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Practice with our K&L Gates PrepPacks™

Our aptitude test PrepPacks™ have been designed to ensure your success during the K&L Gates hiring process. Face every stage in the K&L Gates recruitment process confidently with JobTestPrep.

 

Strengthen Your Skills for the K&L Gates Aptitude Tests

Ace your K&L Gates aptitude tests using JobTestPrep’s highly effective and in-depth practice materials. Access dozens of our practice tests, study guides, score reports and more.

 

What to Expect on K&L Gates’s Interview

When applying for a position with K&L Gates, you may need to participate in several interviews prior to receiving a job offer. The first interview that you encounter may be a screening interview held over the phone. This type of interview is often conducted by a representative from the HR department and will include questions regarding your availability, salary expectations, and previous work experience.

Successfully passing the screening interview should result in you being contacted to take part in a face-to-face interview. A typical face-to-face interview will either be held one-to-one, with a group or panel. The group and panel interviews commonly include members of management for the department you have applied for, as well as HR representatives. Preparing for each type of interview will not only put your mind at ease, you will also be able to answer your interviewers’ questions quickly and efficiently.


How is the Aptitude Test Scored?

The Aptitude Test is a more sophisticated alternative to existing methods of pre-employment assessments and usually administrated together with a phone and face-to-face interview. This test is designed to evaluate job candidates’ various cognitive abilities, ranging from the numerical reasoning to the verbal comprehension. The Situational Judgement Aptitude Test tries to analyze job candidates’ reactions to different situations usually occurring in workplaces. To predict applicants’ future performance at work even more exactly, the Aptitude Test uses a relative scoring method. That is, it is not important how many questions on the test you answered correctly, since your score will be evaluated relatively to the score of other candidates. This comparative method allows employers to choose the best employee from the applicant pool. For job applicants, however, this method carries obvious disadvantages. For even if your score is objectively high, it may still be not good enough, if compared to the higher scores of others. Because of such scoring method, it is of paramount importance to receive the best scores on the Aptitude Test. You can get them only if you practice for your test in advance. Purchase our top-notch resources and pass the Aptitude Test with ease and confidence.

How Is the Verbal Test Scored?

You will not receive a raw score on you Verbal Reasoning Test; that is, your results will not be calculated according to the number of questions you answer correctly on the exam. Your score on the Verbal Reasoning Test is calculated relatively to the scores of other applicants. Such a method of calculation allows employers to choose the best candidates competing for an advertised position. Candidates, however, may be put in a disadvantageous position by this method of scoring. Even those applicants who do well on the Verbal Reasoning Test may be winnowed out, if the majority of their competitors do better than them. A such objectively high percent of right answers as, say, 92 may disqualify you for the position, if most of your competitors get 94% of questions right. With such comparative method of evaluation, it is highly advisable to come to the Verbal Reasoning Test well prepared. Practice with our thoughtfully compiled resources and shoot ahead of other applicants.

What Kinds of Questions Does the Personality Test Contain?

Employers care about a healthy environment in their companies. Therefore, they make an effort to ensure that people whom they hire have pleasant personalities and are easy to get along with. They also want to ensure that their future employees will not work unproductively, willfully destroy the equipment, vent their anger on their coworkers, and harass others. To this end, employers introduced the Personality Test into their pre-employment assessment. Before making a hiring decision, they ask job candidates to answer about 80-120 questions contained in it. These tests are of different formats. You may be required to guess how people feel about a particular situation; or you may need to rank your own reaction to specified statements on the scale from 1 to 10, stating whether you agree or disagree with them and how strongly so. Needless to say, you must answer the test’s questions honestly and without preparation. Still, it is highly advisable to practice before you take your actual Personality Test. Going through a few dry runs with JobTestPrep’s Personality Test will help you create a more impressive personality profile and then make a more favorable impression on your interviewers.

What Does Critical Thinking Have to do with the SJT?

Only a critical thinker can arrive at the right conclusion to devise creative and innovative solutions to company issues. During this test prove to your future employer that you have what it takes to tackle the complications of the position and the company at large. The test will offer both single answers and or you will choose from a range of solutions, which you will have to rate from least to most effective.

What Is The K&L Gates Hiring Process Like?

The K&L Gates hiring process includes a number of interviews and assessment tests which are used to determine and review your specific skills and abilities. If your competencies are a match for K&L Gates’s standards, you are likely to be offered the vacant position.

 

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