Learn everything you can about DHL aptitude tests and interviews to prepare for the hiring process. JobTestPrep’s comprehensive PrepPacks™ can help you become familiar with the tests so that you get the job.
Reasoning tests are used to measure a number of different skills. By studying and becoming familiar with the types of questions you will find on the exam will allow you to go to the exam feeling confident. Reasoning tests can be anything test anything from mathematical skills to verbal skills. These tests are used to see your skills in those topics.
English language or English skills tests are used to assess candidates for jobs where a good grasp of both written and spoken English is necessary. These assessments can cover general language skills but can also be focused to a certain field, such as technical or medical roles where specific vocabulary is necessary.
Typing tests are typically given out to candidates during the pre-employment process as this is a way for employers to distinguish between qualified and unqualified candidates. Different professions require different typing skills. Some jobs are more concerned with overall speed while others focus on accuracy, and some jobs require both categories to be near perfect.
The Caliper Test is used to measure and report on how an applicant's traits relate to job performance. It is not a pass/fail test. The Caliper Profile gathers information about an individual’s natural strengths, motivators, and potential to succeed in a particular role.
Situational judgement tests (SJTs) are a popular psychological tool used by assessment companies, employers, and organizations to evaluate applicants' behavioral and cognitive abilities when introduced with hypothetical, daily work-related situations. SJTs do not consist of one uniform format and do not focus on strict criteria, but rather they serve as a tailored evaluation tool for a variety of positions and business sectors. Therefore, different companies and diverse positions within an organization require different questions and formats.
If you create a lasting, favorable impression on the phone interview and score high on your pre-employment tests, you will be invited for a face-to-face interview, where you will have an opportunity to strengthen the good impression that you made on your recruiters, when talking to them on the phone and doing well on your tests. On the in-person interview, you will be asked competency-based questions. There may also be situational questions. The purpose of situational questions is to ascertain if you can cope with demanding, difficult situations and resolve them most productively. To answer situational questions well, go to our explanation of the STAR questions format. The Situation, Task, Action, and Result (STAR) format requires to construct your answer to situational questions according to the Star technique’s four constituents. First, think of a working situation that appeared challenging to you and that you had to resolve. Then, talk about a task that you had to find a remedy for the problem. After this, elaborate on the actions you took and alternative actions that you did not take, because they seemed to you less effective. In the end, discuss what resulted from your actions. These steps will help your recruiters understand how you act in difficult situations and how you reason to resolve them. Provided you answered the interviewers’ questions well, you may have yet another interview with the DHL’s higher managers, who will consider whether to give you a job offer.
DHL uses aptitude tests to measure and understand your workplace competencies and capabilities. These tests are often scored by taking your score and comparing it to that of other candidates, then comparing all scores to the benchmark score.
Mathematical tests are designed to look at your skills and abilities including basic math or computations skills, percentages, ratios, analyzing graphs, and other numerical data.
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