CBRE Aptitude Test Practice
The CBRE Aptitude Test is your main challenge on the way to a rewarding career with CBRE, America's leading commercial real estate company. Although different positions may require a different CBRE test and different prep, you can be sure that thorough preparation is your best course of action to maximize your chances of getting a good score and landing the job.
Below is a list of all the preparation packs we at JobTestPrep have created for the various types of the CBRE Aptitude Test, each specifically made to suit your prep needs:
JobTestPrep has been providing accurate preparation for candidates for over 30 years. You can trust our expertise and experience to help you pass your CBRE Test with flying colors!
For any questions, please don't hesitate to contact us at ask_the_team@jobtestprep.com
CBRE Group, Inc. (NYSE:CBRE) is headquartered in Los Angeles and is the largest commercial real estate investment and services firm in the U.S.A. They have over 80,000 employees and serve investors through about 450 offices worldwide. CBRE empowers their employees with challenges which help them grow and work professionally in the real estate world with a supportive team.
Whether applicants are working professionals, members of the military or a recently graduated college student, CBRE real estate provides a variety of career opportunities for all.
Here is a rundown of how the CBRE hiring process works:
Application: You can apply directly online through CBRE’s Talent Network website, where you simply follow the instructions to fill out the form, upload your resume, and complete the application process accordingly. Another method can be done by emailing them directly or going through an employee referral.
Telephone Interview: When applicants have completed the first step of the hiring process, they may be contacted by a team member of the CBRE hiring team to conduct a phone interview (Video interviews may also be held). Interview questions give applicants the ability to show off their personality, skills, and previous work experience, so make sure you prepare for this stage well!
Interview: There are several different methods through which an in-person interview can be held, leading to different types of interview questions and differing interview formats too, depending on the position. Interviews can be tricky, but with proper preparation they don't have to be. Click here for our interview prep page.
Tests: Candidates will normally be invited to a CBRE test which can vary depending on the position and may be given online or as a written test. Check out the sample questions below to get an idea of what some of the CBRE aptitude test types look like.
Read the text and answer the following questions:
Approximately 3 percent of the population say they have had a near-death experience—a sense of being dead or leaving one's body. Near-death experiences are reported across cultures, with written records of them dating back to ancient Greece. Not all of these experiences actually coincide with brushes with death—one study of 58 such patients found 30 were not actually in danger of dying, although most of them thought they were. Out-of-body experiences are also now known to be common during interrupted sleep patterns that immediately precede sleeping or waking. For instance, sleep paralysis, or the experience of feeling paralyzed while still aware of the outside world, is reported in up to 40 percent of all people and is linked with vivid dreamlike hallucinations that can result in the sensation of floating above one's body. Research found that out-of-body experiences can be artificially triggered by stimulating the right temporoparietal junction in the brain, suggesting that confusion regarding sensory information can radically alter how one experiences one's body.
Near-death experience is only one type of out-of-body experience.
In the distant past, scientific explanations of the near-death experience did not exist.
A star explodes in space, close to earth. Can the explosion be seen and heard on earth?
GENERATION WITHOUT FRONTIERS
The current generation of young Europeans is the first to have grown up in a largely borderless and peaceful Europe, with all that implies in terms of mobility, multilingualism, and new cultural and economic opportunities. Whereas their parents and grandparents defined themselves along national lines, many young people today have added a European dimension to that description.
The EU’s Youth in Action programme aims to inspire a sense of active European citizenship, solidarity and tolerance, as there is still a certain measure of political disengagement among young Europeans. The programme promotes non-formal learning and intercultural dialogue among European youth, as well as the inclusion of all young people, particularly those from less-privileged backgrounds. Its main goal is to bring young Europeans closer to the EU decision-shaping process by backing activities that encourage a sense of active European citizenship amongst them. Another important goal is promoting mutual understanding, by giving young people from different countries the opportunity to meet and learn from one another through intercultural youth exchanges. In addition, The Youth in Action programme encourages young people’s mobility within and beyond the EU borders, thus giving them the opportunity to expand their horizons and gain valuable life and work experiences.
Which ONE of the following is an assumption made by the Youth in Action programme?
Psychometric exams consist of several aptitude tests which may be given online beforehand or on-site. Such tests include the Kenexa tests, which are an IBM company provided exams, evaluating test-takers’ cognitive abilities and technical skills. Kenexa offers talent management results for many different organizations, assessing candidates’ compatibility for many positions. Kenexa offers three reasoning tests which assess mathematical, verbal, and logical skills. Kenexa personality and behavioral exams give recruiters an idea of candidate's temperament. The Kenexa numerical reasoning test measures how well one interprets numerical data and comprehends profit margins. The verbal reasoning test displays how candidates communicate, and the logical reasoning test shows their ability to make accurate conclusions by using the information provided in a sequence.
For technical positions, you may be required to take a Ramsay Test - a Ramsay Maintenance Test for maintenance positions, and the Ramsay Electrical Test for electrical ones. Other employers' tests are also based on Ramsay tests, such as the Amazon Ramsay Test or the Walmart Maintenance Test.
The Prove It Excel Power User Test allows employers to assess one’s Microsoft Excel skills, to determine whether they are qualified for the presented position. Kenexa’s behavioral and personality tests take applicants’ past actions into account to predict whether they are able to meet the demands of the career. Tests are given for various roles, such as managerial and professional positions. Statements are given which portray a challenging situation and candidates’ responses are assessed accordingly.
Aptitude tests use a relative scoring method which doesn’t focus on the number of questions on a test answered correctly. They use a comparative method which assesses each applicant’s score to their opponents. If one’s score is generally high, they may still not have done as well as other candidates and may still not be hired.
Every interview should be viewed as an opportunity to showcase your strengths, expectations, and skills. You can learn more about the company and position through the interview questions you are asked, as well as discern what employers are looking for when preparing for following stages.
| CBRE Group Subsidiaries | |||
|---|---|---|---|
| Trammell Crow Company | Relam Amsterdam Holdings B.V. | CB Richard Ellis, Inc. | VALTEQ Gesellschaft mbH |
| Geico Lender S.p.A | RT Lakeside LLC | Floored Inc. | CAC Group, Inc. |
