Name: OPQ Team Types & Leadership Styles Profile
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Belbin team-role preference (e.g., Coordinator, Plant, Shaper, Teamworker, Monitor Evaluator, Implementer, Resource Investigator, Completer Finisher, Specialist), Transformational vs transactional leadership orientation (Bass), Preferred reporting / followership style as a direct report, Team-role adaptability and situational flexibility, Interpersonal collaboration and conflict-handling style, Influence and motivation approach toward colleagues, Leadership potential and development needs
Primary domain: behavioral
Use cases: Assigning candidates to complementary team roles during hiring or team design (e.g., identify who will be Coordinator vs. Implementer) | Assessing leadership potential and preferred leadership style to inform promotions or leadership-development plans | Evaluating how a candidate is likely to behave as a direct report to anticipate manager-report fit and coaching needs
Description: This OPQ (Occupational Personality Questionnaire) report is based on Belbin's team types and Bass's leadership and reporting styles.  Belbins team types: individual preferred role when working in ateam.  Bass's leadership and reporting styles: individuals preferred leadership styles and likely style of behaviour as a direct report.


Name: OPQ Team Types and Leadership Styles Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Belbin team roles (Plant, Resource Investigator, Co-ordinator, Shaper, Monitor Evaluator, Teamworker, Implementer, Completer-Finisher, Specialist), Bass leadership styles (Transformational, Transactional/Contingent Reward, Management-by-Exception, Laissez-faire), Preferred leadership behaviors (vision, motivation, reward, corrective action, hands-off tendency), Likely behavior as a direct report (followership style, compliance, initiative, responsiveness to supervision), Team collaboration tendencies (cooperation, supportiveness, conflict handling), Task vs people orientation (task focus versus relationship focus), Problem-solving and decision-making style in team contexts (idea generation, evaluative analysis, implementation focus)
Primary domain: leadership
Use cases: Selecting candidates for team-based roles to assemble complementary Belbin roles (e.g., adding Implementer or Monitor Evaluator to a project team). | Assessing managerial potential and fit by identifying predominant Bass leadership style (e.g., transformational leader vs transactional manager). | Evaluating how a candidate will behave as a direct report to determine supervision level, coaching needs, and upward-fit with existing managers.
Description: This OPQ (Occupational Personality Questionnaire) report is based on Belbin's team types and Bass's leadership and reporting styles.  Belbins team types: individual preferred role when working in ateam.  Bass's leadership and reporting styles: individuals preferred leadership styles and likely style of behaviour as a direct report.


Name: OPQ UCF Development Action Planner Report 1.0
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Assertiveness & influence, Teamwork & collaboration, Leadership potential & motivation, Stress tolerance & resilience, Decision-making style, Planning & organisation, Attention to detail & dependability, Openness to change & adaptability
Primary domain: behavioral
Use cases: Design individualized onboarding and development plans by identifying an employee's interpersonal strengths and areas for improvement | Target coaching or training (e.g., assertiveness, resilience, planning) for employees moving into client-facing or high-pressure roles | Assess readiness for promotion or leadership development programs by evaluating leadership potential and decision-making style
Description: This OPQ (Occupational Personality Questionnaire) report provides clear and relevant information about an individual's strengths and areas for development, for use in staff development and on-boarding situations. Please note this report is currently being updated on Talent Central as part of a reporting refresh project, and there may be visual differences when comparing Talent Central reports to ones generated on other assessment platforms. Differences are regarding the layout and display of the reports only and do not affect the underlying scoring. When viewing sample reports, please ensure you select the appropriate language and platform example. Where a sample report has no platform indicated, it is available on both the Talent Central and SODA platforms.


Name: OPQ UCF Development Action Planner Report 2.0
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, Manager, Graduate, General Population, Professional Individual Contributor, Supervisor, Mid-Professional
Key concepts: Sociability and networking, Influence and persuasiveness, Teamwork and cooperation, Emotional resilience and stress tolerance, Decision-making and analytical thinking style, Adaptability to change and flexibility, Conscientiousness and attention to detail, Achievement orientation and motivation
Primary domain: behavioral
Use cases: Design individualized onboarding and early-career development plans by identifying a new hire's interpersonal and self-management strengths and gaps | Prioritise coaching and training topics (e.g., resilience, influencing, analytical approach) for employees flagged for development | Inform team allocation and role-fit decisions by comparing candidates' social style, teamwork orientation, and detail/drive tendencies
Description: This OPQ (Occupational Personality Questionnaire) report provides clear and relevant information about an individual's strengths and areas for development, for use in staff development and on-boarding situations.


Name: OPQ Universal Competency Report 1.0
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Director, Executive, Front Line Manager, General Population, Supervisor, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Trait-to-competency mapping, Graphical competency scoring, Typical behavioral style, Interpersonal style, Decision-making style, Stress tolerance and resilience, Adaptability and flexibility, Motivational drivers and preferences, Work pace and productivity preference
Primary domain: behavioral
Use cases: Screening candidates to see whether their personality-derived strengths and risks support the specific competencies required by a role. | Identifying individual development needs and leadership potential by mapping personality traits to competency gaps for targeted coaching. | Assessing team fit or succession planning by comparing interpersonal style, stress tolerance and adaptability against team/role demands.
Description: This OPQ (Occupational Personality Questionnaire) report is based on the Universal Competency framework.  It graphically outlines how an individual's typical way of behaving is likely to impact on competencies.  It provides a graphical scale for each competency and summarises aspects of personality which contribute (positively or negatively) to each competency. Please note this report is currently being updated on Talent Central as part of a reporting refresh project, and there may be visual differences when comparing Talent Central reports to ones generated on other assessment platforms. Differences are regarding the layout and display of the reports only and do not affect the underlying scoring. When viewing sample reports, please ensure you select the appropriate language and platform example. Where a sample report has no platform indicated, it is available on both the Talent Central and SODA platforms.


Name: OPQ Universal Competency Report 2.0
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor, Director, Executive, Front Line Manager, General Population
Key concepts: Work-related personality traits, Interpersonal style, Decision-making style, Stress tolerance and resilience, Competency score profiles, Trait-to-competency mapping, Strengths and development areas, Graphical competency scales
Primary domain: behavioral
Use cases: Screen candidates for alignment to a role's competency framework during selection | Inform individual development plans and coaching by identifying personality-driven development needs | Shortlist or compare applicants by plotting their competency profiles against job requirements
Description: This OPQ (Occupational Personality Questionnaire) report is based on the Universal Competency framework.  It graphically outlines how an individual's typical way of behaving is likely to impact on competencies.  It provides a graphical scale for each competency and summarises aspects of personality which contribute (positively or negatively) to each competency.


Name: OPQ User and Managers Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Interpersonal style (sociability & teamwork), Assertiveness and influencing, Leadership and decision‑making style, Planning and organisation, Attention to detail / conscientiousness, Adaptability to change / flexibility, Stress tolerance / emotional resilience, Work motivation and achievement orientation
Primary domain: behavioral
Use cases: Screening candidates for people‑facing or leadership roles to identify likely on‑the‑job behaviour and development needs | Providing line managers with structured, behaviour‑focused feedback to support coaching, performance conversations, and onboarding | Selecting employees for roles requiring high reliability and organisation (e.g., detail‑oriented or process‑driven positions)
Description: This OPQ (Occupational Personality Questionnaire) report consists of two reports. The User Report includes a Profile Chart and narrative text, focusing on an individuals likely way of behaving at work.  The Manager's Report describes the individual's personal style in narrative text that can be given directly to a line manager.
These reports can be used as an interpretation aid when giving feedback, writing reports, or interpreting OPQ information.


Name: OPQ User Report
Test type: Personality & Behavior, Simulations
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Interpersonal style, Decision-making style, Stress response, Motivational drivers, Leadership tendencies, Team orientation, Task focus and attention to detail, Adaptability to change, Communication style
Primary domain: behavioral
Use cases: Assess candidate fit for a specific role by comparing an individual's work behavior profile to job requirements. | Provide structured feedback and coaching by highlighting likely workplace behaviors and development areas. | Inform team composition and succession planning by identifying how an individual will interact with colleagues and lead or follow in group settings.
Description: This OPQ (Occupational Personality Questionnaire) report includes a Profile Chart and narrative text, focusing on an individuals likely way of behaving at work.  It can be used as an interpretation aid when giving feedback, writing reports, or interpreting OPQ information.


Name: Oracle DBA (Advanced Level) (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Oracle Database architecture, Oracle backup and recovery, MySQL administration, Database network configuration, Data warehouse design and management
Primary domain: technical
Use cases: Screen candidates for an advanced Oracle DBA role responsible for architecture and backup/recovery of production databases | Validate hiring claims that a candidate can administer both Oracle and MySQL environments | Assess DBAs who will configure database networking and manage data warehouse systems
Description: Multi-choice test that measures the knowledge of Oracle DB architecture, backup and recovery, MySQL administration and advanced topics such as network configuration and data warehouse management.


