What Is A Hudson Assessment?
Hudson is a leading provider with over 30 years experience in psychometric testing, commonly used by recruiters and large organisations to help make hiring decisions.
Hudson's psychometric battery of tests assesses the strengths, abilities and potential of candidates by way of a series of assessments. Recruiters and hiring managers can then use the results to compare (or contrast) candidates.
Hudson assessments allow employers to also factor in the likelihood of a candidate enjoying or being successful at a specific role or job type.
Hudson Assessment Categories
Hudson offers a variety of tests but the most common Hudson assessments are the numerical reasoning, verbal reasoning, abstract reasoning, and business attitudes tests. The tests all follow a similar structure: candidates must choose a single option from a multiple-choice selection, which best answers a question, or responds to a statement, relating to scenarios, diagrams or written passages.
Each Hudson assessment category is available for different levels of seniority with the questions aimed appropriately: operational workers, junior managers and middle/senior managers.
Hudson Numerical Reasoning Test
Numerical reasoning tests evaluate the candidate's ability to process numerical information. It is not a maths test as such although basic arithmetic and maths skills are required. Presented in multiple-choice format, you will have to select the correct answer from a choice of four given, in response to a question. The question will usually relate to presented data, which might be a table, a graph or other visual representation, and assesses the basic requirements of data and numerical use in the workplace, such as ratios, conversions and numerical sequencing, as well as data analysis.
Candidates will have 90 seconds (or one and a half minutes) to answer each question, after which the test moves on, so quick and decisive thinking is required. Candidates can choose to use the on-screen calculator or scrap paper.
Hudson Verbal Reasoning Test
Verbal reasoning tests are used to evaluate the candidate's ability to process verbal information. As with the numerical reasoning test, the test is in multiple-choice format, this time usually taking the format of 'true', 'false' or 'cannot say', thereby inviting the candidate to choose the answer most or least suitable to answer the question asked. The question will relate to a short passage of text.
As with the numerical reasoning test, candidates will have 90 seconds (or one and a half minutes) to answer each question, after which the test moves on, so candidates will need to read quickly, efficiently and accurately to be able to read all the text, the question and deliberate on a response before the test times out.
Hudson Abstract Reasoning Test
Abstract reasoning, or conceptual reasoning, tests a candidate's lateral thinking skills. This means thinking logically to solve problems. The test uses patterns, shapes and figures, often in sequences, to invite candidates to demonstrate their ability to think quickly and rationally. For example, you might be shown a sequence of shapes and asked to identify from a list which shape is next.
They are not skills-based questions, but ones that require the identification of a rule and then the application of that to find the answer.
With two levels for different levels of experience, again this test gives candidates 90 seconds (or one and a half minutes) to answer each question before automatically moving on.
Hudson Business Attitudes Questionnaire
Unlike the other three tests, the business attitudes questionnaire is more akin to a personality test - using the 'Big Five' in personality measurements (extraversion, openness, altruism, conscientiousness and emotional stability) to draw conclusions about the candidate's personality type and how they might be effective in the workplace.
In common with other personality tests, such as Myers Briggs, the candidate is presented with a series of statements against which they must select how far they agree. There is no right or wrong answer, simply a scale against which you score yourself. This questionnaire has no time limit. It allows the prospective employer to make decisions, assess a candidate against a prescribed 'ideal' criteria and compare and contrast candidates who scored similarly on the other tests.
Tips To Pass Hudson Assessments
Success in taking Hudson assessments comes with preparation and practice. Make sure to familiarise yourself so you know what to expect from the questions and practice so that you are not caught out by time constraints.
Do Your Research
If you are able, research which assessment publisher your prospective employer uses and familiarise yourself with the types of tests that you will face. Understand whether you can take them on your home computer or whether you need to attend a specific location.
Practice Aptitude Tests
Practice makes perfect so make sure you familiarise yourself and understand your own strengths and weaknesses - practice both, but try to bring your weaker test performances up to the same level as your stronger abilities.
Use Exam Conditions
The tests you take will be timed so make sure you practice in exam conditions - e.g. set a timer for each and every question and don't cheat when you practice, especially not for the tests that you consider yourself weaker at. It's no good being able to answer correctly if you're just too slow.
Repeat Hard Questions
Always review your responses and make sure you identify why you got the question wrong. Any that you find particularly hard or challenging should be noted and then revisited until you are confident that it won't catch you out again.
