A 2015 report from the Foundation for Young Australians revealed that, although participation in education is on the rise, graduates are not learning the skills required to obtain their dream jobs. Therefore, employers are increasingly turning to psychometric tests, such as Revelian tests, to assess the skills of potential candidates. This article outlines the purpose and structure of the Revelian tests, identifies the employers that use them, examines the four test types, and gives tips on how best to prepare.
What Are the Revelian Tests?
Founded in 1999, Revelian (formally Onetest) delivers ‘streamlined, interactive and reliable psychometric solutions, customised to meet unique business requirements’. In other words, Revelian tests allow companies to identify suitable candidates for positions within their business, based on data-focused insights into their cognitive ability and personality. Revelian has developed aptitude tests in the following areas:
Cognitive ability Verbal reasoning Numerical reasoning Abstract reasoning
Other Revelian tests include:
Personality Values and culture fit Work preferences Reliability and integrity Emotional intelligence
There is also a game-based cognitive ability test where the candidate plays an interactive game designed to test their suitability for the job.
Why Are the Revelian Tests Important?
Each year, over 200,000 people worldwide take Revelian tests, making it a tried and tested solution for businesses looking for high-calibre candidates. If you are a graduate in Australia, it is highly likely you will be asked to take a psychometric test when applying for jobs, and Revelian is the most popular of those. It is therefore key to prepare appropriately. Revelian has identified various characteristics typical of candidates with the cognitive ability required to succeed at work. These include:
The ability to work to a high degree of accuracy and efficiency The ability to make effective decisions Constructive and logical problem solving An intelligent approach to unknown concepts and situations
For a graduate just entering the world of work, the standards expected of you can be daunting. However, just as you can learn to write a successful CV or practise your interview skills, you can learn how to pass the Revelian tests. The key is to understand the format of the tests, the style of questions and to be able to complete the questions within the given time frames. Are you taking a Revelian Test soon? Improve your performance by taking practice tests with JobTestPrep. Candidates are asked 51 randomly selected questions of increasing difficulty. These must be answered within 20 minutes. No two candidates are asked the same set of questions, giving the employer reliable, honest data. The test is divided into three sections:
1. Verbal Questions
The verbal questions assess your ability to accurately read and interpret English. This could be in the form of word association or questions which ask you to identify groups of words or draw logical conclusions. Example:
run bus walk boat car train
2. Numerical Questions
The numerical questions assess your ability to understand and work with numbers. Such questions might include number series, word problems and Sudoku-like problems. Advanced mathematical knowledge is not required. However, it’s wisel to brush up on the basics of addition, subtraction, multiplication and division. Example: 1, 2, 4, 8, 16, ?
3. Abstract Questions
These questions test whether you can come to a logical conclusion when faced with abstract information. For example, you may be asked to find the odd one(s) out, or identify patterns and similarities between shapes. The key is to remember that such questions look complicated but will generally have a simple answer when worked through logically. Example:
The Revelian Verbal Reasoning Test
This is designed to test reading, comprehension and interpretation. The candidate has 10 minutes to try and answer 35 questions. It is generally anticipated that most candidates will not complete all of the questions; however, the faster you do answer questions, and the more you answer accurately, the better your score will be. This test may be used by employers who require candidates with an exceptional standard of comprehension. For example, those required to analyse complicated reports or draw conclusions from highly technical written texts. Example:
- Jane likes the colour of Megan’s hair 2. The only hair that Jane likes is brown 3. Megan likes long hair. Jane has long hair 4. Megan’s hair is not blonde When preparing for this test, work through the question and mark the key words – then try to look for the logical conclusion. For example, the question above asks for two statements that together prove Megan has brown hair. The correct statements alone do not provide proof; only when read together does it become a certainty that Megan has brown hair.
The Revelian Numerical Reasoning Test
If an employer requires a candidate to handle large amounts of numerical data, or be able to make logical decisions based on numerical data, it may use the Revelian Numerical Reasoning Test. This test requires candidates to answer 25 questions in 12 minutes. As with the verbal reasoning test, it is anticipated that a candidate will be unable to complete all of the questions. However, the speed and accuracy with which a candidate can answer the questions will define their final score. The questions will ask you to use logical reasoning and numerical skill to complete a series, interpret data from tables and graphs, and to solve equations. Example: ?, 7, 10 6, 9, … 8, …, 14
The Revelian Abstract Reasoning Test
A candidate who excels in abstract reasoning will be suitable for a large variety of jobs. It indicates an ability to work with new and complex concepts, and to use logical reasoning to solve problems and to learn quickly. Candidates are required to answer 32 questions in 10 minutes. As with the verbal reasoning and numerical reasoning tests, it is anticipated that candidates will be unable to complete all of the questions. However, your ability to answer as many questions as quickly and accurately as possible will be reflected in your final score. The questions will often be presented as image sequences. You will be asked to identify patterns or the odd ones out. Example:
Other Revelian Tests
In addition to the cognitive ability, verbal reasoning, numerical reasoning and abstract reasoning tests, Revelian has produced the following tests, each of which is covered in greater detail below:
Personality Values inventory (and culture fit) Work preferences profile Work reliability (and integrity) Emotional intelligence Game-based cognitive ability
Revelian Personality Tests
These tests assess candidates’ personal strengths, motivations and workplace behaviours. This allows the employer to identify the best candidates for a role from a behavioural perspective. There are two kinds of Revelian Personality Test:
1. The Behavioural Profile
The behavioural profile test comprises 24 questions which can be answered in 10 minutes (this is the estimated time for completion; the test itself is not timed). For each question, you are presented with four statements and you must select which one sounds most like you and which one sounds least like you. For example, the choices may be:
- ambitious, determined 2. outgoing, welcoming 3. steady, systematic 4. considered, thorough (Source: revelian.com) There are no right or wrong answers; just try to answer the questions honestly. The goal is to give your potential employer a snapshot of your personality, which they will use to predict your future behaviour at work.