Name: Oracle DBA (Entry Level) (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Oracle instance architecture (SGA, PGA, background processes), Oracle storage structures (tablespaces, datafiles, control files, redo logs), Oracle backup and recovery (RMAN, archivelog mode, point-in-time recovery), Oracle data dictionary and metadata management, Transaction management and concurrency control (undo, redo, isolation levels), Schema design and indexing (constraints, normalization, partitioning), MySQL administration (installation/configuration, user privileges, replication, backups)
Primary domain: technical
Use cases: Screen entry-level DBA candidates for foundational Oracle architecture and backup/recovery knowledge | Select junior DBAs who will manage daily backups, recovery procedures, and basic MySQL administration | Validate effectiveness of onboarding/training for new DBAs on core Oracle data management concepts
Description: Multi-choice test that measures the knowledge of Oracle database architecture, data management, backup and recovery, and MySQL administration.


Name: Oracle PL/SQL (New)
Test type: Knowledge & Skills
Duration: 11 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: SQL query construction (SELECT, WHERE, JOINs, subqueries), Aggregation and GROUP BY / HAVING, Analytic/window functions, Transactions, isolation levels and locking, PL/SQL stored program units (procedures, functions, packages), Triggers and trigger behavior, Cursor usage (explicit, implicit, REF CURSOR), PL/SQL data structures and performance features (collections, records, %TYPE/%ROWTYPE, BULK COLLECT/FORALL), Exception handling and error propagation in PL/SQL
Primary domain: technical
Use cases: Screen candidates for an Oracle PL/SQL developer role who must write and maintain stored procedures, packages and triggers | Validate a database developer's ability to write efficient SQL and handle transactions, locking and bulk PL/SQL operations | Pre-interview screening to confirm practical knowledge of PL/SQL error handling, cursors and Oracle-specific language features
Description: Multi-choice test that measures the knowledge of SQL queries, relational database concepts and specific Oracle PL/SQL features.


Name: Oracle WebLogic Server (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: WebLogic Server installation and domain creation, Domain topology: managed servers, clusters and nodes, Node Manager configuration and server lifecycle management, Administration Console and WebLogic Scripting Tool (WLST) usage, Log management: server logs, rotation and diagnostic logging, Security realms: authentication, authorization, SSL and keystores, Application deployment and targeting (EAR/WAR, staging modes), config.xml and persistent configuration management
Primary domain: technical
Use cases: Screen candidates for a middleware administrator role responsible for installing, configuring and managing Oracle WebLogic domains and servers | Evaluate applicants' ability to secure a WebLogic environment (realms, SSL, keystores, role policies) before production rollout | Select engineers who can deploy applications and troubleshoot Node Manager and logging issues in a clustered WebLogic infrastructure
Description: Multi-choice test that measures the knowledge of the concepts of WebLogic such as server installation, administration, node, logs manager, security and deployment.


Name: Organic Chemistry (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Functional group identification, IUPAC nomenclature, Structure and bonding (hybridization, aromaticity), Resonance and electron delocalization, Acid–base concepts and pKa relationships, Reaction mechanisms (SN1, SN2, E1, E2, electrophilic/nucleophilic pathways), Reaction types and reactivity trends (addition, substitution, elimination, oxidation/reduction), Stereochemistry (chirality, enantiomers, R/S, E/Z)
Primary domain: technical
Use cases: Screening candidates for laboratory roles that require foundational organic chemistry knowledge (e.g., lab technician, synthesis assistant). | Verifying coursework-level organic chemistry competency for recent graduates or internship applicants. | Assessing knowledge gaps to place candidates into appropriate training or remedial instruction before technical onboarding.
Description: Multi-choice test that measures the knowledge of the basic concepts in organic chemistry.


Name: Paint Technology (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Professional Individual Contributor, Graduate, Mid-Professional
Key concepts: Binders/resins (polymeric film formers), Pigments and extenders (colorants, opacity), Solvents and diluents (volatility, solvency), Additives and functional roles (wetting, dispersing, defoaming, rheology control), Coating formulation and manufacturing processes (dispersion, milling, mixing), Surface preparation and pretreatment techniques (cleaning, blasting, priming), Application methods (spray, roller, brush, electrostatic, dip coating), Curing and drying mechanisms (solvent evaporation, oxidative curing, crosslinking, UV curing), Coating performance testing and quality control (viscosity, adhesion, gloss, hardness)
Primary domain: technical
Use cases: Screen candidates for formulation chemist or R&D roles in paints and coatings development | Assess competency of production/plant operators and technicians responsible for coating manufacture | Validate knowledge of surface preparation and application for QA, specification, or field coating roles
Description: Multi-choice test that measures the knowledge of paint raw materials and precursors, manufacture of different types of coatings, surface treatment and coating applications.


Name: Pediatrics (New)
Test type: Knowledge & Skills
Duration: 5 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Common pediatric diseases (infectious and non-infectious), Pediatric clinical presentation and symptom recognition, Pediatric pharmacology and medication selection, Age- and weight-based dosing calculations, Vaccination/immunization schedules and indications, Pediatric medication safety and contraindications
Primary domain: technical
Use cases: Pre-employment screening of pediatric nurses or general practitioners for baseline knowledge of common childhood illnesses and treatments | Assessing pharmacists or clinical staff for competence in pediatric dosing, drug selection and safety considerations | Evaluating candidates for community health or clinic roles responsible for childhood immunization and acute pediatric triage
Description: Multi-choice test that measures the basic knowledge of pediatric diseases, their symptoms and the medicines administered to cure or prevent them.


Name: Pega Development (New)
Test type: Knowledge & Skills
Duration: 17 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Pega Platform architecture, Case lifecycle design and case management, Pega UI development (sections, harnesses, layouts, controls), Rule resolution, rulesets and rule versioning, Operator profiles, access control and security, Integrations: connectors, services and data pages (REST, SOAP, JMS), Declarative processing and data pages, Performance tuning and troubleshooting (caching, SQL, system settings), Application/framework design and reuse (rulesets, shared frameworks)
Primary domain: technical
Use cases: Screen candidates for a Pega developer role who must build and maintain case-based applications and UI components | Assess applicants responsible for integrating Pega with external systems (REST/SOAP/JMS) and configuring data pages | Evaluate developers tasked with managing rulesets, operator access, application frameworks and resolving performance issues
Description: Multi-choice test that measures the knowledge of Pega architecture, user interface, rule and user management, case management, integration with external systems, frameworks, applications and performance.


Name: Perl (New)
Test type: Knowledge & Skills
Duration: 9 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Perl syntax and control structures (loops, conditionals), Regular expressions and pattern matching (Perl regex), File I/O and text processing (read/write, line processing), Arrays and hashes (Perl data structures), References and dereferencing (scalar/array/hash refs), Subroutines, packages and modules (including CPAN usage), Context and scalar vs list behavior, Web/CGI scripting and basic HTTP handling (mod_perl, CGI)
Primary domain: technical
Use cases: Screen candidates for a Perl developer role requiring text-processing and web scripting | Assess a sysadmin's ability to write and maintain automation scripts in Perl | Validate familiarity with legacy Perl/CGI or CPAN-based codebases before hiring for maintenance
Description: Multi-choice test that measures the knowledge of Perl scripting used for text manipulation, web development, system administration, etc.


Name: Petrochemical Engineering (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Multiphase fluid flow and pipe hydraulics, Heat transfer principles and heat exchanger behavior, Thermodynamics and phase equilibria, Mass transfer and separation processes (distillation, absorption), Material and energy balance calculations, Petroleum composition and properties (fractions, API gravity, sulfur content), Petrochemical process unit operations (reactors, separators, furnaces), Process calculations and unit conversions
Primary domain: technical
Use cases: Screen candidates for process engineer roles in refineries or petrochemical plants to verify grounding in fluid, thermal, and separation principles | Assess operators/shift engineers for readiness to run and troubleshoot petroleum processing units (distillation, heat exchangers, separators) | Identify training needs for engineers moving into petroleum processing or petrochemical design roles
Description: Multi-choice test that measures the knowledge of fluid and thermal principles of petrochemical engineering, chemical processes, petroleum composition and processing.


Name: Petroleum Engineering (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Reservoir engineering (material balance, drive mechanisms, PVT), Drilling engineering and well planning (including directional drilling), Well control and blowout prevention (BOP systems, kick detection/response), Well completion and stimulation (perforating, cementing, hydraulic fracturing), Production operations and surface facilities (separation, flowlines, metering), Offshore production systems and subsea equipment (platform types, risers, subsea trees), Artificial lift and production optimization (ESP, gas lift, rod pumping), Drilling fluids and cementing practices
Primary domain: technical
Use cases: Screen petroleum engineer candidates for roles focused on drilling, completions, or production operations | Validate technical competency of applicants for offshore platform operator or subsea engineering positions | Benchmark internal hires for assignments requiring knowledge of reservoir behavior and production optimization
Description: Multi-choice test that measures the knowledge of petroleum engineering, drilling and production operations and offshore petroleum production.


