Graduate assessment designs

Our consultancy work focuses on graduate assessment designs and psychometric test designs.

Bespoke graduate assessment designs

Customised psychometric test design is our speciality.

We believe in the benefits of practice and ensuring fairness in testing. We therefore offer some practice aptitude tests and some practice psychometric tests. The intention is to promote as ‘level a playing-field’ as possible.

Bespoke aptitude test design

Our Personality test designs

Bespoke digital assessment designs

Our situational judgement test designs

Aptitude test design – Employability

All of our psychometric test practice resources are free. So, we hope you enjoy using them!   In our opinion, there is plenty of the right type of aptitude test practice, aptitude test tips and test-taking strategies.

We certainly hope you get maximum value from our free psychometric test practice resources!  Psychometric test practice works best when it’s specific to the test type and the level of difficulty of the psychometric test you will be taking.

Aptitude test practice

All of our psychometric test practice resources are free. So, we hope you enjoy using them!

In our opinion, there is plenty of the right type of aptitude test practice, aptitude test tips and test-taking strategies.

We certainly hope you get maximum value from our free psychometric test practice resources!  Psychometric test practice works best when it’s specific to the test type and the level of difficulty of the psychometric test you will be taking.

The best psychometric test practice 

– Aptitude test tips and aptitude test practice

– Numerical reasoning test practice

– Verbal reasoning test practice

– Situational judgement test practice

– Passing situational judgment tests

– Situational judgment test tips

– Verbal reasoning test practice and Verbal reasoning test tips

– SHL test practice

– Cubiks test practice

– UKCAT test practice

Graduate Assessment designs for aptitude

Our first point is that a well-designed selection procedure focuses on predicting a graduate’s competency within a particular work context.

Secondly, that psychometric assessments only form one part of the selection procedure.

Our third point is that personality assessments can give an indication of how well an individual applicant will fit into the existing workplace or team.

Finally, psychometric assessments can assess which applicants are most suited to the demands of the vacant job in terms of both ability and personality factors.

Aptitude test design projects

Ability tests for graduates, including problem-solving aptitude tests and abstract reasoning tests.

UKCAT test practice questions for several clients. Each project encompas

  • Verbal reasoning practice tests;
  • Numerical reasoning practice tests,
  • Abstract reasoning practice tests and
  • Decision-making practice aptitude tests.

Firstly, verbal analogies test.
Secondly, ability tests at basic, graduate and at senior managerial levels.
Thirdly, numeracy tests.
Fourthly, practice critical reasoning ability tests (for the LNAT);

And critical reasoning tests.

Next, literacy tests.

Finally, sorting tests, checking tests and other administrative level tests.

Assessment Design / Psychometric Test Design

Our Assessments – Extra Info

Aptitude test design example

Firstly, it’s fundamental to the use of any psychometric test is that users are aware of a test’s effectiveness and its known limitations.  This information is calculable through knowledge of a measure’s reliability and validity. 

Secondly, importance is attached to test results and decisions are made using test data.  Thirdly, you must be sure that the tests you are using have sound credentials and have been properly developed.

‘Bespoke’ Verbal Reasoning Test Design

Specific design criteria were applied.  Sufficient administration time was made available for a test taker to exhibit the appropriate reasoning ability. 

Other design criteria related to the target population groups. For example, this form of verbal reasoning test does not require the candidate to have any technical knowledge of grammar. Or to be able to spot minor errors in the spelling of unfamiliar words.

Practical examples are proved at the start of each test. Thus, test takers can familiarise themselves with the test format.


Many jobs involve working with verbal information and verbal comprehension forms a core component of almost all senior managerial roles.  The ‘Bespoke’ Verbal Reasoning Test measures the verbal reasoning skills that are fundamental to effective communication in such roles. 

In many organisations, verbal reasoning skills are key to the effective dissemination of business information across the workforce.

‘Bespoke’ Verbal Reasoning Test assesses how well an individual’s verbal reasoning skills can operate at a high-level.  In our opinion, primarily understanding written communication. Although, ‘Bespoke’ Verbal Reasoning Test also encompasses the ability to understand complex discussions.

Plus, other oral interactions.  Any jobs that involve writing. For example, in our opinion, instructions, telephone message or anything else, will require some basic spelling and grammatical skills. 

Verbal reasoning is central to many roles. Thus the ‘Bespoke’ Verbal Reasoning Test is appropriate for a very wide range of senior job roles and tasks.


Many graduate and senior managerial roles require quickly extracting relevant information from written documents. And to make a judgement based on this information.  Thus ‘Bespoke’ Verbal Reasoning Test measures the ability to read. And to interpret a detailed block of text under strictly timed conditions.

