SHL's Professional Personality Questionnaire OPQ32 measures the different aspects of candidates' Behavior and personality that may affect their performance at a given job. Different versions exist depending on the level of the position for which the candidate is applying to, and the skills required. 32 personality traits are measured in this test.

MQ - Motivation Questionnaire

SHL Motivation Questionnaire (MQ) measures which situations can increase or reduce an employee motivation at work. It provides a comprehensive profile report of the various motivation factors affecting employees' performance and willingness to succeed. The information provided by the candidates in this questionnaire allows employers to maximize employee motivation to reach their maximum potential. 18 motivational dimensions are measured in this questionnaire, divided into four categories.

Behavioral Tests

SJT

SHL Situational Judgment Tests measure the adequacy of candidates' behavior in different professional situations likely to happen in their future potential role. Candidates must choose between different reactions and decide which is the best/worst way to manage the situation based on the options provided. Situational Judgment Tests are usually presented in text form or multimedia formats, for example through short virtual videos presenting different scenarios, followed by multiple-choice questions.

UCF

The Universal Competency Framework (UCF) evaluates the professional behavior and chances of success of candidates applying for different positions. It allows companies to align individual behaviors, that is, of each candidate, for the objectives of the group or company. It defines the requirements for a given position and provides a common repository for assessing candidates' performance, behaviors, and potential.

FAQ

What Is the SHL Verify Verification Test (VVT)?

The verification tests are the special feature of SHL's Verify test line. They ensure the authenticity of the verify (VAT) test results previously passed in the recruitment process. They are usually prescribed in the final stages of recruitment and ensure the veracity of the candidate's results and skills.

The verification test consists of a shorter test, randomly obtained from the same questions bank as the Verify test previously performed. However, the test report does not count the number of correct answers, but only determines whether the previous results are verified or not. A "verified" score implies that the original aptitude test score can be used with confidence. An "unverified" score means that the original aptitude test score cannot be confidently apprehended. Additional actions are then recommended before continuing the recruitment process.

The following table compares the number of questions and the duration of most Verify tests:

What Does the Term "Adaptive Test" Mean in SHL Tests?

In a non-adaptive test, such as a "pencil paper" test, the same questions are presented in the same order, for all those who take the test. However, the applicant can answer the questions in the order they desire. Most candidates will answer questions in the order in which the questions are presented. Sometimes, they may as well pass on to the next question if they feel some are too complicated, coming back to them later on.

In an adaptive test, on the contrary, the order of questions varies from person to person. The rules governing this type of test allow the candidate to receive a first question more or less adapted to his level according to previous characteristics provided by the candidate. Similarly, the next question is administered based on the answer to the previous question. The test is then adapted to the level of each candidate, allowing to estimate his level in a much more precise way. Thus, if a question is far too difficult and the candidate answers it incorrectly, the next question will be of a slightly lower level and so on (or vice versa), until the level of the candidate is precisely identified. 

SHL uses adaptive tests to accurately identify the ability analyzed in the test. This method is combined with Item Response Theory (IRT in English) and their combination makes it possible to really understand the level of the candidate as well as the authenticity of the results.

What is SHL's Item Response Theory (IRT)?

The Item Response Theory ‎is a theory created in 1952 by Lord. It allows to accurately adapt aptitude tests for different candidate levels and different comparison standards.

This method consists of building a bank of items (questions) where each one has been specifically created and analyzed according to a multi-parameter system. SHL uses a two-parameter system for its Verify test run. This means that each question is evaluated based on two parameters: the difficulty of the question and the likelihood of a successful answer to the question. Items go through many tests before entering the question bank. For example, questions where the response time is too long (more than two minutes), questions that are too easy or too difficult have been eliminated during the process. This creates a bank of items of equivalent levels, which allows each candidate to provide a different test.

This system offers several advantages: Firstly, it prevents from cheating, given that questions are not predefined, and no candidate can receive the same set of questions. Similarly, the short response time prevents attempts at cheating. Secondly, this system makes it possible to really understand the level of the candidate according to comparison groups. SHL uses different comparison groups, as explained below on this page.

What Are the Different Levels or Comparison Groups of SHL?

SHL's Verify tests are tailored to between six and nine different levels of questions, each of which is compatible with many comparison groups (over 70).

The different levels are:

1. Managerial & Professional
2. Graduate & University
3. Skilled Technology
4. Junior Managerial
5. Senior Customer Contact
6. Skilled Technical
7. Junior Customer Contact
8. Administrator
9. Semi-skilled Technical

These different levels are grouped into three categories:

• Levels 1-3 include the Managerial/Graduate/Graduate group.
• Levels 4-6 include the Supervisory/Skilled Technical group.
• Levels 7-9 include the Operational/Semi-Skilled Technical group.