Name: Pharmaceutical Analysis (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: HPLC and GC chromatography principles, Thin-layer chromatography (TLC) basics, Acid-base and redox titration techniques, UV-Vis spectrophotometry and standard curves, IR and NMR spectroscopy fundamentals, Sample preparation and extraction methods, Instrument calibration and performance checks, Quantitative calculations (concentration, assay, % purity), Method validation and basic quality control concepts
Primary domain: technical
Use cases: Screen candidates for laboratory roles (analytical chemist / QC analyst) requiring hands-on knowledge of chromatography, titration and spectroscopic methods | Verify a candidate's ability to perform quantitative pharmaceutical assays, interpret instrument data, and apply calibration/validation procedures | Assess readiness of applicants for positions that involve routine sample preparation, instrument operation, and basic method troubleshooting in a pharma lab
Description: Multi-choice test that measures the knowledge of laboratory analytical techniques such as chromatography, titration, spectroscopy, and spectrophotometry.


Name: Pharmaceutical Chemistry (New)
Test type: Knowledge & Skills
Duration: 17 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Thermodynamics and chemical equilibria (Gibbs free energy, enthalpy, equilibria), Reaction kinetics and rate laws (including enzyme kinetics), Organic reaction mechanisms and synthetic transformations, Stereochemistry and chirality (stereoselectivity, enantiomers), Functional group reactivity and identification, Coordination and inorganic complex chemistry (ligand behavior, metal centers), Biomolecules and metabolic pathways (proteins, nucleic acids, lipid metabolism), Medicinal chemistry principles (structure-activity relationships, ADME, drug–target interactions)
Primary domain: technical
Use cases: Pre-screen candidates for medicinal chemistry/drug-discovery roles to verify SAR, ADME and synthetic organic chemistry knowledge | Evaluate applicants for pharmaceutical R&D or analytical lab scientist positions to confirm understanding of physical chemistry, kinetics and inorganic chemistry principles | Assess recent graduates or interns for biochemical/pharmacology support roles to ensure competency in biomolecules, enzyme kinetics and metabolic pathways
Description: Multi-choice test that measures the knowledge of physical chemistry, organic chemistry, inorganic chemistry, biochemistry and medicinal chemistry.


Name: Pharmaceutical Science (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Drug formulation and dosage form development, Pharmaceutical manufacturing processes and scale-up, Drug delivery systems and routes (oral, parenteral, transdermal, controlled release), Pharmacodynamics (mechanisms of drug action), Pharmacokinetics (ADME and bioavailability), Pharmaceutical analysis techniques (HPLC, GC, spectroscopy), Analytical method validation and quality control, Stability testing and excipient selection
Primary domain: technical
Use cases: Screen candidates for a formulation scientist role responsible for developing and scaling dosage forms | Assess applicants for analytical/QC positions requiring experience with HPLC/GC, method validation, and stability testing | Vet R&D hires focused on drug delivery platform selection and understanding pharmacokinetic/pharmacodynamic principles
Description: Multi-choice test that measures the knowledge of drug manufacture, drug delivery, drug action, and pharmaceutical analysis techniques.


Name: Pharmaceutics (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Pharmaceutical formulation and dosage form design, Drug delivery systems and release mechanisms, Biopharmaceutics and basic pharmacokinetics (absorption, bioavailability), Pharmaceutical unit operations (mixing, granulation, drying, compression, coating), Sterile and aseptic processing principles, Process scale-up and validation for manufacturing, Quality control and analytical testing (assay, dissolution, content uniformity), Dispensing pharmacy practice and compounding calculations
Primary domain: technical
Use cases: Screen candidates for pharmaceutical manufacturing or formulation scientist roles to verify knowledge of formulation, unit operations, aseptic processing and QC | Assess pharmacists or dispensing staff for competence in compounding, dispensing calculations and biopharmaceutics relevant to therapy | Identify training needs for production supervisors or validation engineers responsible for scale-up and process validation
Description: Multi-choice test that measures the knowledge of pharmaceutical engineering and technology for drug manufacture, biopharmaceutics, modern pharmaceutics and dispensing pharmacy.


Name: Pharmacology (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Drug classification and nomenclature, Chemotherapy agents and mechanisms, Anti-inflammatory pharmacology, Neuropharmacology (CNS/PNS drug actions), Endocrine pharmacology (hormonal therapies), Cardiovascular pharmacology (drugs affecting circulatory system), Gastrointestinal pharmacology (drugs affecting GI tract), Pharmacodynamics (mechanism of drug action)
Primary domain: technical
Use cases: Pre-employment screening of pharmacists or clinical pharmacology graduates to verify core drug knowledge | Assessing medical sales or clinical support applicants for product knowledge across therapy areas | Baseline evaluation for candidates entering pharmacology training or continuing education programs
Description: Multi-choice test that measures the knowledge of pharmacological drugs classification, chemotherapy, inflammatory disorders, drug action on nervous system, endocrine pharmacology, drug action on circulatory system and GI tract.


Name: PHP (New)
Test type: Knowledge & Skills
Duration: 8 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: PHP OOP (classes, inheritance, interfaces, traits), PHP language constructs (variables, types, control structures, operators), PHP standard library and core functions (string, array, date functions), Database interaction in PHP (PDO/mysqli, prepared statements, transactions), Web request/response handling (HTTP headers, forms, sessions, cookies, file uploads), Security best practices for PHP applications (input validation, preventing SQLi/XSS/CSRF), Advanced PHP features (namespaces, closures, generators, SPL), Error handling and debugging in PHP (exceptions, error reporting, logging), Dependency management and tooling (Composer, autoloading)
Primary domain: technical
Use cases: Screen backend PHP developer candidates for proficiency in OOP, database access, and secure web request handling | Evaluate applicants for maintenance or redevelopment of existing PHP web applications using modern PHP features and Composer | Filter candidates for roles requiring mitigation of common PHP security vulnerabilities and robust error handling
Description: Multi-choice test that measures the knowledge of OOPs & programming constructs, web & database handling and advanced PHP.


Name: PJM Development Report
Test type: Competencies, Ability & Aptitude, Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Graduate, Manager
Key concepts: Competency proficiency mapping, Behavioral trait profiling, Cognitive ability / aptitude assessment, Strengths and development needs identification, Performance potential estimation, Development planning recommendations, Career / role fit assessment
Primary domain: behavioral
Use cases: Create an individual development plan by identifying job-specific competency gaps and targeted development areas. | Assess a candidate's or employee's fit for a particular role by comparing their behavioral and aptitude profile to the role's competency requirements. | Support promotion or career-path discussions by estimating performance potential and suitability for future roles.
Description: The Person-Job Match Report is unique in that it
matches the performance potential of the
individual to the job’s specific competencies. This
provides you with a comprehensive and insightful
understanding of person-job fit.  The PJM Development report is written to support competency focused development of an individual.

In a development context, this report can be used: To identify specific areas of strength and weakness that may impact on the individual?s
performance.As the basis for identifying areas for development and development planning. For discussing fit to future roles and career planning.


Name: PJM Selection Report
Test type: Ability & Aptitude, Competencies, Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Manager
Key concepts: Competency-to-role mapping, Behavioral competency potential, Job-match (fit) score, Strengths and limitations profiling, Competency importance weighting, Development prioritization / action planning, Competency-based interview question generation, Candidate ranking and shortlisting
Primary domain: behavioral
Use cases: Rank and sort shortlisted candidates by overall fit score to identify best hires for a specific role | Generate targeted competency-based interview questions to probe areas of concern or interest during selection | Prioritise individual development plans by comparing competency potential against role importance in talent audits
Description: The PJM Report provides a clear indication of each candidate's "degree of fit" to a role.  Provides targeted assessment results that match individuals with jobs . Links the essential/desirable competencies for a specific job with an individual’s competency potential. Provides an overall Match (or fit) Score useful in ranking/sorting candidates for selection
and/or development (e.g. Talent Audit).  It provides a highly visual profile of a candidate's strengths and limitations against identified required competencies. Includes a summary table that enables prioritisation of action planning for development of critical competencies for an individual (by tabling Competency Potential against Job Importance for the role). It includes highly descriptive statements about a candidate's strengths and development  needs/limitations.
The extended report versions include proposed competency-based interview questions
to enable probing of specific situations in which the candidate might have
demonstrated critical job behaviours.

The PJM Report is designed for use by line managers and HR professionals in selection and
development situations. It is valuable for identifying an individual's overall fit as well as likely areas of
strength and weakness relative to their behaviour at work.

In a selection context, this information can be used: For making interviewers aware of the areas that may need further probing. As a basis for suggesting and creating relevant interview questions. For identifying the relative strengths and weaknesses of shortlisted candidates.