2. 16 Personality Factors
The 16 Personality Factors Questionnaire (16PF) comprises 170 multiple-choice questions, which take around 30 minutes to complete. The test is not timed. This is often used as a secondary selection tool for the final, and very best, candidates.
Values Inventory (and Culture Fit)
This test allows employers to assess how closely the candidates’ values align with their own. It can predict various things, such as how long the candidate will remain in the job and their level of productivity. The test comprises 20 questions and takes about 10 minutes to complete. The test is not timed.
Work Preferences Profile
As with the values inventory, the work preferences profile allows employers to assess what candidates value within their jobs and whether the job at hand will provide them with fulfilment. This test can also predict how productive an employee will be and how long they will stay with the employer. The test comprises 84 questions and takes about 15 minutes to complete. The test is not timed.
Work Reliability (and Integrity)
This test provides employers with a scale to assess the reliability of candidates. For example, it can test whether candidates have the right attitude towards corporate theft, or whether they are likely to take sick days even when they are not ill. The test comprises 54 questions and takes around 10 minutes to complete. The test is not timed.
Emotional Intelligence
A person with high emotional intelligence will be able to understand their own emotions and the emotions of others. Such candidates may display leadership qualities and excel at communication, making them more productive. You will be asked situational questions. For example, to identify the emotions shown in a photograph of a hypothetical colleague. The test comprises 141 questions and takes around 40 minutes to complete. The test is not timed.
Game-Based Cognitive Ability Tests
As previously touched upon, this test assesses candidates’ cognitive ability through the use of games. The games are intended to be fun and immersive, leading to accurate data unaffected by the stress or nerves associated with taking a test. The first of these games is Theme Park Hero. You are required to role-play as a theme park manager and are tasked with managing the efficient operation of the park. The test takes 10 minutes and you play several mini-games, such as fixing a roller coaster and planning and building a new ride. The games get more difficult as you progress. The second game is Cognify, which is a series of mini-games designed to test your problem-solving abilities, numerical reasoning and verbal knowledge. For example, the mini-game Numbubbles gives you a number then requires you to pop the bubble containing the correct equation for that number.
Which Australian Companies and Organisations Use the Revelian Tests?
Revelian is one of the biggest psychometric testing companies in Australia. It is therefore likely that students in Australia will be required to take one when applying for graduate jobs. Below are some of the companies and organisations known to use Revelian tests:
The Australian Government New South Wales Government Honeywell John Holland Caltex Bendigo and Adelaide Bank Manpower AMP Moose Toys Absc ComActivity Sunwater Synapse HESTA Deloitte BMW Telstra Medina Hotels Technip PPB Advisory ARUP Toga Hospitality Pepsico
General Tips for Success
Practice. There are countless practice tests you can take online for free. Try searching for ‘Revelian test practice questions’ or ‘Revelian test questions’. Time yourself taking the practice tests. The faster and more accurately you complete them, the better your final score will be. Remember you have about a minute to answer each question. If a question is taking too long, skip it. If you have time, you can come back to it at the end. Familiarise yourself with the types of questions that come up. Learn the format and style of the questions. Identify areas for improvement. If you consistently struggle with the numerical reasoning questions, focus your practice on them. Learn to work through the questions logically. Underline key words in the question to ensure you are not tripped up by the words. Identify patterns or use deduction to find the correct answer. Enter the test with a refreshed mind. Ensure you get at least eight hours sleep the night before taking the test. Eat well and drink plenty of water.
The test measures your ability to perceive emotions, facilitate thought, understand emotions and manage emotions. The psychometric test provides profiles of employees’ personality types, attributes and abilities. Using the tests can eliminate recruiting bias. You could try having someone else sit the test for you, but this is not going to help you in your job if you are hired. More companies now make the tests be taken in person, coupled with other assessments.
