SHL tests, developed by SHL Assessment Systems, are a series of standardized assessments used by employers to evaluate a candidate’s abilities and aptitudes across a range of areas—including logic, problem-solving, math, verbal reasoning, and reading comprehension.
These tests are commonly used during the hiring process to determine whether a candidate is a good fit for a particular role, or to identify individuals with high potential for long-term success within the organization.
One great way to start is by trying out some free aptitude test simulator on our site. It’s a risk-free way to gauge your baseline and experience the challenge firsthand – before it really counts. Or dive into our Practical Guide to Aptitude Tests: A General Overview of all Test Types for a clear breakdown of all the main test categories.
What’s on an SHL Test?
The content of an SHL test depends on the type of role you’re applying for. However, some common test categories include:
- Logical Reasoning Tests – Measure your ability to think analytically and solve problems using logic.
- Numerical Reasoning Tests – Assess your math and problem-solving skills, often under time pressure.
- Verbal Reasoning Tests – Evaluate how well you understand and interpret written language.
- Reading Comprehension Tests – Focus on your ability to grasp the meaning of written texts.
- Learning Ability Tests – Test how quickly you can learn and apply new information.
- Personality Questionnaires – Explore your personal preferences and workplace behavior, including motivation, teamwork, and stress management.
- Job-Specific Skill Tests – Assess specialized knowledge or abilities, like foreign language proficiency or using specific software tools.
It’s worth noting that SHL tests can vary depending on the company’s specific requirements and the job you’re applying for.
How Long Do SHL Tests Take?
Timing depends on the test type and the employer’s preferences. In general:
- Logic and math tests: 15–30 minutes
- Verbal and reading comprehension tests: up to 45 minutes
- Personality assessments and job-specific tests: up to 60 minutes
Managing your time wisely is key to completing all questions within the allotted time.
Can You Prepare for SHL Tests in Advance?
Absolutely. There are plenty of prep resources available, including study guides, practice books, websites, and training courses. Working through practice problems and sample questions can sharpen your skills and help you get familiar with the test format. For best results, try simulating real test conditions.
Also, be sure to rest well and stay hydrated before the test. Time management during the test is critical. As for personality tests, there are no right or wrong answers—so the best approach is to be honest and answer according to your true preferences and traits.
Take on a few questions from our free aptitude test simulator to simulate that test-day feeling. Practice in a no-risk environment so you’re even more prepared when the real deal arrives. Or dive into our Practical Guide to Aptitude Tests: A General Overview of all Test Types for a clear breakdown of all the main test categories.
What Happens If You Skip a Question on an SHL Test?
If you leave a question unanswered on an SHL test, it’s simply marked as unanswered. You won’t earn or lose any points for it.
However, the number of unanswered questions may affect how your results are interpreted. If you leave many questions blank—especially if it seems intentional—it could be seen as a sign of low motivation or poor focus.
What If You Get a Question Wrong on an SHL Test?
Wrong answers may result in a penalty, depending on the employer’s scoring policy. Some companies deduct points for incorrect answers (e.g., one point off per mistake), while others don’t apply negative scoring at all.
That said, the goal of SHL tests isn’t to punish you for errors—it’s to assess your skills and potential. A few wrong answers won’t necessarily disqualify you from a role.
The key is not to panic if you make a mistake. Stay focused and keep working through the rest of the test with full effort.
Are There Any Tips for Doing Well on an SHL Test?
While there’s no secret trick to “beating” an SHL test, there are several smart strategies that can help you succeed:
- Prepare in advance – Practice with sample questions and exercises similar to what you’ll see on the test.
- Manage your time – Make sure you pace yourself so you can attempt every question.
- Read carefully – Understand each question fully before answering.
- Answer even if unsure – It’s usually better to guess than to leave a question blank.
- Stay calm – Keep your composure and avoid panic; anxiety can cloud your thinking.
- Be honest – For personality assessments, the best strategy is to answer truthfully according to your real preferences and traits.
