HR Aptitude Test
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The HR aptitude test evaluates a candidate's ability to identify correct solutions to real-world Human Resources challenges and tasks, as well as aptitude for logical, numerical, and verbal reasoning.
It's an ideal test for pre-employment screening of candidates applying for a variety of Human Resources roles, including HR Assistants and HR Generalists. A good candidate for an HR job will be able to display a high level of interpersonal skills, keen problem-solving abilities, and excellent reasoning ability.
This test requires candidates to demonstrate aptitude for various kind of reasoning and answer multiple-choice and fill-in-the-blank questions to demonstrate how they would handle common HR situations.
Sample public questions
Five types of tires were tested in three different driving conditions.
Consider the following table of their test scores:
Tire Type | Driving Condition Test Scores | ||
---|---|---|---|
Dry | Wet | Snow | |
Desert | 10 | 4 | 1 |
Beach | 5 | 8 | 5 |
Mountain | 6 | 9 | 6 |
Swamp | 7 | 10 | 4 |
Jungle | 7 | 5 | 6 |
If a tire type scored 4 or less in any category, it failed the test.
What is the highest average score of the tire types that passed the test?
In the summer, Agathe wore an ill-fitting sun hat and oversized sunglasses to the beach in Greece. Both slipped off when she fell asleep in her swimsuit on the beach at 2 p.m.
What will most likely happen to Agathe?
The company's sick leave policy says:
This company’s sick leave policy applies to all our employees who have been with our company for more than six months. Our employees can take sick leave only when they want to recover from a sudden illness, accident, or injury. They can use up to 10 days of sick leave for these purposes per calendar year.
Upon completion of each 12 month period of employment, employees will receive 3 additional days of sick leave for every completed 12 month period of working for the company. Unspent additional sick leave days cannot be transferred to the next 12 month period. For example, an employee who has worked for the company for 10 years would receive 30 additional days of sick leave, or 40 in total.
Keep in mind that employees who become sick should either use their sick days or work from home to avoid spreading illnesses.
Fill in the blanks, with numbers, for the cases below. Enter the number 0 for cases when an employee doesn't have the right to sick leave, according to the policy.
- Emily, who has worked for us for almost half a year and still hasn't used any sick leave days, has the right to use up to __ sick leave days this year.
- Faith, who just started her 3rd year of working for us and has not taken sick leave until now, had a car accident. She has the right to use up to __ days of sick leave to recover from her injuries.
- Vanessa, who started to work for us a little over a year ago, took 2 days of sick leave last year. She was Faith's passenger in the car accident. Vanessa has the right to use up to __ days of sick leave to recover from her injuries.
- Edith, who began working for us 8 months ago, has the right to use up to __ sick leave days for a volunteer adult care program at a local hospital that lasts the whole day.
- If Gabrielle, who has worked for us for 20 months, and who took a 10-day sick leave immediately after her 6-month trial period had finished, gets ill tomorrow, she will have the right to use up to __ days of sick leave.
As the new HR generalist for a small sales company, you meet with each employee to understand their HR needs. In one meeting, a salesperson complains that even though she has the highest yearly sales, her manager doesn’t trust her. She says that she's frustrated because he double-checks everything she does.
Later you meet with her manager who has excellent performance ratings. He complains that she only does well because he double-checks all of her work to catch mistakes. After your HR meetings are done, your boss asks you to summarize your findings and suggestions.
What is an appropriate solution for you to suggest to resolve the issue between the salesperson and her manager?
From 85 applications received through an online, open-ended, job posting, the hiring team has interviewed the only 5 applicants who met the minimum job qualifications. The hiring team decided that 3 of them lacked the skills necessary for the job, but selected the other 2 for reference checks.
Since you handle recruitment and hiring as an HR Assistant, what steps should you take next in your applicant tracking system?
After your London company’s job posting for an onsite HR assistant closes, there are 230 resumes in the application tracking system (ATS). Your boss, the HR manager, emails you about how she wants the list shortened and sorted.