Name: Polymer Engineering (New)
Test type: Knowledge & Skills
Duration: 8 minutes
Remote support: Yes
Adaptive support: No
Job levels: Professional Individual Contributor, Graduate, Mid-Professional
Key concepts: Polymer characterization techniques (FTIR, NMR, GPC/SEC, SEM/TEM), Polymer synthesis routes and mechanisms (step-growth, chain-growth, copolymerization, emulsion), Polymer processing methods (extrusion, injection molding, blow molding, thermoforming), Polymer testing instruments and standardized methods (DSC, TGA, DMA, tensile testing, ASTM/ISO), Thermal and mechanical behavior (Tg, Tm, modulus, tensile strength, impact resistance), Rheology and melt flow behavior (MFR, viscosity, shear dependence), Compounding, additives and formulation (plasticizers, stabilizers, fillers, compatibilizers), Polymer applications and end‑use selection criteria (packaging, automotive, medical, consumer goods)
Primary domain: technical
Use cases: Screen candidates for a polymer/materials engineer role responsible for synthesis, processing and material selection. | Assess laboratory technicians for QC/characterization roles that require use of DSC, TGA, DMA and tensile testing per ASTM/ISO methods. | Evaluate product development candidates for selecting and formulating polymers for specific end‑use applications (packaging, automotive, medical).
Description: Multi-choice test that measures the knowledge of characterization of polymers, processing, synthesis, testing and applications in daily life.


Name: Power Electronics and Drives (New)
Test type: Knowledge & Skills
Duration: 15 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor, Graduate
Key concepts: IGBT/MOSFET/thyristor device characteristics, Converter topologies (AC-DC rectifiers, DC-DC, DC-AC inverters), PWM and modulation techniques (SPWM, SVPWM), Motor drive types and control methods (DC, induction, synchronous; FOC, V/f), Control loops and regulators (current loop, speed loop, PI/PID), Gate drive circuits and switching protection, Thermal management and switching losses, Power quality, PFC and EMI/EMC mitigation
Primary domain: technical
Use cases: Screen candidates for an electrical engineer role designing power converters and selecting semiconductor devices | Assess applicants for motor drive/control engineer positions requiring knowledge of FOC, PWM and control loops | Verify competence of technicians responsible for commissioning, protection and thermal management of drive systems
Description: Multi-choice test that measures the knowledge of power semiconductor devices, power electronic converters, drives and control systems.


Name: Power System Engineering (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Power generation technologies (thermal, hydro, renewable), Transmission system design and operation, Electrical machines (transformers, synchronous and induction machines), Power system analysis (load flow, short-circuit/fault analysis), Power electronics and motor drives, Control systems and instrumentation for power plants, Protection and relay systems, Fluid mechanics and turbomachinery (pumps, turbines)
Primary domain: technical
Use cases: Screen candidates for electrical/power engineer roles focused on generation and transmission systems | Assess applicants for control, instrumentation, and drive-system positions in power plants | Validate knowledge for transmission planning, protection, and power system analysis roles
Description: Multi-choice test that measures the knowledge of power generation and transmission, electrical machines, power systems and drives, control and instrumentation, fluid mechanics and machines.


Name: Prism (New)
Test type: Knowledge & Skills
Duration: 4 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Prism module architecture (IModule / ModuleCatalog), RegionManager and region-based UI composition, INavigationService (navigation, parameters, journaling), Dependency injection and container registration (IContainerRegistry / IContainerProvider), IEventAggregator (publish–subscribe event handling), DelegateCommand and CompositeCommand (command patterns), ViewModelLocator and MVVM wiring, IDialogService and dialog lifecycles
Primary domain: technical
Use cases: Screen candidates for an open developer role that requires building or maintaining Prism-based XAML applications (WPF/Xamarin/UWP). | Assess whether a developer understands project modularization, navigation and DI patterns before assigning them to a Prism migration or greenfield Prism project. | Validate the effectiveness of Prism training by testing knowledge of modules, regions, commands, events and dialog/navigation APIs.
Description: Multi-choice test that measures the knowledge of modules, patterns and other basic concepts of using the Prism library.


Name: Production and Industrial Engineering (New)
Test type: Knowledge & Skills
Duration: 13 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Production processes and manufacturing technologies, Manufacturing systems design and plant layout, Production planning and scheduling (MRP/ERP and capacity planning), Quality management and statistical process control (SPC, Six Sigma, ISO 9001), Lean manufacturing and process improvement (Kaizen, 5S, value stream mapping), Tooling, machining and basic industrial automation concepts (CNC, PLC), Inventory control and material flow (EOQ, safety stock, JIT)
Primary domain: technical
Use cases: Screen candidates for a production engineer role responsible for planning, scheduling and daily shop-floor control | Evaluate applicants for a manufacturing systems design position focused on plant layout, capacity planning and line balancing | Assess candidates for continuous improvement or quality roles implementing SPC, Six Sigma and lean initiatives
Description: Multi-choice test that measures the knowledge of production technology, quality management, and design and planning of manufacturing systems.


Name: Production Engineering (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Metal cutting processes (turning, milling, drilling), Machining parameters (cutting speed, feed, depth of cut), Cutting tool geometry and tool material selection (HSS, carbide, ceramics), Tool wear modes and failure analysis (abrasion, adhesion, chipping), Material science for manufacturing (steel grades, alloy behavior, heat treatment), Tooling and fixture design for machining operations, Production process analysis and optimization (cycle time, throughput, tolerances), Computer Integrated Manufacturing (CIM), CNC/CAM fundamentals
Primary domain: technical
Use cases: Screen candidates for a production engineer role requiring machining, tooling and process optimization experience | Validate applicants' competence in tool selection, wear analysis and material behavior for tooling-design positions | Assess readiness of candidates to operate and integrate CNC/CAM and CIM systems in manufacturing workflows
Description: Multi-choice test that measures the knowledge of production technology and analysis, metal cutting, tool design, material science and CIM.


Name: Programming Concepts
Test type: Knowledge & Skills
Duration: 25 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Algorithms and complexity analysis, Abstract and composite data types (arrays, lists, trees, graphs), Data access and I/O basics (file, API, database query concepts), Control flow and recursion (loops, conditionals, recursive calls), Program structure and modularity (functions, modules, namespaces), Programming paradigms (imperative, object-oriented, functional concepts), Types, variables and operators (primitive types, typing concepts, expressions), Code quality and debugging practices (error handling, testing, maintainability), Event-driven and user-interface fundamentals (input handling, event loops)
Primary domain: technical
Use cases: Screening candidates for language-agnostic core programming knowledge when hiring generalist developers | Assessing junior-to-mid level applicants for understanding of algorithms, data structures, and program flow | Validating effectiveness of training programs or bootcamps that teach foundational computer science concepts
Description: The Programming Concepts test measures knowledge of the core aspects of computer science programming that is valid across programming languages. Designed for all programmers, this test covers the following topics:  Algorithms, Complex Data Types, Data Access, Productivity and Quality, Program Flow, Program Structure, Programming Paradigms, User Interface, Variables, Data Types, and Operators.


Name: Project Management (2013)
Test type: Knowledge & Skills
Duration: 30 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Project Scope Management (WBS, scope definition, change control), Project Time Management (schedule development, critical path, sequencing), Project Cost Management (cost estimating, budgeting, cost control), Project Risk Management (risk identification, qualitative/quantitative analysis, response planning), Project Quality Management (quality planning, assurance, control), Project Communications Management (stakeholder communication plans, reporting), Project Procurement Management (contracts, vendor selection, procurement planning), Project Human Resource Management (team roles, resource allocation, development), Project Stakeholder Management (identification, analysis, engagement), Project Management Methodologies & Characteristics (PMBOK process groups, project lifecycle)
Primary domain: managerial
Use cases: Screen candidates for PMBOK-based project manager roles to verify knowledge of scope, schedule, cost, risk, and stakeholder processes | Shortlist internal or external hires who must manage vendor contracts, procurement and cross-functional project communications | Assess baseline or post-training competency for employees completing PMBOK-aligned project management training
Description: The Project Management (2013) test measures knowledge of how to manage projects to ensure that objectives are completed on time and within budget. The test is based on Project Management Institute's (PMI's), Project Management Body of Knowledge (PMBOK) Fifth Edition methodology. Designed for all professionals, this test covers the following topics: Project Communications Management, Project Cost Management, Project Human Resource Management, Project Management Characteristics, Project Management Methodologies, Project Procurement Management, Project Quality Management, Project Risk Management, Project Scope Management, Project Stakeholder Management, and Project Time Management.


Name: Proofreading v1
Test type: Knowledge & Skills
Duration: 6 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Mid-Professional
Key concepts: Spelling accuracy, Punctuation conventions (commas, semicolons, apostrophes, quotation marks), Grammar rules (subject-verb agreement, tense consistency), Pronoun reference and agreement, Word choice and diction (homophones, register, idiomatic usage), Sentence structure (fragments, run-ons, parallelism), Capitalization and formatting consistency, Error correction and revision of text
Primary domain: language
Use cases: Screen candidates for proofreading or copy-editing roles in publishing and marketing | Evaluate administrative or customer-facing hires who must produce error-free written communication | Assess quality-assurance skills for content localization, technical documentation, or editorial teams
Description: This assessment measures ability to read for errors involving spelling, punctuation, grammar and word choice.  It also measures ability to correct those errors.


