Kenexa aptitude tests are meant to give a full picture of abilities, behavior, knowledge, intelligence, and skill sets possessed by job seekers and graduates. The exams are used for recruiting new employees and are designed by professional psychologists with years of research and testing to be sure results and predictions given by the various Kenexa assessments are consistent.
The Kenexa company was started in 1987 and since has offered over fifteen hundred assessments. The assessments allow for a tailored approach for the organization using the assessments, and they offer many different test packages to meet the needs of various companies. Kenexa was acquired by IBM in 2012, but they continue to offer quality assessments under IBM’s umbrella. The assessments are usually used during initial screening stage, but they can be used at any point in the pre-employment and recruiting process. It should be noted that the Kenexa Prove It series is being phased out for IBM’s Talent Assessments, so many companies may no longer use or offer it.
What Is the Kenexa Assessment Test?
Kenexa assessments are a group of online pre-employment psychometric aptitude exams used to recruit new talent and to determine the best match for the position. They offer a wide range of exams including specialized exams for specific job requirements. Kenexa also offers the usual verbal, numerical, and logical psychometric aptitude exams for graduates and job seekers. Among the packages they offer, they have the Kenexa CAT—computer adaptive tests—the Infinity series, BMQ, Prove It series, Career Fit, Culture Fit, Job Fit, and Kenexa KPI’s. Outside of those series, they also have separate verbal, logical, and numerical reasoning assessments and an advanced reasoning test. Some of the tests are timed while others are not. The tests’ difficulties are adjusted, so if you find that the tests are difficult for you even with practice, others likely do as well. The test results are compared against a relevant group of recent graduates’ results, so do not worry too much if the test scores are not as high as expected. There is not necessarily a specific, set score you have to achieve.
What to Expect on the Kenexa Assessments?
The Kenexa psychometric assessments are difficult because the assessment difficulty level can be adjusted to fit whatever job position and job requirements are needed. This means that understanding the tests you will be required to take and practicing for them is essential to success. Job-seekers and graduates asked to take Kenexa tests will want to inquire about which tests they need to take because there is a wide variety of tests offered. The most common Kenexa tests given are discussed below in detail to help with the process of preparation for the online Kenexa pre-employment tests.
Microsoft Office Tests
- Excel Test
The Kenexa Excel test is an entirely interactive online test and simulates the functionality of real Excel software. The test has three difficulty levels and all of them are untimed. The levels are basic, which is for normal users; advanced, which is used for power users and those who will need to use it extensively in their job positions; and a less common difficulty level that combines both the basic and advanced levels.
- Word Test
The Kenexa Word test is also an interactive online test with similar functionality to the real Word program. It has the same difficulty levels as the Excel test, but its problems center entirely around the use of Excel in the workplace.
Kenexa typing test assesses the speed and accuracy of typing in graduates and job seekers taking the psychometric exam. This test is timed and gives test takers three to five minutes to finish. The test is assessed using the candidate’s words per minute and adjusted words per minute score. The test is straightforward and easy to practice for since it is much like most typing tests available online.
Data Entry Test
The data entry test is split into two different assessments. The first is the Data Alpha Numeric, and it tests data entry speed and accuracy with entering letters and numbers. Applicants are assessed according to keystrokes per hour and field accuracy percentage. The second pre-employment test is the Data Entry 10-key Test. This one also tests data entry speed and accuracy, but it only requires applicants to enter numbers, not letters. The Data Entry 10-key Test is also assessed using keystrokes per hour and field accuracy percentage.
The Kenexa accounting assessment is used to prove the knowledge and ability of graduates and job seekers in accounting specific fields. The tests are focused on job-specific requirements and vary in difficulty level depending on the position and job-level applied for. The accounting tests include accounts payable, accounts receivable, bookkeeping, and general accounting tests. Each test consists of around forty multiple choice questions.
The accounts payable test evaluates a candidate’s ability to process invoices, purchasing orders, and checks. The accounts receivable test assesses the job seeker or graduate’s understanding of cash flows, crediting to customer accounts, accounts receivable principles, invoice and billing concepts, collections, journal entries, and applying payments. The bookkeeping test evaluates a candidate’s familiarity with basic accounting concepts and processes as well as their general knowledge of recording common business transactions and other bookkeeping functions. The general accounting tests assess general accounting knowledge and abilities.
Often, candidates for accounting positions are asked to take a combination of these tests along with other general Kenexa assessments in order to prove their knowledge and their suitability for the position.
