Nike Assessment Tests

Careers at Nike

Nike’s assessments sit between the application and the interviews. Nike publishes the shape of its process rather than a named test battery: you apply online, then take a phone screen or an online assessment, then interview with the hiring team. Retail applicants take a short interactive assessment in place of that first call.

NIKE, Inc. was incorporated in Oregon in 1967 and designs, manufactures, and sells sportswear and accessories worldwide. Its stated mission is to bring inspiration and innovation to every athlete in the world, which Nike defines to include the belief that if you have a body, you are an athlete.

Nike employs about 73,000 people worldwide, including retail and part-time employees, and runs its global headquarters from the Philip H. Knight Campus near Beaverton, Oregon.

Opportunities at Nike cover retail, distribution, manufacturing, and corporate roles, plus internships and apprenticeships. Which stages you meet depends on which of those you apply for.

This guide explains each published stage, the question styles an online assessment at that stage draws on, and how to practice for them.

Online Application

The first stage is an online application form. Candidates search for vacancies on the Nike careers site and apply to the form attached to the vacancy. You can upload a resume, which in some cases automatically populates the basic application details.

Nike’s own guidance is to check the application for spelling and grammar, answer the pre-qualifying questions accurately, and make sure the employment history is right, because the application is the first thing a recruiter sees.

Nike Online Assessments

Nike does not publish a named aptitude test or a named test publisher. What it publishes is the stage: after the application is reviewed, candidates who are a match are invited to a phone screen or an online assessment before interviewing with the hiring team.

That means the assessment you get depends on the role. The question styles below are the ones this kind of online assessment draws on, and they are the styles the practice pack on this page covers.

Numerical reasoning

A numerical reasoning test may be a standalone test or one section of a job-specific assessment.

This timed assessment evaluates individuals’ aptitude to use numerical information to solve problems.

Questions are presented in the form of graphs, tables, or charts. Candidates must analyze the information, interpret the data, and, using basic mathematical principles, select which of the multiple-choice answers is correct.

Verbal reasoning

The verbal reasoning assessment is generally used in roles where strong analytical and communication skills are required.

The test evaluates an individual’s ability to understand and analyze written information and to draw logical conclusions based on that information. Candidate’s verbal skills, including their vocabulary, reading comprehension, critical thinking, and reasoning abilities, are also assessed in this test.

Typically, questions in the test are presented as a series of statements or passages followed by a set of questions. Candidates must first read, understand and interpret the information presented. Then draw conclusions, make inferences, identify assumptions, and evaluate arguments based on the given information.

The test is multiple choice, with candidates selecting whether the statement that follows the passage of information is false, true, or they can not say based on what they have read and understood.

Logical reasoning

A logical reasoning test assesses an individual’s ability to analyze, understand and draw conclusions from complex non-verbal data.

The assessment measures skills such as inductive and deductive reasoning, analytical thinking, problem-solving, and critical reasoning.

The test comprises a series of multiple-choice questions. Questions take the form of abstract information, such as shapes, patterns, or sequences.

Candidates must analyze the information to identify patterns or links between the information given. Once the link has been determined, use this information to select which of the multiple-choice answers follows next in the given sequence or pattern.

Situational judgment

A situational judgment test is the format used to identify candidates who have the interpersonal skills a customer-facing or team-based role needs.

The situational judgment test evaluates how candidates deal with and react to workplace scenarios that they are likely to face when in the role. Questions take the form of hypothetical workplace situations. Candidates must read the scenario and select the most effective course of action from a list of options, rating or ranking the list of options given.

The scenarios are designed to assess how a candidate might handle situations such as conflict resolution, decision-making, and communication, along with their preferred approach to reaching a successful outcome.

Personality questionnaire

A personality assessment takes the form of a questionnaire that evaluates a candidate’s personality traits, behavioral patterns, and preferences as relevant to those needed for the role. The assessment uses a series of questions or statements.

Candidates must respond based on their own experiences, thoughts, and feelings, ranking or rating the options given according to how they would prefer to behave or react in the given situation.

There are no right and wrong answers in this format. It looks at fit with the way a team works rather than at ability.

The Nike retail assessment

This one Nike does describe. On its retail careers page Nike sets out three steps: apply, then an assessment or a recruiter chat, then an interview. Which of the two you get depends on where in the world you are applying, and Nike says either way the focus is on how you serve.

The retail assessment is short and interactive rather than a timed reasoning paper, so the useful preparation is knowing Nike’s products and being able to talk about how you would handle a customer. Nike’s own line for the interview is to know the product and bring your own Nike story.

Nike Interview

Candidates who clear the assessment or phone screen go on to interview with the hiring team. Depending on the role and location, the interview may be by phone, virtual, or face to face. Candidates are asked about their skills, experience, and strengths, and why they are a good fit for the role they applied for.

Expect questions that test how well you know the company and its products. Useful things to be able to talk about:

• what Nike actually sells, and which product you would recommend to a given customer
• a recent Nike partnership, launch, or campaign you have followed
• your own story with the brand, which is the framing Nike itself uses for retail interviews

Those applying for specialist positions such as in IT or design may also be asked scenario-based questions on their technical skills and expertise.

Nike offers accommodations for the interview process, including screen readers, sign language interpreters, a single accessible location for in-person interviews, and closed captioning. Ask the recruiter if you need one.

Top Tips To Pass The Nike Test

1) Understand the role you are applying for

Before taking the assessment tests, it is essential to understand the job requirements for the position you are applying for. Go through the job description and understand the skills and qualifications needed for the job. This will help you focus your preparation on the specific skills that the job requires.

2) Practice the question styles

An online assessment is quicker to sit than it is to prepare for. Working through practice questions first makes you familiar with the types of question asked and the format they come in, so the only thing new on the day is the content.

3) Manage your time effectively

Reasoning assessments are timed, so manage your time deliberately. Read the instructions carefully and allocate enough time for each section. This will help you avoid rushing through the questions and making mistakes.

4) Be honest and consistent

A personality questionnaire evaluates your character traits, and consistency across it matters more than any single answer. Answer truthfully, don’t second guess yourself, and avoid giving answers you think will impress the employer. Inconsistent answers do not present a true picture and are easy to spot.

5) Stay calm and focused

It is natural to feel nervous during tests, but it is important to stay calm and focused. Take deep breaths and stay positive. Try not to let the pressure get to you and answer the questions to the best of your ability.