Name: Python (New)
Test type: Knowledge & Skills
Duration: 11 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Python syntax and control flow (conditionals, loops), Built-in data structures (list, dict, tuple, set), Functions and functional features (def, lambda, comprehensions), Object-oriented Python (classes, methods, inheritance), Exception handling and debugging, Modules, packages and standard library usage (import, os, datetime, json), Database access from Python (DB-API, executing SQL, connectors like sqlite3/psycopg2), File I/O and data serialization (CSV, JSON)
Primary domain: technical
Use cases: Screen candidates for a Python developer role to verify core language knowledge and standard-library usage. | Assess applicants for backend positions that require Python-based database integration and data I/O skills. | Validate generalist engineers' familiarity with packaging, modules and common Python runtime behaviors.
Description: Multi-choice test that measures the knowledge of Python programming, databases, modules and library.


Name: R Programming (New)
Test type: Knowledge & Skills
Duration: 13 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Base R syntax and data types (vectors, lists, matrices, data.frame, factors), Vectorized operations and apply-family functions, Data manipulation with dplyr/tidyr (tidyverse), Data import/export (readr, read.csv, readxl), Data visualization with ggplot2, Statistical modeling (lm, glm) and regression diagnostics, Hypothesis testing and ANOVA (t.test, chi-square, ANOVA), Handling missing data and data cleaning, Writing functions, control flow and reproducible scripts (R scripts, RMarkdown)
Primary domain: technical
Use cases: Screen candidates for data analyst/scientist roles that require R coding and statistical analysis | Validate learning outcomes after an R programming or statistics training course | Shortlist applicants for positions requiring building and interpreting statistical models in R
Description: Multi-choice test that measures the knowledge of R programming and its application in statistics.


Name: ReactJS (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: React component rendering (render function for class and function components), JSX syntax and expressions, React APIs and lifecycle/hooks (e.g., useState, useEffect, componentDidMount), State and props management, Event handling in React, Controlled and uncontrolled form validation, Styling React components (CSS, inline styles, CSS Modules, styled-components), Conditional and list rendering
Primary domain: technical
Use cases: Screen candidates for frontend developer roles to verify practical React knowledge before technical interviews | Shortlist developers who can implement forms, validation and component styling in a React codebase | Ensure applicants understand JSX, rendering behavior and common React APIs/hooks for production apps
Description: Multi-choice test that measures the technical knowledge of React APIs, render function, JSX, form validation and styling.


Name: Reading Comprehension - English v1
Test type: Ability & Aptitude
Duration: 35 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Entry-Level, Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: literal detail retrieval, inference making, main idea identification, author's purpose recognition, tone and mood detection, vocabulary-in-context, logical conclusions from text, text structure and organization
Primary domain: cognitive
Use cases: Screen candidates for roles that require accurate extraction of facts from written materials (e.g., analysts, administrators). | Assess ability to comprehend and interpret complex instructions or reports before hire (e.g., technical support, policy review). | Verify candidates can infer meaning and author intent from texts for content-related or communications roles (e.g., editorial, customer communications).
Description: The Reading Comprehension - English
assessment provides a general measure of
English reading comprehension. This test is
comprised of items that contain a passage
that you must read in order to answer the
question being asked. The questions focus
on the candidate's ability to demonstrate an
understanding of the passage. Questions
may be specific in nature, with answers that
can be found almost word for word in the
passage.  For example, the question may ask
for a date, name or place that can be found by
closely reading through the passage.
Alternatively, the questions may be general in
nature, with answers that can be determined
only by fully understanding the meaning of the
passage. "What is the theme of the
passage?" or "What is the mood of the
author?" are examples of general questions
the candidate may be asked.


Name: Reading Comprehension - Spanish v1
Test type: Ability & Aptitude
Duration: 26 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Entry-Level, Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Specific detail retrieval (dates, names, places), Main idea / theme identification, Inference of implied meaning, Author tone and mood interpretation, Vocabulary comprehension in context, Cohesion and reference resolution (pronouns, referents), Distinguishing fact vs. opinion, Logical relationships in text (cause–effect, sequence)
Primary domain: language
Use cases: Screen bilingual candidates for customer-facing or support roles that require accurate reading of Spanish texts | Assess applicants for translation, localization, or proofreading roles needing reliable comprehension of Spanish passages | Evaluate candidates who must read and interpret Spanish policy, legal, or technical documents for accuracy and actionable understanding
Description: The Reading Comprehension - Spanish assessment provides a general measure of Spanish reading comprehension. This test is comprised of items that contain a passage that must read in order to answer the question being asked. The questions focus on the ability to demonstrate an understanding of the passage. Questions may be specific in nature, with answers that can be found almost word for word in the passage. For example, the question may ask for a date, name or place that can be found by closely reading through the passage. Alternatively, the questions may be general in nature, with answers that can be determined only by fully understanding the meaning of the passage. "What is the theme of the passage?" or "What is the mood of the author?" are examples of general questions that may be asked.


Name: Reading Comprehension v2
Test type: Ability & Aptitude
Duration: 35 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Entry-Level, Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Literal detail retrieval, Inference and implication, Main idea / theme identification, Author's tone / mood / attitude, Vocabulary in context, Pronoun and reference resolution, Summarization / condensation
Primary domain: language
Use cases: Screen candidates for roles that require accurate extraction of facts from written materials (e.g., customer support, documentation, data entry). | Assess applicants for positions needing interpretation of policy, procedural, or technical passages (e.g., compliance assistants, operations analysts). | Compare reading comprehension ability across candidates for roles with heavy written communication or analysis demands (e.g., editorial, research, casework).
Description: The Reading Comprehension - English
assessment provides a general measure of
English reading comprehension. This test is
comprised of items that contain a passage
that you must read in order to answer the
question being asked. The questions focus
on the candidate's ability to demonstrate an
understanding of the passage. Questions
may be specific in nature, with answers that
can be found almost word for word in the
passage.  For example, the question may ask
for a date, name or place that can be found by
closely reading through the passage.
Alternatively, the questions may be general in
nature, with answers that can be determined
only by fully understanding the meaning of the
passage. "What is the theme of the
passage?" or "What is the mood of the
author?" are examples of general questions
the candidate may be asked.


Name: RemoteWorkQ
Test type: Competencies
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Manager, Mid-Professional, Professional Individual Contributor, Supervisor, Front Line Manager, General Population, Graduate, Director, Entry-Level, Executive
Key concepts: Virtual communication, Remote team collaboration, Self-organization and time management, Task prioritization and accountability, Self-directed learning and development, Work-life boundary management, Stress resilience and well-being, Digital professionalism and virtual meeting etiquette
Primary domain: behavioral
Use cases: Screen candidates for roles that require sustained remote work to identify fit, strengths, and risk areas. | Identify individualized coaching and development needs for existing employees transitioning to or working in remote environments. | Select employees for roles requiring high autonomy and frequent virtual collaboration across teams or locations.
Description: Using the Apta™ Architecture to focus on the relevant competency behaviors in the Universal Competency Framework, SHL developed the RemoteWorkQ to measure self-reported behavioral tendencies in competency areas that are important to performing effectively in remote work environments across three competency areas:
o	Work Relationships
o	Work Habits
o	Self-Development & Well-Being
The RemoteWorkQ is intended for use across job families and levels for which working in a remote environment is important for the role. This report is designed to help you be more successful in a remote working environment by providing:
o	Insights into your identified strengths and potential risks for working remotely
o	Individualized coaching tips on how you can use your identified strengths to overcome risks


Name: RemoteWorkQ Manager Report
Test type: Competencies
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, Graduate, General Population, Manager, Mid-Professional, Professional Individual Contributor, Supervisor, Entry-Level
Key concepts: Remote communication, Virtual collaboration, Self-directed time management, Task prioritization, Boundary management (work–life separation), Remote well-being and stress resilience, Self-directed learning and development
Primary domain: behavioral
Use cases: Screening candidates for fully remote or hybrid roles to assess behavioral tendencies that predict remote-work effectiveness | Designing individualized coaching and development plans for employees struggling with remote work habits or relationships | Deciding employee eligibility for remote work arrangements or assignment to remote-first projects where sustained remote performance is required
Description: Using the Apta™ Architecture to focus on the relevant competency behaviors in the Universal Competency Framework, SHL developed the RemoteWorkQ to measure self-reported behavioral tendencies in competency areas that are important to performing effectively in remote work environments across three competency areas:
o	Work Relationships
o	Work Habits
o	Self-Development & Well-Being
The RemoteWorkQ is intended for use across job families and levels for which working in a remote environment is important for the role. This report is designed to help you be more successful in a remote working environment by providing:
o	Insights into your identified strengths and potential risks for working remotely
o	Individualized coaching tips on how you can use your identified strengths to overcome risks