Personality Assessment (Prove it Kenexa assessments)
The Prove It personality assessment has sixty questions and is untimed. Although it has no time limit, it generally takes fifteen to twenty minutes to complete. The assessment requires the job seeker or graduate to rate statements about work behavior on a five-point scale from strongly agree to strongly disagree. Most of the questions directly relate to work, though a few will be on general personality traits. Some of the assessments have fifteen additional questions on education and work history. If it does include the additional section, the extra section is also untimed.
Numerical Aptitude Test
As with most numerical aptitude assessments, Kenexa’s requires job-seekers and graduates to answer questions regarding information and data. The numerical data is provided in tables, diagrams, and charts. The point of the exam is to determine a candidate’s aptitude for understanding statistical and numerical data via tables and to use that information to make logical deductions. The test usually takes between twenty to thirty-five minutes.
Verbal Aptitude Test
Again, the Kenexa verbal aptitude assessment is like most other similar tests. It assesses the ability of candidates to read and interpret written information. The test taker is presented with passages of information and then asked questions about the information given in the passage. The test is in a multiple-choice format, and candidates are given three choices: true, false, or cannot say. The answers are contained in the text. The time limit depends on the job level, but it typically takes candidates eighteen to twenty-five minutes to complete the test.
Logical Aptitude Test
The logical reasoning test is meant to determine the capability of job seekers and graduates to analyze and draw conclusions with data presented in diagrams. Candidates are required to find missing patterns in sequences based on the provided information. The test is not usually given by itself, so if applicants are asked to take this test, recruiters will usually request that they take it along with the numerical and verbal reasoning assessments.
Situational Judgment Test (SJT)
Like most online situational judgment tests, the Kenexa SJT is meant to determine an applicant’s ability to pick actions that are most appropriate in workplace situations. This allows employers to assess how the various candidates handle situations they may encounter on the job they have applied for. The test presents test takers with problems related to the job they have applied for and gives several possible actions for the situation. The applicant should then rate the various choices from highly undesirable to highly desirable.
Kenexa Infinity Series
This series of psychometric assessments includes a set of numerical and verbal reasoning tests. They are commonly used for selection in the recruitment process for graduates and managers. The tests are focused on graduates and those in managerial positions. The verbal reasoning tests include twenty-four questions, and it has a twenty-minute time limit. Kenexa’s Infinity series verbal reasoning test requires basic English skills. Those who do not speak English as their first language may be a slight disadvantage and may need to practice more to do well. The numerical test has the same time limit but includes only twenty questions. The numerical test involves simple arithmetic, calculations with percentages and ratios, and interpretation of graphs. No two tests will be the same because each question is picked at random from a bank of questions.
The Kenexa BMQ is similar to the Infinity series but is meant for the managerial level. The main difference is that the test questions relate to the duties and requirements of a management role. The tests are fifteen minutes long, and it includes a twenty-minute personality test in addition to the numerical and verbal assessments.
Like the BMQ and Infinity series, the CAT is a series of numerical, logical, and verbal reasoning tests. The difference is that these tests are adaptive and become more difficult as you continue through the tests.
Kenexa Test Tips
- For the numerical assessments, you should know your calculator functions well before going into the test. It will save you time.
- Remember that you can use scratch paper for notes no matter which tests you are taking.
- ‘You cannot say’ and ‘None of these’ are options on the numerical test. If you cannot figure out the answer, these may be the correct choices.
- For the numerical tests, extraneous information is often included to throw you off. Keep track of the information you need to solve the test and ignore the rest.
- If you are doing better with the verbal assessment practice tests, work on your percentages, ratios, and graphical representations of data to improve your score on the numerical test.
- If you are doing better with the numerical assessment practice tests, try reading some complex articles from The Economist or Forbes. Then attempt to summarize the main points of what you read in a few sentences.
- The verbal reasoning assessment may contain double negatives to confuse you, so read carefully.
- The tests are fast paced, so you should practice with practice assessments that have similar time limits.
- For specialized tests, review the common, basic facts surrounding that area of expertise and do some practice with those concepts to brush up on your skills.
Companies That Use Kenexa Assessments
These are some of the many companies that use cut-e tests:
How to Prepare for Kenexa Assessment Test?
The Kenexa assessments are difficult because of the time limits and the questions. Some of the tests are more difficult than others, and as mentioned above, there are some tests that are similar to other assessments available with other assessment companies. The most important part of the preparation for these tests is practice. The specialized tests, particularly, require more practice than usual assessments. To ensure a good score on the various Kenexa assessments you have been asked to take, you should take the proper time to prepare during your pre-employment period. You want to put your best foot forward, and familiarity with the tests and format of the questions will ensure that you can do that. The job-specific tests, in particular, are difficult to pass if you do not know the material and have not practiced, so it is best for you to practice online psychometric aptitude practice tests multiple times before going to the assessment center to take the real test.