Hi: Please filter the applicant list for this position in our ATS for our HR benefits manager who is hiring for the position and wants to see applicants that the ATS scored over 80% and who live in the city. Then, sort the list in descending order by score percentage. Oh, and you’ll need to send a PDF to the other members of the hiring committee because they don’t have ATS access. Since it’s your first time, flag me and schedule a review. Just tell the ATS not to submit and the system will hold everything. Thanks!
From each dropdown below, select the option that will filter, sort, and perform the actions required by your HR manager.
Filter | Arrange | Action |
---|---|---|
Division _____ |
Sort _____ |
Schedule _____ |
Job Post _____ |
Flag _____ |
|
Residence _____ |
Save As _____ |
|
Score >_____% |
Submit? _____ |
In which year did the company make the largest profit per employee?
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72 more premium HR Aptitude questions
Tax, Uber, Life Expectancy, Middle Ages Warlords, Profit Margin, Vacation Days, Renewable Energy, Flower Exports, Red Black Chart, Profits, Riviera Hotels, Football Stadium Renovation, Digital Ads, Money, Holidays, Revenue Growth, Core Features, Potential Harassment, Job Ad Posting, Sharing Information, Time Entry, Engagement Surveys, Business Reports, Traffic Tickets, Fossil Dig, Bikers, Apprenticeship, Lucky Roller, Plaster, Thief, Workplace, Alarm System, Condominium, Customer Parking, Math Courses, Working Week, Blue-collar Workers, Candidate Answers, Road Trip, Kindergarten, Penny Flipping, Elementary School, World Championship, Fruit Juice Processing, Busy Intersection, All-Stars, Masked Burglar, Race Track, Pages, Starfish, Laptop Setup, Employees to Digits, Break, Clock Angles, Outdoor Tub, Drawing the Next Card, Cooking Oil, Plans, Free Calls, Broken Clock, Gas Price, Gas Price Change, Traffic Counter, Ears, Digits to Employees, Revenue No Growth, Pages Turned, Olive Oil Press, Discount, Clock Hands, Gear Wheels, Game Rules.
Skills and topics tested
- Verbal Reasoning
- Most Effective Summary
- Newspaper Excerpts
- Inductive Reasoning
- Critical Thinking
- Numerical Reasoning
- Chart Lookup
- Deductive Reasoning
- Understanding Rules
- True Statement
- Logical Reasoning
- Correlation and Causation
- Percentages
- HR Software
- Applicant Tracking System
- HRIS Features
- Time and Attendance
- Employee Relations
- Confidentiality
- Employee Complaints
- Hostile Workplace
- Hiring and Recruitment
- Job Advertisement
- Social Media
- Applicant Funnel
- Basic Math
- Data Entry
- Employee Engagement
- Employee Retention
- Employee Surveys
- Attribute Substitution
- Fallacy of the Undistributed Middle
- Illicit Major
- Work Rate
- Gambler's Fallacy
- Probability
- Exponential Growth Bias
- Argument from Fallacy
- Affirming the Consequent
- Fallacy of Composition
- Existential Fallacy
- Modal Fallacy
- Fallacy of Exclusive Premises
- Double Counting
- Fallacy of Division
- Set Theory
- Affirming a Disjunct
- Conjunction Fallacy
- Masked-Man Fallacy
- Mechanics
- Fractions
- Linear Equations
- Divide and Conquer
- Table Lookup
- Working with Time
- Geometry
- Dependent Events
- Arithmetic
- Circular Reasoning
For job roles
- HR Assistant
- HR Generalist
- HR Manager
- HR Specialist
- Recruiter
Sample candidate report
What others say
Simple, straight-forward technical testing
TestDome is simple, provides a reasonable (though not extensive) battery of tests to choose from, and doesn't take the candidate an inordinate amount of time. It also simulates working pressure with the time limits.
Jan Opperman, Grindrod Bank
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