Name: RemoteWorkQ Participant Report
Test type: Competencies
Remote support: Yes
Adaptive support: No
Job levels: General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor, Director, Entry-Level, Executive, Front Line Manager
Key concepts: Remote communication effectiveness, Virtual collaboration and relationship building, Time management and task prioritization in remote settings, Self-motivation and initiative when working independently, Routine, structure and discipline for remote work, Work-life boundary setting and flexibility, Stress resilience and well-being management, Self-directed development and continuous learning
Primary domain: behavioral
Use cases: Screen candidates for roles that require sustained remote work to identify strengths and potential risks in remote-specific competencies | Design individualized onboarding or coaching plans to improve an employee's remote performance and well-being | Target development needs for performance management or succession planning for remote-capable roles
Description: Using the Apta™ Architecture to focus on the relevant competency behaviors in the Universal Competency Framework, SHL developed the RemoteWorkQ to measure self-reported behavioral tendencies in competency areas that are important to performing effectively in remote work environments across three competency areas:
o	Work Relationships
o	Work Habits
o	Self-Development & Well-Being
The RemoteWorkQ is intended for use across job families and levels for which working in a remote environment is important for the role. This report is designed to help you be more successful in a remote working environment by providing:
o	Insights into your identified strengths and potential risks for working remotely
o	Individualized coaching tips on how you can use your identified strengths to overcome risks


Name: RESTful Web Services (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: REST architecture & constraints (statelessness, resources, representation), HTTP methods and status codes, URI design and resource modelling, Request routing and handler/controller mapping, Response production and content negotiation (media types), Serialization/deserialization / entity translation (JSON, XML), Return types and asynchronous responses, Authentication and authorization for REST APIs (tokens, OAuth patterns), Filters and interceptors (middleware for cross‑cutting concerns)
Primary domain: technical
Use cases: Screen backend developers for ability to design and implement REST endpoints with correct URIs, HTTP methods, and status code usage. | Evaluate candidates' skills in request handling, serialization/response production (JSON/XML, content negotiation) and appropriate return types (sync/async). | Verify knowledge of REST API security and middleware by assessing use of authentication/authorization mechanisms plus filters/interceptors for cross‑cutting concerns.
Description: Multi-choice test that measures the knowledge of REST features, architecture, handling requests, producing responses, entity translation, working with return types, security, filters, and interceptors.


Name: Retail Sales and Service Simulation
Test type: Biodata & Situational Judgement, Knowledge & Skills, Simulations, Ability & Aptitude
Duration: 30 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level
Key concepts: Directing conversations to close sales, Active listening and needs assessment, Customer service orientation (prioritizing assistance), Offering targeted product/service options, Handling objections and resistance, Upselling and cross-selling techniques, Building rapport and empathy, Time and task prioritization in customer interactions
Primary domain: sales
Use cases: Screening retail applicants for frontline sales associate roles to predict on-floor selling and service performance | Differentiating candidates’ strengths in sales effectiveness versus customer service when making hiring decisions | Identifying training gaps for current staff (e.g., closing skills, active listening) to improve conversion rates and customer satisfaction
Description: The Retail Sales and Service Simulation measures the ability of a candidate to choose effective sales and service techniques while interacting with customers. Situations are presented to the candidate via computer-based animation, and the candidate is offered a set of behaviors from which to choose the most and least effective responses. The behaviors vary in the extent to which the sales associate may: direct a conversation toward a commitment or sale, listen carefully to customers and provide options that address what they really need/want, put aside work to assist a customer, and focus on meeting customer needs. Responses are tracked and compared against expert ratings of effectiveness. The test produces an overall score, as well as scores on two subscales, Customer Service Effectiveness and Sales Effectiveness.


Name: Reviewing Forms - US (R1)
Test type: Knowledge & Skills
Duration: 5 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Mid-Professional
Key concepts: Form-to-paragraph comparison, Attention to detail, Detecting factual discrepancies, Verifying numeric data (dates, amounts, ID numbers), Verifying personal data (names, addresses), Identifying omitted or extra words, Recognizing inconsistent punctuation and capitalization, Cross-referencing fields with narrative statements
Primary domain: admin
Use cases: Screening candidates for data-entry or clerical roles that must transcribe and validate information from narrative source documents into structured forms | Hiring quality-control staff for claims or application processing who need to detect discrepancies between submitted narratives and completed form fields | Assessing administrative assistants who must verify names, dates, amounts, and addresses when completing or reviewing official forms
Description: This assessment measures ability to detect errors in forms by comparing text in a form to text in a paragraph format. Based on information in the paragraph, the test taker must select the answer that indicates the incorrect information.


Name: Ruby (New)
Test type: Knowledge & Skills
Duration: 11 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Ruby string manipulation, Ruby collection classes (Array, Hash), Regular expressions in Ruby, Method definition, parameters and scope, Object-oriented features (classes, modules, inheritance, mixins), Exception handling (begin/rescue/ensure/raise), Database connectivity (ActiveRecord/DBI/Sequel usage and queries), Threading and concurrency (Thread, Mutex, synchronization), Network programming (sockets, net/http), Web application basics (Rack/Rails/Sinatra concepts)
Primary domain: technical
Use cases: Screen candidates for backend Ruby developer roles that require building and maintaining web applications and services | Assess applicants for roles requiring knowledge of concurrency and database connectivity in Ruby-based systems | Evaluate candidates for scripting, network automation, or small web-framework development tasks using Ruby
Description: Multi-choice test that measures the knowledge of Ruby strings, collection classes, regular expressions, methods, object oriented programming, exception handling, database connectivity, threads, scripting, network programming and web applications.


Name: Ruby on Rails (New)
Test type: Knowledge & Skills
Duration: 11 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Ruby language syntax and object-oriented basics, Rails installation and environment setup (Bundler, Gemfile), Rails MVC architecture (models, controllers, views), ActiveRecord ORM: models, associations, validations, Database migrations and schema management, Routing and RESTful resource mapping, Controller actions, before/after filters and params handling, View templating and helpers (ERB, partials)
Primary domain: technical
Use cases: Screen backend developer candidates for practical Ruby on Rails knowledge during hiring | Verify ability of applicants to set up and maintain Rails environments and dependencies | Assess readiness of junior developers for onboarding onto existing Rails projects
Description: Multi-choice test that measures the knowledge of Ruby Programming, Rails installation, Rails MVC and Rails programming model.


Name: Sales & Service Phone Simulation
Test type: Simulations, Biodata & Situational Judgement
Duration: 20 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level
Key concepts: Phone-based selling (telesales), Upselling and cross-selling, Customer retention and win-back offers, Objection handling, Product/service recommendation, Navigating phone systems, IVR and CRM, Data entry and typing speed/accuracy, Multitasking (listen, speak, navigate, type)
Primary domain: sales
Use cases: Screen candidates for outbound or inbound telesales roles where agents must sell, upgrade, or retain customers via phone. | Assess applicants' ability to handle objections and close or convert calls while navigating IVR/CRM systems. | Evaluate speed and accuracy of on-call data entry and the ability to multitask across listening, speaking, and system navigation.
Description: As part of Contact Center Simulations, the Sales & Service Phone Simulation is designed for contact center roles that involve sales or sales-related behaviors such as recommending products or services and retaining customers. Sample tasks for these jobs include: interacting with customers on the phone to sell a product/service; adding new or upgraded products or services; extending promotional or retention offers; responding appropriately to customer objections; navigating to information menus to assist the customer and process information; and typing information quickly and accurately. Potential job titles that use this simulation include: telesales representative, outbound sales representative, telemarketer, and contact center representative.


Name: Sales & Service Phone Solution
Test type: Biodata & Situational Judgement, Personality & Behavior, Simulations
Duration: 35 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level
Key concepts: Phone-based sales (telesales), Objection handling and persuasion, Customer retention and win-back offers, Product recommendation and upselling, CRM navigation and information retrieval, Typing speed and data-entry accuracy, Active listening and verbal communication, Goal orientation and persistence, Learning agility and adaptability
Primary domain: sales
Use cases: Screen entry-level contact center candidates for telesales roles to assess phone selling ability, objection handling, and upselling potential. | Select agents for retention or win-back campaigns who must navigate CRMs, process transactions accurately, and maintain goal-focused persistence under pressure. | Identify hires with strong learning agility and verbal communication for roles that require quick onboarding of product knowledge and adaptive customer interactions.
Description: As part of Contact Center Simulations, the Sales & Service Phone Solution includes a contact center simulation and three behavioral tests designed to measure a wide range of skills, competencies, and behavioral tendencies relevant for contact center jobs. This solution is designed for contact center roles that involve sales or sales-related behaviors such as recommending products or services and retaining customers. Sample tasks for these jobs include: interact with customers on the phone to sell a product/service; add new or upgraded products or services; extend promotional or retention offers; respond appropriately to customer objections; navigate to information menus to assist the customer and process information; and type information quickly and accurately. Potential job titles that use this simulation are: Telesales Representative, Telemarketer, and Contact Center Representative. The behavioral tests in this solution are intended to measure the candidate’s sales focus, learning potential, and the tendency to meet goals and work hard, even when faced with obstacles. Collectively, the assessments in this solution measure a wide range of important skills, abilities, and behaviors for entry-level contact center roles involving sales or sales and service.


