Practice Aptitude Tests is not associated with Google. We provide preparation services for Google psychometric tests. Our tests are not designed to be identical to any style, employer or industry. Visit https://careers.google.com/ to find out more.
Founded in 1988 by Larry Page and Sergey Brin, Google is one of the world’s most well-known technology companies. Initially providing internet browsing through its search engine: Google Search , the company has grown and, through acquisitions and partnerships, now offers services and products for every aspect of modern-day work and home life.
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Situational judgement test
To better understand the way you prefer to behave in workplace situations, candidates are asked to sit a situational judgement test.
Questions in the test take the form of scenarios that you are likely to encounter when working at Google. You are asked to either select the response from the list that best describes how you would react in the given situation or rank the list of responses according to your workplace preference.
When sitting a situational judgement test, it is essential to answer the questions honestly, going with your gut instinct when selecting your response.
Mechanical reasoning test
Individuals who have applied to specialist roles may need to complete a mechanical reasoning test as part of their online assessments. This test focuses on the assessment of a candidate’s technical knowledge and understanding in practice.
Questions may be asked on all forms of mechanical principles and concepts such as mechanical systems, levers, or pulleys. You may also be required to name or identify parts or components within a mechanical system, detailing their purpose or function.
The questions are generally presented as diagrams, with candidates selecting which of the multiple-choice answers given is correct.
Those who are successful at the online testing stage will be invited to participate in one or more short virtual chats. The aim is to gain a better understanding and insight into a candidates’ skills. The chats are held by phone or video call with a recruitment team member, then with the hiring manager for the area you have applied to.
These chats are often seen as an initial screen; those candidates that can demonstrate through examples that they have the skills needed for the role will move through to the final stage of the process: the in-depth interviews.
Google’s in-depth interviews allow recruiters to meet virtually or in-person with candidates to determine whether they have the skills, passion, and interest for a role at Google. Candidates typically take part in 3 - 4 interviews in one day, meaning the process is comprehensive in assessing your skills and competencies in relation to the role you have applied for.
Google’s interviews follow a clear set of rubrics enabling every candidate to be assessed according to the same criteria. The company believes that this approach encourages candidates to show what makes them distinctive through their past experiences and their skills.
Interview questions tend to be open-ended in their format, allowing you to demonstrate your problem-solving abilities and how you approach work-based situations such as team working. This format also means you can highlight your strengths when sharing your answers.
As the final stage of the Google application process includes several interviews, you get the chance to meet different representatives from the organisation. Getting to know their different perspectives on working at Google means you can also find out more about the culture, workplace, and opportunities at the organisation.
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