Tests d'aptitude à l'embauche par fournisseur et format

CCAT (Criteria Cognitive Aptitude Test)

The Criteria Cognitive Aptitude Test measures problem-solving speed, critical thinking, and the ability to learn new information. 50 questions in 15 minutes is why timing is everything.

PI Cognitive Assessment (Predictive Index)

The Predictive Index Cognitive Assessment, formerly the PLI, tests general cognitive ability in 12 minutes across numerical, verbal, and abstract reasoning. Almost no one finishes all 50 questions, and that is by design.

Wonderlic Personnel Test (WPT)

The Wonderlic is the classic 50-question, 12-minute cognitive test used everywhere from the NFL Combine to Fortune 500 hiring. Short, brutal, and famously hard to finish.

SHL General Ability Test (Verify G+)

SHL Verify G+ is an adaptive cognitive test covering numerical, inductive, and deductive reasoning. Used by roughly half of the Fortune Global 500.

Kenexa Prove It (IBM)

Kenexa Prove It assesses skills from Excel proficiency to logical reasoning and typing. The cognitive modules are what most candidates stress about.

Watson-Glaser Critical Thinking Appraisal

The Watson-Glaser is the gold standard for law firm hiring. It measures inference, assumptions, deduction, interpretation, and argument evaluation. Magic Circle firms lean on it heavily.

Raven's Progressive Matrices

Raven's measures abstract, non-verbal fluid intelligence through pattern matrices. Used worldwide because it is language-independent.

Bennett Mechanical Comprehension Test (BMCT)

The Bennett Mechanical Comprehension Test measures understanding of physical principles, leverage, gears, and spatial reasoning. Standard for technical and engineering roles.

HireVue Assessments

HireVue combines video interviews with game-based cognitive assessments. Expect pattern games, memory games, and AI-scored interview responses.

TestGorilla Assessments

TestGorilla offers a library of 300+ pre-employment tests. The cognitive ability, numerical, and problem-solving modules are the most common.

Cubiks Logiks

Cubiks Logiks is a 12-minute general ability test covering numerical, verbal, and abstract reasoning in quick succession.

Revelian Cognitive Ability Test

Revelian is popular across Australia and New Zealand. It blends verbal, numerical, and abstract reasoning similar to the CCAT.

Caliper Profile

Caliper Profile is primarily a personality and behavioral fit test, with embedded cognitive questions that measure abstract reasoning.

McQuaig Mental Agility Test (MMAT)

The McQuaig Mental Agility Test is a 15-minute speed-and-accuracy cognitive test, structured almost identically to the Wonderlic.

Aon cut-e (scales)

Aon cut-e scales are a suite of short, modular cognitive tests. scales numerical, scales verbal, and scales lst (inductive) are the most common.

Saville Swift Aptitude

Saville Swift combines verbal, numerical, and abstract reasoning into a fast-paced aptitude battery. Common across UK public sector and professional services.

Talent Q Elements

Talent Q Elements is adaptive: questions get harder or easier based on your answers. Elements Numerical, Verbal, and Logical are the three main modules.

Thomas GIA (General Intelligence Assessment)

Thomas GIA is a five-part cognitive test covering reasoning, perceptual speed, number speed, word meaning, and spatial visualization.

GMAT-Style Aptitude (employer variants)

Many consulting and investment banking firms use GMAT-style problem-solving and data sufficiency questions inside their cognitive screens.

Criteria Emotify (EI Test)

Emotify measures emotional intelligence across four quadrants: perception, understanding, managing, and using emotions.

IBEW Aptitude Test (Electrical Apprenticeship)

The IBEW Aptitude Test is the gate to inside wireman apprenticeships across the United States. Two sections, algebra and reading comprehension, no calculator, tight clock. Score a 4 or higher on the 1 to 9 scale and you advance to the interview.

NJATC Aptitude Test (electrical Training ALLIANCE)

The NJATC Aptitude Test is the same exam as the IBEW Aptitude Test. The National Joint Apprenticeship and Training Committee was renamed to the electrical Training ALLIANCE in 2014, and the test is still used interchangeably across IBEW and NECA signatory locals.

Wiesen Test of Mechanical Aptitude (WTMA)

The Wiesen Test of Mechanical Aptitude is a 60-question, 30-minute mechanical reasoning test written at a 6th-grade reading level. Used for entry-level technician and machine-operator hiring where the employer wants a short, purely mechanical screen.

Elevator Industry Aptitude Test (EIAT)

The Elevator Industry Aptitude Test is administered by NEIEP for every NEIEP-affiliated apprenticeship in the United States. Three sections, reading, arithmetic, and mechanical comprehension, no calculator.

UA Pipefitter and Plumber Aptitude Test

The UA aptitude test is used by Plumbers, Pipefitters, HVAC, and Sprinkler Fitter locals to screen apprenticeship applicants. Multi-section battery covering reading, math including basic algebra, mechanical reasoning, and spatial folding.

Ramsay Maintenance Technician Test (MecTest / MultiCraft)

The Ramsay Maintenance Technician Test is the industry-standard job-knowledge test for industrial maintenance hiring. Covers hydraulics, pneumatics, print reading, welding, lubrication, pumps, motors, and basic control circuits. MecTest is mechanical-only; MultiCraft adds electrical.

Ramsay Mechanical Aptitude Test (MAT-4)

The Ramsay Mechanical Aptitude Test (MAT-4) is a short, diagram-heavy screening test for entry-level industrial and mechanical roles. 36 items in 20 minutes, roughly 33 seconds per question. National average is 25 correct.

Criteria UBI (Universal Cognitive Aptitude Test)

The Universal Cognitive Aptitude Test is Criteria's language-independent aptitude test, using shapes and numbers instead of verbal content.

DISC Assessment (Everything DiSC, DiSC Classic)

DISC is a four-factor behavioral style inventory: Dominance, Influence, Steadiness, and Conscientiousness. Used for hiring, team fit, and leadership development across the Fortune 500.

Big Five Personality Test (OCEAN, Five Factor Model)

The Big Five, or OCEAN, is the most validated personality framework in psychology. It measures Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. Employers increasingly layer it on top of cognitive screens.

Myers-Briggs Type Indicator for Jobs (MBTI)

The Myers-Briggs Type Indicator sorts candidates into 16 personality types across four dichotomies: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, Judging vs Perceiving. Used mainly for coaching and team development, and still shows up in hiring in specific industries.

PI Behavioral Assessment (Predictive Index)

The PI Behavioral Assessment is a 6-minute free-choice adjective checklist that maps candidates against the employer's Job Target on four factors: Dominance, Extraversion, Patience, and Formality. Distinct from the PI Cognitive.

Hogan Assessments (HPI, HDS, MVPI)

Hogan is the dominant leadership personality battery. The HPI measures bright-side personality, the HDS measures derailers under stress, and the MVPI measures core values. Used by two thirds of the Fortune 500.

SHL Occupational Personality Questionnaire (OPQ32)

The SHL OPQ32 measures 32 occupational personality dimensions grouped into Relationships, Thinking Style, and Feelings and Emotions. Used widely across Fortune 500 and Fortune Global 500 employers alongside SHL Verify G+ cognitive tests.

Gallup CliftonStrengths (StrengthsFinder)

CliftonStrengths, formerly StrengthsFinder, ranks you across 34 talent themes grouped into four domains: Strategic Thinking, Relationship Building, Influencing, and Executing. Widely used for onboarding, coaching, and team composition.