International Paper Assessment: Free Guide and Sample Questions

 This page will help you prepare for the International Paper Assessment. It includes a detailed guide, free DDI/Bennet sample questions, and an interview prep.

What is the International Paper Assessment?

The International Paper maintenance test is a Pre-employment screening test that checks applicants' adaptive reasoning skills, mechanical knowledge, personality, and decision making.

The International Paper Company is one of the largest pulp and paper companies in the world.

Among the positions they may be seeking are Maintenance Mechanic, Customer Service Representative, Site Manager, Electrical Specialist, Mechanical Packaging Service Technician, etc.,

Each position has its own combination of tests, and it's best to ask the HR manager which tests you need to pass.

International Paper Test Sample Questions

DDI ART Practice Question

DDI ART Question

Choose the image that completes the pattern

Correct Answer
Incorrect Answer

The correct answer is A.

Each arrow begins exactly where the last arrow was pointing at.

You should inspect the third arrowhead to find out where the fourth arrow should begin.

Then you should look at the fifth arrow’s tail to find out where the fourth arrow head should be located.

Bennett Mechanical Practice Question


Which rope will hold the weight on its own?

1. A
2. B
3. C
Correct Answer
Incorrect Answer

The right part of the parallel rod's weight is pulling the axis down and lifting the opposite side up.

For the rope to hold the weight, it must exert the same force in the opposite direction (if on the same side of the pivot as the force) or same direction (on the other side of the pivot).

Since a rope can only exert tension, not compression, the only rope that can do so is rope B.

That can be exemplified in the image below, depicting the force components acting on the ropes (color) under the weight (black):

Bennet solution

Note: The horizontal component of the force is irrelevant to the question and is shown for clarification only.

Situational Judgment Managerial Practice Question

Recently you received complaints from customers regarding long waiting for service. You decide to bring up this subject at this week’s supervisors' meeting and ask for your team supervisors' input on the subject. You want to start a creative brainstorming session.

How would you organize the discussion?

A. Introduce the problem and say your opinion to start the discussion.
B. Keep the conversation relevant and productive by asking specific questions and keeping the team supervisors’ responses short.
C. Allow an open discussion, and then ask each team supervisor to input his/her opinion.
D. Allow the discussion to be completely open, letting everyone participate as much as they want.
Correct Answer
Incorrect Answer

Core competency: Effective communication
Secondary competencies: Decision making, team building

This is a question about your methods of leading discussions. Notice that the goal is to create a specific kind of discussion – creative brainstorming.

The optional responses could be appropriate in creating different types of discussions, but here you are aiming for this specific kind.

Starting the discussion with your opinion (response A) may start the conversation but it could also influence the opinion of your team supervisors.

You are in a different position than they are, and they might be influenced by your opinion, consciously or not.

When trying to establish a creative discussion, you should aim for an open conversation in which creativity can thrive.

When you keep your team supervisors' responses short (response B), you don’t allow them to be creative and the ideas you will receive will be less innovative.

This response shows ineffective communication.

Response C combines the effectiveness of responses B and D: you allow an open discussion that allows creative thoughts to flow, and you make sure that eventually, you get input from all members.

This is important, as open conversations, creative as they may be, tend sometimes to be led by dominant individuals, while more quiet individuals may not speak up.

However, their input could be valuable (decision making, effective communication).

Moreover, by making sure that you’ve heard everyone you send out a message that their opinion matters. This act also enhances team building.

In response D you allow an open discussion to take place, thus allowing creativity and teamwork (team building).

As mentioned above, the only flaw in this strategy is that some voices may remain unheard.

Not applying for a managerial position?
 Don’t worry; JobTestPrep’s PrepPack includes SJT questions for administrative, customer service, and sales roles.

SJT Scoring Method

Situational Judgment Tests (SJTs) are different than a standard knowledge tests because the answer is in the eyes of the tester.

This means there are a variety of ways by which to answer SJT questions and to judge the answers.

For instance, a test taker can either pick the best or worst options or rate a list of options according to their perceived effectiveness on the outcome.

Grading the answers could be based on one individual answer or on a consensus, meaning that test takers may be judged as a group.

Solving SJT Questions with The STAR Method

The acronym “STAR” stands for four concepts: Situation, Task, Action, and Results. Each of these four concepts signifies steps applicants can take when responding to interviewers’ behavioral and situational questions.

Following these steps will enable job candidates to answer these questions fully and clearly.

  • Situation – At this stage, you need to describe a problematic situation that you encountered in your previous workplace and which you had to set right.
  • Task – At this point of your narrative, you need to describe what responsibilities you had in this situation or what tasks you set for yourself to get out of the difficult situation.
  • Action – Here, you need to describe what actions you took to resolve the situation and what actions you also contemplated taking but did not because they seemed to you ineffective. It is important to emphasize here what you did and why you discarded less helpful alternatives.
  • Result – At the final stage of your answer, elaborate on the outcome of your actions. Tell also what you learned from your experience and how your achievement made you feel.

Personality Test Question Types

There are several types of questions asked on the Personality Test. You may be shown pictures of people and asked to predict what emotional reaction they will exhibit in certain circumstances.

You may also be required to rank your own attitude toward certain situations or statements on a scale from 1 to 5, saying whether you agree or disagree with them and how strongly.

The following is an example of a personality type question:


personality example question

International Paper Interview Process

The initial International Paper interview will usually start with you being asked to introduce yourself while answering occurring questions.

Afterward, you will delve into the job responsibilities and your compatibility for the position – relevant job experience, courses of action you would take, possible challenges you foresee facing, and how you can contribute to International Paper’s success.

Lastly, you might be asked to state your salary expectations and when you can start. If you pass, there might be additional interviews ahead.

Relevant Links

JobTestPrep is a leading test prep company that offers accurate practice simulations for hundreds of pre-employment tests. Since 1992, it has helped 1M+ candidates. If you have any additional questions about the International Paper assessments, feel free to send us an email, we usually reply within 24 hours.



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