9 PrepPacks™
38 Prepared
800+ Questions

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About JobTestPrep’s Cornerstone OnDemand CEB SHL-Style Packs

With so many applicants flooding the job market, companies like Cornerstone OnDemand are relying more and more on CEB SHL testing to arrive at a well-rounded regarding their candidates. JobTestPrep is your vehicle for success.

 

Get Ready for your Cornerstone OnDemand CEB SHL Test

Pass your Cornerstone OnDemand CEB SHL assessments and recruitment process with flying colours using JobTestPrep’s highly effective, in-depth PrepPacks™. Obtain access to dozens of our CEB SHL-style practice tests, study guides and more by joining today!

 

Cornerstone OnDemand Interview Preparation

Preparation is key to having a successful series of interviews with Cornerstone OnDemand. The first type of interview you will likely need to go through with Cornerstone OnDemand is the phone interview. This type of interview generally lasts from 10-30 minutes and includes questions regarding your availability, salary expectations, and work history.

If the initial phone interview is successful, you will be invited by Cornerstone OnDemand to participate in one or more face-to-face interviews. The face-to-face interviews are either held one-on-one with a member of the management team, or in a group/panel with a mix of managers, HR representatives, and potential co-workers.


Information for the Cornerstone OnDemand Assessment Centre

Inviting job candidates to an Assessment Centre has lately become a highly popular method of weeding out unsuitable applicants. More and more companies are switching to this kind of assessment because they think that neither tests nor interviews alone construct a full picture of a candidate’s professional skills and personality. At the Assessment Centre, employers conduct a deeper and more complete measurement of candidates’ professionalism, because there they participate in various activities instead of just taking a test or conversing with interviewers. During a day or two of their assessment, job applicants make short presentations, discuss various issues and problems in groups, participate in case studies and simulation exercises, and engage in role-playing. During these activities, they are expected to demonstrate different qualities that will prove indispensable in their future work: leadership, excellent communication skills, problem-solving abilities, and a talent for working harmoniously and productively in teams. While job applicants are participating in various activities, they are closely watched by several assessors evaluating their performance. Those people whom assessors deem incompetent are sent home at any stage of the assessment. Not many job candidates remain until the end of the assessment process and have the final interview during which employers’ hiring decision is being made. Only the most promising prospective employees are invited for the final interview. To become one of them and sail through the assessment process with success, you need to come to the Assessment Centre well prepared. Let us lend a helping hand to you and offer you our high-quality test simulations supplied with detailed study guides and answer keys. Our interview preparation will aid you in building up an impressive personality profile and leaving a favourable, lasting impression on your interviewers. Practise with our exclusive resources and turn your evaluation in the Assessment Center into a rewarding experience.


What Qualities Do the Aptitude Tests Measure?

Employers prefer not to base their hiring decisions only on the impression derived from conversations with applicants. They maintain that interviewing candidates is a less productive method for predicting their future performance than testing them. To conduct a more accurate evaluation, they introduced into their pre-employment assessment various Aptitude Tests. They were designed to estimate candidates’ different cognitive abilities and their behaviour in certain stressful situations occurring in workplaces. The abilities measured by Aptitude Tests are numerical competency, verbal and reading comprehension, and the ability to analyse data presented in charts and diagrams. By estimating these cognitive abilities in applicants, employers arrive at a more accurate understanding of their creative and working potential. Lest employers create a wrong impression of your abilities, you must prepare for your forthcoming pre-employment assessment. JobTestPrep holds the key to your success in its thoughtfully created PrepPacks™. Practice with us and pave the way to your brilliant career in a new company.

How Is the Verbal Test Scored?

You will not receive a raw score on you Verbal Reasoning Test; that is, your results will not be calculated according to the number of questions you answer correctly on the exam. Your score on the Verbal Reasoning Test is calculated relative to the scores of other applicants. Such a method of calculation allows employers to choose the best candidates competing for an advertised position. Candidates, however, may be put in a disadvantageous position by this method of scoring. Even those applicants who do well on the Verbal Reasoning Test may be winnowed out if the majority of their competitors do better than them. Such objectively high percent of right answers as, say, 92 may disqualify you from the position if most of your competitors get 94% of questions right. With such comparative method of evaluation, it is highly advisable to come to the Verbal Reasoning Test well prepared. Practice with our thoughtfully compiled resources and shoot ahead of other applicants. See practice verbal reasoning tests.

How is the SJT Scored?

Some graders base scores on a sliding scale, while other grade each test individually. When taking the test you will be presented with either singular remedies to office conflicts or rank various possible solutions from the most to least effective outcome. At the end of the day, however, there is no right answer in the technical sense of the term, and your tester will be responsible to judge the effectiveness of your solutions. More information can be found on the Situational Judgement Test practice page

What Is the Word Problems Test?

The Word Problems Test is not the test that checks your knowledge of word. It is also a mathematical test, where mathematical problems are formulated as a short narrative. Usually, you will be told about people who either purchase some goods for a specified amount of money or sell their services for a certain price. You will need to calculate how much money is left to them after a specified period of time. The Word Problems Test measures applicants’ arithmetic and numerical reasoning skills. It also evaluates how well they understand underlying concepts within descriptive problems.

How are Assessment Centre Interviews Conducted?

On the one hand, an interview at an assessment centre is conducted in a similar manner to a regular interview that would be held in an office. You can expect competency-based, situational, and, perhaps, technical questions, but the format will vary. First, assessment centre interviews are held in between tasks, as job applicants pass or fail, individuals are selected based on performance for an interview. After several rounds, someone (or multiple people) may be hired. Moreover, you may be asked to make a presentation or role play in a group interview, which is unique to assessment centre interviews.

What Traits Do Employers Seek to Evaluate in Applicants?

As a rule, employers want to ascertain that their employees possess good analytical thinking, commercial awareness, creativity, leadership, and organizational skills. They also want to ensure that applicants can make good, informed decisions, communicate their ideas clearly, and can manage their time well.

 

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