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Our Army practice tests and also our free Navy practice aptitude tests.

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How to pass Psychometric Tests  ~  Our Army Practice  ~  Our Navy Aptitude Test  ~  Free practice situational judgement test.

Officer verbal reasoning test design

The Army Officer verbal reasoning tests format:

  • Similar formats to those off-the-shelf tests with good psychometric properties.
  • Same format as the MAPP tests at AOSB meaning there is item invariance between the verbal Officer Cognitive Screener tests and MAPP.

The format:

  • Accessible to a wide range of ability levels and age ranges
  • Simulates ‘officer/management level’ decision-making.
  • The response options (true, false, cannot tell) assess the ability to comprehend the written information and then determine whether further statements logically follow from this information or not (true or false options) or whether there is insufficient information in the passage to determine whether a statement follows or not (cannot tell).

Numerical reasoning test rationale

The Army Officer numerical reasoning tests format:

  • Firstly, is the same as the MAPP tests at AOSB. So, there is item invariance between the numerical Officer Cognitive Screener tests and MAPP.
  • Secondly, is accessible to a wide range of ability levels and age ranges.
  • Thirdly, simulates ‘officer/management level’ numerical requirements.
  • Questions require the application of basic mathematical concepts to answer them and ‘problem-solving’ rather than computational ability, so ensuring validity with the kinds of numerical tasks officers need to perform.

Army test practice

In 2013/14 , Rob Williams Assessment designed the following Army tests.

Soldier Practice Test Design

First of all, a situational judgement test. Second,  a realistic job preview for Army soldiers, by keeping the most effective questions based on the trial results analysis. So, to summarise, two tests were created. An Army soldier numeracy skills. Plus, a Soldier literacy skills test. We recommend our Passing Verbal Reasoning Tests book. It contains several Armed Services tests. Firstly, Army practice literacy tests; secondly, Navy practice literacy tests; and thirdly, RAF practice verbal reasoning tests.

Army Officer Graduate Entrance – Key Points

  • Many graduates join the Army as trainee officers.
  • Entry in the army requires interested candidates to undertake the army test practice.
  • A full range of psychometric tests are used to assess intelligence, personality, and aptitude skill levels.

The different Army Officer jobs

  • Applicants for an Army Officer role complete several additional stages. These include pre-training medical, eye and fitness tests.
  • There’s a vast range of Army Officer jobs, including:
    • HR.
    • Logistics.
    • Engineering.
    • Education.
    • Medicine.
    • Communication troop officers coordinate with soldiers on the battlefield; they are responsible for communication using equipment like satellite systems.
    • Aviation support officers are responsible for managing soldiers who maintain and refuel helicopters for various tasks.
    • Medical support officers direct and lead medical teams that frontline casualties rely on for treatment.
    • Design engineer team officers in the army need to have an accredited engineering degree to reach chartered status.

Army Officer jobs 

  • The position of learning development officer provides an individual with the opportunity to gain PGCE (teaching) and TEFL qualifications.

Army Officer selection day

It is like an assessment centre. Not really a place; rather it is a lengthy process for selecting
people for jobs.

• Army Officer assessment on a number of dimensions – for example, leadership ability,
team working, decision making.
• A range of Army Officer assessment techniques – for example, interviews, psychometric
tests, individual and group exercises.
• A number of high ranking Army Officer assessors to make the selection process is as fair as possible. The decision to hire is made by consensus.
• Several Army Officer candidates being observed together. This makes the selection
process more meaningful. Since you can be assessed both individually and as part of
a team.

Army Practice Test. Soldier with gun over his shoulder in field

Army Officer Aptitude Tests Intro

  • These assess your numerical, verbal and diagrammatic or spatial reasoning skills.
  • Since these Army Oficer Aptitude tests are presented to you as part of an assessment centre, it is unlikely to be on a pass/fail basis.
  • Each test is presented under exam conditions with a strict time limit.