The different skills tested in the Verify tests as well as the different levels of difficulty of the questions contribute to the fact that the Verify tests are suitable for a wide range of jobs within the following industry sectors:

• Banks/Finance and Professional Services: : includes commercial and investment banking, personal investment funds, tax companies, insurance companies, financial planners, and financial and other advisory firms. 
• Engineering, Science and Technology: includes electronics companies, pharmaceutical and medical research, engineering, heavy goods manufacturing, computer science and others.
• Retail, Hospitality and Leisure: includes shops, hotels, sports and leisure centers.
• Public Sector/Governing: Includes national and regional agencies, local governments, and emergency services.
• General Population: Includes all companies that do not correspond to any of the sectors mentioned above.

Most Verify tests are tailored to different levels, depending on the sector and the job for which the candidate is applying to. Levels and sectors differ depending on the test:

• The Verbal, Numerical, Inductive and General reasoning tests exist in versions tailored to each of the above employment areas.
• Checking, Calculation and Reading Comprehension tests are tailored to Supervisory and Operator levels and are generally suitable for the General Population sector.
• The General Cognitive Assessment test is suitable for entry-level positions and is suitable for the General Population sector.
• Mechanical Reasoning tests are adapted to Technical positions of all levels and are suitable for the General Population sector.
• The Spatial and Deductive Reasoning tests are suitable for all levels and are suitable for the General Population sector.

In the description of each Verify test, you will find the levels for which each test is suitable.

How Is SHL Verify Test Score Calculated?

When you pass an SHL Verify test, you must pass a second verification test. When the results of the first test are calculated, the second test simply confirms whether the combined results offer a homogeneous rendering.

The questions on the Verify tests are Multiple Choice Questions (MCQ’s). Depending on your answer, it may be correct (you chose the correct answer), incorrect (you chose the wrong answer) and not answered if you did not have time to answer all the questions in the limited time. In order to calculate your score, the number of correct answers is counted. Incorrect or unanswered questions are not considered when calculating the result. This means that accuracy and speed are the two relevant parameters in this test, but also that if you haven’t had time or haven’t answered a question, it is better to guess than waste time and fail to complete the test.

The ratio of correct answers you found is then compared to other comparison groups or comparison standards previously selected by your employer or recruiter, among the dozens of options provided by SHL. Your result is therefore compared to the average of this group and transformed into a percentile. This number (in a range of 0 to 100) reveals the candidate's position in relation to the comparison group. For example, a percentile of 80 means that the candidate scored better than 80% of the candidates in the same comparison group.

Beware, getting a percentile of 80 does not mean you answered 80% of the questions correctly!

Your absolute score is therefore not the most important, since only your percentile is considered.

Meaning of the percentile:

Our page presents all the different comparison groups and levels for Verify tests. Depending on the position and the industry for which what you are applying for, you can try to guess which group and level are most suitable based on your position. For example, if you are required to pass a Verify Numerical Reasoning Test and you are currently applying for an accounting position in a bank, your comparison group should be"Graduate" in the "Banks/Finance and Professional Services" category and you will need to obtain a high score as Numerical Reasoning is one of the pillars of this type of employment.

Other information is also provided in the test report of SHL:

• The T-Score, which is the standardized result, that is, the difference between your result and the group average, divided by the standard deviation. This score is a common statistical result that displays your position in relation to the group average accurately.
• The Sten Score, which is the standardized result reduced to a scale of 10 and rounded.
• The Hit Rate, which is your real result, that is, the percentage of questions you answered correctly. It reveals the accuracy of your answers. It is calculated by the number of answers you correctly answered in relation to the total number of questions and multiplied by 100.
• The Work Rate, that is, the number of questions you answered in relation to the total. It will be 100% if you answered all the questions, whether correctly or not.

How Are the Results of the SHL Tests Presented?

The test results are presented in a test report sent to your employer. You can also request to receive this report by contacting your employer. This report presents all the scores described above. A short paragraph is also presented and quickly describes the meaning of your percentile and your skill level in the tested ability. The level of the test and the language of the test are also presented.

If your test contained several categories, such as the Verify G+, a percentile followed by a paragraph will be presented for each category.

The test report also contains explanations about what it contains, as shown in the following image:

The technical information is then presented for each of the categories. These include:

• Type of test
• Comparison group
• Level
• T-Score
• Sten Score
• Number of questions answered
• Work Rate
• Hit Rate

What Is the Average Score of Candidates for SHL Tests?

There is no data on the average score of candidates for SHL tests. The most relevant result is the percentile obtained in relation to the comparison group. This percentile is different for each comparison standard and each level, as well as for each test.

What Is the Minimum Score in Order to Pass an SHL Test?

As with the average score, there is no minimum score required to pass the SHL tests, as only the percentile is considered. This varies depending on the position for which the candidate is applying, the level required and the comparison group. In order to pass an SHL test, the approach is to practice answering as many SHL questions as possible.

In which languages are SHL tests available?

Which Companies Use SHL Tests?