Name: Sales Interview Guide
Test type: Personality & Behavior, Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Entry-Level, Executive, Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Consultative selling, Negotiation and closing, Relationship building and account management, Customer focus, Results orientation, Resilience and persistence, Verbal communication and persuasion, Sales planning and territory management
Primary domain: sales
Use cases: Screen candidates for field or inside sales roles to identify consultative selling and closing capability. | Run structured competency-based interviews using the Sales Report to probe relationship management, resilience, and customer focus. | Benchmark candidates against the SHL Universal Competency Framework when hiring or promoting into sales manager roles.
Description: The SHL Sales Model is mapped to the SHL Universal Competency Model (UCF). The Sales Model Interview guide was developed to enable you to use the Sales Report more effectively, by helping you prepare and execute you interviews more effectively.


Name: Sales Profiler Cards
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Entry-Level, Executive, Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Relationship Building, Influence & Persuasion, Customer Focus, Motivation & Achievement Orientation, Negotiation Approach, Sales Planning & Organization, Communication Style, Adaptability & Learning Agility
Primary domain: behavioral
Use cases: Screen candidates for quota-carrying sales roles to identify strength in relationship building, persuasion, and resilience. | Differentiate applicants for strategic or complex-sales positions by evaluating negotiation approach and sales planning capability. | Design targeted development or role-fit decisions by mapping individual motivators and communication style to a specific sales role profile.
Description: The SHL Sales Model is mapped to the SHL Universal Competency Model (UCF). The Sales Model Profiler cards have been developed to enable you to use the Sales Report more effectively, by helping you to understand which competencies and motivators described in the report are most important to a specific sales role.


Name: Sales Transformation 1.0 - Individual Contributor
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Remote/virtual selling behaviours, Digital customer engagement (online channels), Persuasion and influencing in digital contexts, Sales drive and goal orientation, Adaptability to change during digital transformation, Relationship building and customer rapport remotely, Self-management and resilience under pressure, Cross‑functional collaboration for sales outcomes
Primary domain: sales
Use cases: Screen candidates for individual contributor sales roles that will operate primarily via remote or digital channels. | Identify development needs for existing salespeople being moved to a digital-first sales model. | Inform hiring decisions where strong digital influence, remote relationship-building, and resilience are required for quota attainment.
Description: This report draws insights from the OPQ. It provides an accurate and objective measure of a salesperson’s ability to sell well in a digital first environment. Insights included in this report include individual scores and score narratives for the behaviours included in SHL’s Sales Transformation behavioural model.


Name: Sales Transformation 2.0 - Individual Contributor
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Digital selling capability, Virtual client engagement, Consultative selling approach, CRM and sales technology adoption, Prospecting via digital channels, Resilience and self-motivation, Sales process discipline, Adaptability to change
Primary domain: behavioral
Use cases: Assess fit of individual-contributor sales candidates for roles requiring remote or digital-first selling | Identify development needs for salespeople transitioning from face-to-face to virtual/omnichannel sales models | Shortlist hires who demonstrate strong adoption of CRM/sales tools and consistent sales process in digital environments
Description: This report draws insights from the OPQ. It provides an accurate and objective measure of a salesperson’s ability to sell well in a digital first environment. Insights included in this report include individual scores and score narratives for the behaviours included in SHL’s Sales Transformation behavioural model.


Name: Sales Transformation Report 1.0 - Sales Manager
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, Manager, Supervisor
Key concepts: Change leadership, Sales process and technology adoption, Coaching and developing salespeople, Sales performance management, Stakeholder influence and cross-functional alignment, Adaptability and resilience, Decision-making and prioritization, Communication and vision-setting
Primary domain: behavioral
Use cases: Selecting a sales manager to lead a major sales transformation or CRM/process rollout | Assessing internal candidates for promotion to roles requiring change leadership of a sales team | Creating development plans for sales managers to improve capability to implement new sales strategies and drive team adoption
Description: This report combines insights from the OPQ and a Sales Management questionnaire. It provides an accurate and objective measure of a sales manager’s capability to lead a sales team undergoing a sales transformation process. Insights included in this report include an overall job-fit score, and individual scores and score narratives for the behaviours included in SHL’s Sales Transformation behavioural model.


Name: Sales Transformation Report 2.0 - Sales Manager
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, Manager, Supervisor
Key concepts: Leading sales transformation (implementing new sales strategies and processes), Coaching and developing salespeople, Performance management and accountability for sales targets, Influencing stakeholders and cross-functional collaboration, Communicating change and motivating teams, Adaptability and resilience during organizational change, Strategic planning and prioritization of sales initiatives
Primary domain: leadership
Use cases: Hiring a sales manager to lead adoption of new sales processes or CRM across a team | Identifying development needs for an existing manager to improve effectiveness in an ongoing sales transformation | Assessing candidates for promotion into a role that requires driving sales strategy changes and cross-functional buy-in
Description: This report combines insights from the OPQ and a Sales Management questionnaire. It provides an accurate and objective measure of a sales manager’s capability to lead a sales team undergoing a sales transformation process. Insights included in this report include an overall job-fit score, and individual scores and score narratives for the behaviours included in SHL’s Sales Transformation behavioural model.


Name: Salesforce Development (New)
Test type: Knowledge & Skills
Duration: 15 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Salesforce platform fundamentals, Salesforce data model and object relationships, Schema design and custom objects, Declarative automation (Flows, Process Builder, Validation Rules), Programmatic automation (Apex triggers and classes), Data management and migration (Data Loader, import/export, deduplication), SOQL/SOSL and querying, Reports, Dashboards, and analytics
Primary domain: technical
Use cases: Screen candidates for Salesforce Developer roles to verify both declarative and programmatic platform knowledge before interviews | Assess a hire's ability to design object schemas and implement business logic for a new Salesforce implementation | Validate candidate competence in data migration, ongoing data management, and building reports/dashboards for analytics
Description: Multi-choice test that measures the knowledge of Salesforce platform, design and data models, business logic, data management and analytics.


Name: SAP ABAP (Advanced Level) (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: ABAP Data Dictionary (DDIC) design, Dialog programming (Dynpro / screen programming), Report programming (Classical, Interactive, ALV), Enhancement Framework & User Exits (BADIs, enhancement spots), SAP Business Workflow design and configuration, Performance optimization & SQL tuning (internal tables, buffering), NetWeaver application development (Web Dynpro ABAP, BSP), SAP Interactive Forms by Adobe (Adobe Forms)
Primary domain: technical
Use cases: Screen experienced ABAP developers for a role requiring advanced backend and UI coding (DDIC, reports, dialog programming). | Validate candidates for SAP NetWeaver and Adobe Forms projects that involve Web Dynpro/BSP and interactive form design. | Assess ability to implement and troubleshoot enhancements, workflows, and performance issues in existing ABAP systems.
Description: Multi-choice test that measures the knowledge of SAP ABAP dictionary, dialog programming, reports, enhancements, workflows, optimizations and advanced ABAP concepts like Netweaver applications and Adobe forms.


Name: SAP ABAP (Intermediate Level) (New)
Test type: Knowledge & Skills
Duration: 9 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: ABAP Dictionary (tables, data elements, domains), ABAP data types and structures (internal tables, work areas), ABAP reporting (classical, interactive, list processing), Batch Input/BDC and background processing, Dialog programming (screens, PBO/PAI, GUI status), IDoc, EDI and ALE integration (IDoc structure and message processing), BAPI and function module development and invocation, BADI and enhancement framework (user exits, implicit/explicit enhancements), ABAP system architecture and runtime concepts
Primary domain: technical
Use cases: Screen intermediate ABAP developer candidates for roles that require building reports, dialog screens and batch processes | Validate candidate ability to implement and maintain integration scenarios using IDoc/EDI/ALE and BAPI/function modules | Assess developers for positions requiring use of ABAP Dictionary, data structures and enhancement techniques (BADIs, exits)
Description: Multi-choice test that measures the knowledge of SAP ABAP dictionary, elements, operations, architecture, ABAP data types, ABAP reporting, batch data communication, dialog programming, EDI, ALE, IDOC interface, BADI, BAPI and function module.


Name: SAP Basis (New)
Test type: Knowledge & Skills
Duration: 9 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: SAP system architecture (instances, application layers, NetWeaver), Database administration for SAP (backup, recovery, tuning), Background job scheduling and processing, User and authorization management (users, roles, profiles), Client administration and client copy/refresh, System administration and instance/profile configuration, System monitoring and performance tuning (CCMS / Solution Manager), Transport Management System (CTS), transport routes and requests
Primary domain: technical
Use cases: Screen candidates for an SAP Basis Administrator role to verify hands-on knowledge of transports, clients, users, background jobs and system monitoring. | Shortlist applicants responsible for SAP system upkeep and DB-related tasks such as backups, recovery and performance tuning. | Assess existing staff for readiness to manage SAP landscapes, perform system administration and handle transport management across environments.
Description: Multi-choice test that measures the knowledge of SAP architecture, database administration, background processing, user administration, client administration, system administration, monitoring and transport management.