With the right mindset and preparation, you’ll be in a strong position to show what you’re capable of.
Which Companies Use SHL Tests?
Many well-known companies use SHL tests as part of their recruitment and hiring process. Some of the major employers that rely on these assessments include:
- Amazon
- Microsoft
- IBM
- Bank of America
- Barclays
- Heineken
- Bayer
- Credit Suisse
- Accenture
- PwC
- Deloitte
- KPMG
- EY (Ernst & Young)
- Unilever
- Nestlé
- Samsung
- General Electric
- Ericsson
This list is by no means exhaustive. Thousands of companies around the world, including many mid-sized and smaller firms, use SHL assessments to evaluate candidates’ skills and potential.
These tests are not just for high-level corporate roles—they’re used across industries and job levels to help employers make informed hiring decisions.
How Reliable Are SHL Tests in Hiring?
SHL tests are generally considered reliable tools for personnel selection—when used appropriately. Their reliability depends on the quality and validity of the questions, as well as how consistently the tests are administered and interpreted.
These tests have been scientifically developed and are subject to rigorous validation procedures. Validity refers to how well a test measures what it’s intended to measure, while reliability refers to the consistency of candidates’ responses over time or across similar scenarios.
That said, several factors can affect test performance, including the candidate’s preparation, testing environment, and stress levels. For this reason, SHL tests shouldn’t be used as the sole method for evaluating candidates.
The best approach is to combine SHL tests with other evaluation methods—such as interviews, practical assessments, and reference checks—to get a fuller picture of a candidate’s strengths. Employers should also factor in motivation, cultural fit, and adaptability when making hiring decisions.
Are There Alternatives to SHL Tests?
Yes, there are several alternatives that employers can use to assess a candidate’s skills and potential. Common methods include:
- Interviews – Still one of the most widely used tools, interviews allow employers to explore a candidate’s background, skills, and mindset in depth.
- Work samples or practical tests – These assess a candidate’s ability to perform job-related tasks under realistic conditions.
- Reference checks – Speaking with former employers or academic mentors can provide valuable insights into a candidate’s reliability and past performance.
- Simulations – Job simulations replicate real workplace scenarios to evaluate how candidates handle complex tasks or make decisions.
- Group assessments – These are useful for evaluating teamwork, communication, and leadership skills in collaborative settings.
These alternatives can be used on their own or alongside SHL assessments, depending on the needs of the role and the hiring strategy of the organization.
Who Produces SHL Tests?
SHL tests are developed by SHL Group Limited, a global talent assessment company headquartered in the United Kingdom. SHL is a leading provider of personnel selection and performance evaluation tools, offering its assessments to a wide range of major companies and organizations worldwide.
The company provides an extensive suite of tests, including logical reasoning, numerical reasoning, verbal and reading comprehension, learning agility, personality assessments, and job-specific skills tests. SHL also offers consulting services and training to help employers implement effective assessment programs and make better hiring decisions.
Who Are SHL’s Main Competitors?
SHL operates in a highly competitive market. Some of its major global competitors in the talent assessment and pre-employment testing space include:
- PSI Services LLC – A U.S.-based provider offering a wide range of cognitive, personality, and skills assessments for hiring and development.
- TalentQ – A UK-based firm known for customizable aptitude and personality tests used in recruitment.
- Cut-e (now part of Aon Assessment) – A German company specializing in digital psychometric tests, including logical, numerical, and verbal reasoning.
- Kenexa (an IBM company) – Offers a broad suite of hiring and talent management tools, including cognitive and behavioral assessments.
- Saville Assessment – A UK firm that provides assessments for hiring, development, and performance management, with a strong focus on predictive validity and psychometrics.
This list isn’t exhaustive—many other companies operate in this space, each offering slightly different tools and technologies tailored to specific industries or hiring needs.
Ready to put your skills to the test? Practice with our free SHL-style test simulator and get a feel for the real thing—no registration needed. Start now and boost your confidence before the big day!