Army Officer jobs

Army Aptitude Test Design

Rob Williams Assessment has worked extensively with the British Army. We developed numerical reasoning test designs for trainee soldiers. Also, for trainee Officers in the Army. This large project involved:

  • Designing over 20 SJTs.
  • 2 realistic job previews.
  • 2 ability tests (numerical reasoning, verbal reasoning and abstract reasoning).
  • Personality questionnaires and
  • Career guidance tests.

The three primary abilities are key to Army training:

  • Firstly, Numerical ability.
  • Secondly, Verbal ability.
  • Thirdly, Spatial ability.

Army Officer jobs

Army SJTs

To provide potential candidates with realistic (face valid) situations they are likely to encounter, and feedback on their responses. Such highly informative feedback aims to improve candidates’ understanding of the demands of Army life.

Thus, better able to make informed judgements about their own suitability. As such, the SJTs are an important early selection filter, both for a candidate’s self-selection and as part of the advice given by Recruiting Officers.

More specifically, the “formative” aims of the SJTs from a candidate’s perspective are to:

  • firstly, identify likely suitability for undergoing and successfully completing Army training; and
  • Secondly, to broaden their understanding of the different demands of Army training (and future Army life).

Army situational judgement item writing design

From the start of the item-writing project phase, We emphasised the following points to its item writing teams:

  • A training focus and the assessment of behaviours related to early stages of a person’s Army career; i.e. so-called ‘stick and fit’, or how likely a potential candidate is to successfully complete their training and how well they are likely to adapt to the very early stages of their Army career.
  • In comparison with the optional ALP, the SJT is less transparent, reflecting its higher stakes design application, although the test results may be considered in conjunction when recruiting decisions are made.

Through feedback to both potential applicants and Recruiting Officers, SJTs will provide valuable information that will help Capita manage the risk associated primarily with training, but also with the very early stages of a person’s Army career. the purposes of the SJTs for Westbury’s recruiters are to improve Sandhurst’s training outcomes and the Army’s overall training selection efficiency. Specifically to:

Army Situational Judgement Test Design

Given the SJT’s military context, the test design’s aims were to:

After consideration of the target audience, it was decided   that, Officer candidates would use a response format utilising ‘best’ and ‘worst’ response options. From the four options presented, candidates would be asked to indicate which option is the ‘best’ and which option is the ‘worst’ in relation to the scenario.

A significant advantage of this approach is that it offers a greater potential range of scores to be obtained from the same number of items than if only the ‘right’ or ‘best’ answer were used (Hauenstein et al, 2010). An increased range of scores will aid the statistical analysis of items during the development stage of the SJTs and the eventual reliability of the assessment, as this is linked to the spread of scores obtained from a test.

The use of an ‘effectiveness scale’ was also debated, as this has been shown to    positively affect validity (Scott and Creighton, 2006). With this approach, each response option is individually rated in terms of its potential effectiveness for      successfully addressing the situation.

Army Situational Judgement Test Validity

SJTs have higher validity if respondents are asked what they ‘would do’ as opposed to what they ‘should do’ (Ployhart and Ehrhart, 2003). ‘Would do’ prompts were therefore used because they are more likely      to elicit responses that reflect respondents’ behavioural preferences, rather than their rating of what they consider would be the most appropriate thing to do (regardless of whether they would do this, or act otherwise).

Varying schools of thought exist with regard to response format. Whilst some authors argue that having ‘right’ as well as ‘wrong’ responses can make SJTs too obvious (Hauenstein et al, 2010), only scoring right options truncates the information available for scoring. Thus, we took the a priori decision to score both right and wrong options.

Army Situational Judgement Design

Our situational judgement design requirements were as follows:

Before you begin, remember:

  • The answer options for each situation are all different, so read them through carefully.
  • For each question, to indicate which action you consider would be best and worst.
  • To be honest about what you think you would do in each situation.
  • That you don’t need any Army experience to answer the questions, and:
  • The SJT is not timed, but most people take about 30 minutes to complete it.

More Numeracy Tests

Grammar School Entry / 11+ Maths practice / 11 Plus Maths Tips  / 11 Plus Non verbal reasoning tips / 11+ Exams Practice

Even more practice tests

For more Ten-minute practice tests, have a look at our Ten Minute Quizzes.

Additional assessment practice

Army psychometric test practice