Name: SAP Business Objects WebI (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Web Intelligence (WebI) report creation and design, Query panel and data providers (creating and modifying queries), Variables, formulas and aggregate functions in WebI, Interactive analysis features: prompts, filters, input controls and drill-down, Report formatting and layout: tables, charts, sections and conditional formatting, Data merging and handling multi-source data providers, Scheduling, bursting and automated document distribution, Exporting/output options (PDF, Excel, CSV) and refresh behavior
Primary domain: technical
Use cases: Screen candidates for hands-on ability to build and format SAP BusinessObjects WebI reports for finance or operations reporting | Validate a candidate's capability to set up scheduling, bursting and automated distribution of WebI documents | Confirm proficiency in interactive analysis features (prompts, filters, drill-downs) for ad-hoc reporting and end-user self-service
Description: Multi-choice test that measures the knowledge of SAP interactive analysis, reporting, formatting and scheduling documents.


Name: SAP BW (Business Warehouse) (New)
Test type: Knowledge & Skills
Duration: 9 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: SAP BW architecture, BW data modeling (InfoObjects, InfoCubes, DataStore Objects/ADSO, CompositeProviders), Metadata management (master data, metadata repository), Data extraction & ETL (SAP extractors, ODP, IDocs, flat files), Data loading & staging (PSA, DTP, transformations, process chains), Scheduling & process automation (process chains, job scheduling), Reporting & query design (BEx Query Designer, BEx Analyzer), Performance tuning & optimization (aggregates, indexing, partitioning, HANA tuning), SAP BW/BI integration (SAP ERP/ECC, SAP HANA, BI front-end connectivity)
Primary domain: technical
Use cases: Screen candidates for an SAP BW developer role focused on modeling, ETL, and reporting capabilities | Verify a candidate's ability to configure and optimize BW loading processes, scheduling, and runtime performance | Assess readiness for BW to HANA migrations or integration work with SAP ERP and BI front-end tools
Description: Multi-choice test that measures the knowledge of SAP architecture, meta data, data modelling, extraction, loading, scheduling, data reporting, performance tuning and SAP BW/BI integration.


Name: SAP HCM (Human Capital Management) (New)
Test type: Knowledge & Skills
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: SAP HCM module architecture and component structure, Personnel Administration (PA) processes and infotypes, Organizational Management (OM) and org structure modeling, Personnel actions (hiring, transfers, promotions, terminations), Payroll fundamentals and payroll integration with HCM, Time Management concepts (attendance, absence, time infotypes), SuccessFactors Employee Central core HR concepts, Data integration and migration between SAP HCM and SuccessFactors
Primary domain: technical
Use cases: Screen candidates for an SAP HCM consultant role focused on Personnel Administration and Organizational Management. | Validate applicant knowledge for a migration/integration project from on‑premise SAP HCM to SuccessFactors Employee Central. | Assess team readiness to support HR operational tasks (personnel actions, time management, payroll integration) in SAP HCM environments.
Description: Multi-choice test that measures the knowledge of SAP HR/ HCM structure, personnel administration, SAP HCM tasks, SAP HCM SuccessFactors solutions.


Name: SAP Hybris (New)
Test type: Knowledge & Skills
Duration: 20 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Hybris extensions (extensioninfo.xml and extension structure), Hybris platform architecture and layering, Items.xml type system and data modelling, Impex import/export for data management, FlexibleSearch query language, Service-layer programming (DAOs, Services, ModelService), Spring-based configuration and bean wiring, Cockpit/Backoffice framework customization, Workflow/business-process engine configuration and actions
Primary domain: technical
Use cases: Screen Java developers for an SAP Hybris role requiring extension development and service-layer implementation | Validate candidates' ability to design Hybris data models and perform data import/export/migration tasks | Assess experience in customizing the Cockpit/Backoffice UI and implementing business workflows/processes
Description: Multi-choice test that measures the knowledge of Hybris extensions, its architecture, configuration, data modelling and management, service layer programming, cockpit framework and workflows.


Name: SAP Materials Management (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: SAP MM organizational structure, Procurement (purchase requisitions and purchase orders), Pricing and condition techniques, Release strategies (approval workflows), Outline agreements and contracts, Inventory management and goods movements, Invoice verification (MIRO) and billing checks, Split valuation configuration, Account determination and integration with FI/SD/PP/WM
Primary domain: technical
Use cases: Screen candidates for a SAP MM functional consultant role responsible for procurement and inventory configuration | Verify an applicant's ability to manage end-to-end purchasing, invoice verification, and stock processes in SAP | Assess readiness of a candidate to implement or troubleshoot MM integration points with FI, SD, PP, and WM
Description: Multi-choice test that measures the knowledge of SAP materials management, organization units integration, purchasing, pricing, release procedure, contracts, inventory management, invoice verification, split valuation, account determination and integration of materials management with other modules.


Name: SAP SD (Sales and Distribution) (New)
Test type: Knowledge & Skills
Duration: 8 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: ERP fundamentals and order-to-cash process, SAP system architecture and module integration (SD with MM/FI), Customer master data (creation and key fields), Material master data as used in SD, Sales order processing (order entry, item categories, scheduling), Delivery and shipping processing (picking, goods issue, shipping points), Billing processes and invoice document types, Document flow and SD transaction/document types
Primary domain: technical
Use cases: Screen candidates for a SAP SD support or junior consultant role to verify they understand core SD transactions and master data | Validate applicant knowledge for roles responsible for order-to-cash operations and billing in an SAP ERP environment | Shortlist candidates for training or deployment on SAP SD projects requiring familiarity with SD documents, delivery and billing processes
Description: Multi-choice test that measures the knowledge of ERP basics, SAP architecture, sales, distribution, master data, documents, basic functions in S&D, billing process, order and delivery processing.


Name: Search Engine Optimization (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: SEO fundamentals and business benefits, SEO planning and keyword research, On-page optimization (meta tags, headings, content), Technical SEO (crawlability, sitemaps, robots.txt, page speed, mobile friendliness), Off-page SEO and link building/link exchange practices, SEO tools and software (Google Analytics, Google Search Console, SEMrush/Ahrefs, keyword tools), SEO measurement and KPIs (rank tracking, organic traffic, conversions)
Primary domain: technical
Use cases: Screen candidates for an SEO specialist role to verify understanding of SEO strategy, on-page and technical practices | Assess digital marketing hires for familiarity with common SEO tools and ability to plan keyword-driven campaigns | Pre-screen applicants who will be responsible for link-building and measuring organic search performance
Description: Multi-choice test that measures the knowledge on the concepts of need of SEO, SEO planning, SEO strategies, SEO software, tools and exchanging links.


Name: Selenium (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Selenium IDE, Selenium RC, Selenium Grid, Selenium WebDriver, Test automation design principles, Custom user extensions (Selenium plugins), Test automation frameworks (e.g., TestNG, JUnit), Object repository / Page Object Model
Primary domain: technical
Use cases: Screen QA automation candidates for working knowledge across Selenium components (IDE, RC, WebDriver, Grid). | Verify candidate ability to design and implement maintainable automation frameworks and object repositories. | Assess familiarity with extending Selenium and scaling tests via Grid for distributed cross‑browser execution.
Description: Multi-choice test that measures the knowledge of Selenium IDE, Selenium RC, Selenium grid, web driver, test design considerations, user extensions, frameworks and object repository.


Name: Shell Scripting (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Bash shell syntax and built-in commands, File manipulation commands (cp, mv, rm, mkdir, find), Redirection and piping (>, >>, |, <), Command substitution and subshells ($( ), `...`), Variables and parameter expansion ($var, ${var}, defaults), Quoting and escaping (single, double, backslash), Conditionals and loops (if, case, for, while), Process control and program execution (background jobs, exit codes, signals), Text output and formatting (echo, printf)
Primary domain: technical
Use cases: Screen candidates for ability to write small Bash scripts to automate file operations and text output for sysadmin tasks | Validate developer familiarity with shell syntax, pipelines and command substitution used in build/deploy scripts | Assess junior DevOps or SRE readiness to manage processes, handle permissions, and chain commands in shell scripts
Description: Multi-choice test that measures the knowledge of Shell scripting to perform operations such as file manipulation, program execution and printing text.


Name: SHL Verify Interactive - Inductive Reasoning
Test type: Ability & Aptitude, Simulations
Duration: 20 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Professional Individual Contributor, Graduate, Manager, Mid-Professional
Key concepts: Inductive reasoning, Pattern recognition (visual and numerical), Rule extraction from examples, Sequence completion, Analogy detection, Abstraction and generalization, Hypothesis formation, Trend extrapolation, Problem solving with incomplete data
Primary domain: cognitive
Use cases: Screening candidates for roles that require detecting trends and patterns in data (e.g., data analyst, business intelligence). | Assessing ability to learn rules and apply them to new contexts for roles in consulting, research, or product development. | Selecting candidates for positions that demand solving unfamiliar problems from limited information (e.g., engineering, operations).
Description: Evaluates ability to identify specific patterns in data or situations and generalize that information to broader contexts.