The verbal information in the test appears in the form of passages of text. Each is followed by a series of 4 multiple-choice questions.  Each question requires relevant pieces of information to be extracted from the passage.And a specific judgement to be made on the basis of that information. 


After reading a passage the test taker has to read a series of statements referring back to information contained within the passage.  The test taker has to identify whether the statement is true. Or false. Or whether it is not possible to tell. Then to decide which is the appropriate multiple-choice answer to fill in. 

Each answer must be based solely on the information presented in the passage – ignoring any background knowledge that the test taker may possess.  The questions must also be answered without any interference from the test taker’s own beliefs about the subject matter. 

This reflects work conditions where there is a need to make objective decisions based solely on the information available at that moment in time.

Number of Items:          48

Test Time:         25 minutes

Time needed for Administration (including Test Time):     35 minutes


For each statement, fill in either T, F or CS on the answer sheet.

These corresponds to your decision as to whether the statement is True. False. Or whether it is not possible to tell.

T: True                    

F: False                   

CS: Cannot Say      

Aptitude Test Development

Developing a valid and reliable test requires best practice to be followed at each stage. Our three specific requirements are listed below.

  1. Reliable and valid indicators of verbal reasoning ability.
  2. Relatively easy administration process. 
  3. Set in a generic work context.

Aptitude test validity

Rob Williams Assessment Ltd have considerable experience in assessing test reliability test validity. This is a one of the key final stages in any psychometric test design. Most recently we have been asked to validate situational judgement tests. In addition to test the SJT reliability and to advise on suitable cut-off scores which minimise any adverse impact (due to gender, age, ethnic group and disability).

Many of the UK’s and US’s leading test publishers have used Rob Williams Assessment’s to assist with ensuring the psychometric properties of their trial psychometric tests. We consult on how to improve any test’s psychometric properties, particularly the test’s internal reliability and construct validity.

There are many other types of psychometric test validation evidence, and one-off studies investigating a psychometric test’s criterion validity are common.

Assessments’ Vital Role

Many companies today are turning to testing and assessment tools to help them address these challenges and make more substantive and data-driven hiring decisions. Assessments are a great way to level the playing field and evaluate many candidates for the same skill sets in an objective fashion, using real-life technical scenarios that mirror the work they will be performing on the job. Automated assessment tools in particular can scale to make better use of your time and resources. Several key recruitment benefits are listed below.


Providing unbiased assessments is a great way to distinguish yourself to candidates in a crowded hiring environment. Candidates will see that you really care about hiring the most qualified tech workers in a manner that is unbiased and uncovers their true value.

Recrtuiment Costs / Recruitment Funnel Scale

Automated testing helps you scale your recruiting efforts, evaluating many candidates simultaneously to save engineering hours, and ultimately the cost of those used hours, time and costs, which is particularly important for larger tech organizations.

Hiring, training and replacing a bad hire can cost almost 5x their annual salary. Making the right choice the first time around is vital to growing your business and keeping costs low.

Removing bias

Assessment tools give you a structured mechanism to remove bias from the evaluation and interview process. It’s completely objective, surfacing skill sets needed to succeed on the job without basing a decision on your intuition or gut feel. And it mitigates the disadvantage a candidate whose first language is not English may have in a traditional format.

Focusing on skills, not experience

Experience listed in a profile isn’t necessarily the most important indicator of true skills and expertise.

Assessments help you find candidates that may not have a lot of experience in a certain field. Bbut nonetheless have the skills you’re looking for.

Testing real work scenarios

In the past, skills evaluations tended to be more broad-based and didn’t reflect the real rigors of each position. It’s best to give a candidate the chance to showcase their expertise with a specific coding task or other process in real time and show they can meet your exact needs on the fly, without outside help.
Building a consistent process
Assessment tools help you standardize your ongoing evaluation process. You’ll get an objective look at how candidates perform in the testing phase and can then compare it to their success on the job. A post-mortem can reveal how a good (or bad) hire performed in the assessment and help you to duplicate (or avoid) that performance in the future.

Identifying better fits

A Google study also found that a work sample test is the best predictor of on-the-job performance, and candidates that go through pre-employment screening are 24 percent more likely to exceed performance goals.

Our Practice assessment books 

Passing Verbal Reasoning Tests.


Numerical reasoning Tests.

Passing Numerical Reasoning Tests gif

Our Assessment Toolkit

Strengths Assessment ~ Disability Assessment ~ Leadership Assessment ~ Situational Strengths ~  Intelligence Strengths Test ~ Skills test design / Psychometric ~ Assessment standards ~ Competency Design ~ Realistic Job Preview Design.