Practice the Indeed Assessments Test to Showcase Your Skills

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The Indeed Skills Tests are commonly employed to present skills on your Indeed account or as part of the application process for various positions.

Undergoing these tests will give your profile a higher priority on Indeed, which means more potential employers will see it- thus increasing your chances of landing your dream job!

On this page, you will find vital information about Indeed Tests, what to expect and how any job seeker cam make the most out of them.

To learn more about any specific prep for your Indeed assessment, select the relevant test below:

Indeed Customer Situations Assessment – Learn how to pass this tricky assessment with guided answers based on the type of behaviors expected of successful customer service representatives.

Indeed Mechanical Knowledge Assessment – Sharpen your mechanical understanding and practice multiple choice questions on mechanical knowledge, simulating the mechanical/advanced mechanical test questions.

Indeed Accounting Assessment - Practice and improve your knowledge in accounting. The prep also includes Excel, Bookkeeping, and Situational Judgment questions.

Indeed Typing Test- Improve your typing speed by practicing timed typing tests, and ensure you meet the required WPM (words per minute) score for a job offer.

If your assessment is not on this list or if you have any questions about your upcoming test, please send us an email, and we'll get back to you within 24 hours.

David, Pre-Employment Tests Expert at JobTestPrep
Have a question? Contact me at:

ask_the_team@jobtestprep.com

Indeed tests are a group of over 150 short tests that allow you to demonstrate specific skills on the job posting site Indeed. These skill-based tests may be taken either at the behest of a potential employer, or just to showcase specific skills on your profile. There is a huge variety of indeed skills tests, including Customer Focus & Orientation, Working with MS Word Documents, Phone Interview, various cognitive skills, mechanical skills, or basically anything an employer would want their employees to be skilled/talented at.

As mentioned, if you have a high score in a skill that certain employers desire in their workers, your profile will appear higher on their searches for job candidates, which means you should take your test after preparing adequately!

Indeed assessment results help employers filter applicants for interviews (similar to the hiring process at Amazon). Some employers compare test results to those of high-performing employees at the company, while others just require a minimum passing score. However, the higher your score, the greater your chances of advancing to the next stage of the hiring process after you demonstrate specific skills they prioritize.

For those using the tests on their profiles, Indeed’s algorithm pushes profiles with the highest scores to the top of the search engine. This means that recruiters will see your profile before others. In turn, you will get better job opportunities quicker.

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Indeed Skill Test Sample Questions

Sample Question 1 - Mechanical Aptitude

In which direction will the baton go if the runner hits the hurdle? (If neither, mark C.)

View Explanation

The correct answer is A.

If the runner hits the hurdle and stops, he will be decelerating. Therefore, the baton will accelerate in the opposite direction, meaning forwards. That happens when an object is located in an accelerating system, in the same way, you feel yourself pulled backwards when the car is speeding up or forwards when it is braking.

The physical principle behind the question is this: When an object is located within an accelerating system (another object that accelerates or decelerates), the force on the inner object will be in the direction opposite to the system’s acceleration.

Learn more about Mechanical Aptitude Tests

Sample Question 2 - Leadership

You are managing a department that includes 2 small teams of 3 people, each of which has a supervisor. One of the teams schedules a meeting with you, in which the team members complain that their supervisor has inconsistent responses to their work. They are unsure about how they are expected to work, and feel criticized for unclear reasons. They have tried to discuss the issue with their supervisor in the past, but feel that nothing has changed. They feel uncomfortable to talk to him again about the situation, and ask for your help.

How would you respond to their request?

A. Tell them that you are sorry that they feel this way, but they should speak directly to their supervisor about this.

B. Ask the team how they think their supervisor can improve. Encourage an open discussion to raise ideas that can help him improve, and then present them to him in a one-on-one meeting.

C. Send him to a supervisor training course without telling him your reasons.

D. Speak openly to the supervisor, that you have received a complaint about his methods and suggest that he pays more attention to his responses to his team.

E. Talk to the supervisor. Ask how he feels about his relationship with his team members and suggest ways to improve his communication with them.

View Explanation

Best response: E

Core competency: encouraging employees’ development
Secondary competencies: effective communication, supervising and monitoring performance, responsibility for subordinates

In this question, you are facing a conflict between the need to maintain the chain of command and your responsibility for your subordinates. In this case, your subordinates are the supervisor and his employees.

In response A you turn down the employees and choose to maintain the chain of command. In this particular situation, this response is not preferred as the employees tell you that they have tried to talk to their supervisor. Indeed, you can ask them to try again to discuss the situation with the supervisor before turning to you, but this is not what the answer choice says – in this response, you simply send them back without any solution.

Response B gives too much power to the team. While you may decide to hear their complaints, they shouldn’t be in the same position as you are. Discussing ways for the supervisor to improve with the team without giving the supervisor a chance to be heard is leaving him out of the loop, and ignoring the chain of command.

Sending the supervisor to a course (response C) is not direct enough. Being sent to a course doesn’t send out a clear message that there is a problem, and even if the supervisor does understand that there is a problem, he won’t know what exactly it is. The supervisor is not informed that there is a problem and is unlikely to correct it (two competencies are lacking here: supervising performance and effective communication).

Response D is direct and open. This could have been a great response, but there are two things missing: asking the supervisor about his point of view, and suggesting or discussing ways for improvement (effective communication, encouraging development). As it is, this response leaves the supervisor with the complaint and without any clear options for change.

Response E is the only one which includes all of these factors: hearing the employees and the supervisor (responsibility for subordinates) speaking directly to the supervisor about the problem (effective communication), and suggesting ways to improve (encouraging development, supervising performance).

Learn more about Leadership Assessments

Sample Question 3 - Attention to Detail

Choose the image that completes the pattern:

View Explanation

The correct answer is:

In this question, you can look at each frame as being composed of four little squares, each containing one black rectangle and one white rectangle. In each step, two black rectangles switch places with two white rectangles. In the first step, the black rectangles in the two bottom squares switch places with the white rectangles. In the second step, the black rectangles in the two left squares switch places with the white rectangles. This progression continues in a clockwise direction. Thus, in the fourth step, the two black rectangles in the right squares switch places with the two white rectangles.

Taking the Indeed Assessments will increase the amount of job opportunities you encounter. Get a preparation pack for any hiring process to increase your chances of landing that dream job! Here are some more excellent PrepPacks you might be interested in:

If you wish to take Indeed assessments independently and display the scores on your profile, go to the “skills tests” on your profile and select tests that evaluate skills listed in the job description in question. This is similar to how assessments like CritiCall are divided into different modules.

Every Indeed assessment you take, including the ones required when submitting a job application, should appear on your Indeed account under “certifications and license” once you log in. Out of those, you can choose which assessment will be displayed for employers. This is what it looks like:

*Source - Indeed Official Site

Note: this possibility exists only for applicants located in the U.S.

Once you take an Indeed Test, you cannot retake it for at least six months unless the same test is requested for a job application. So, it is highly recommended to take Indeed Tests only when you feel well prepared.

Indeed tests have several score categories. The Indeed Assessment score levels from high to low are: Expert, Highly Proficient, Proficient, Familiar, and Completed. The scores of assessments you have started without completing will be marked as N/A. The “completed” score is the lowest, meaning you failed the assessment. The next score, “familiar”, means you show some understanding but are still not proficient in the skills. To show you are skillful and competent in the evaluated skill, you should only display a “proficient” score.

For more scoring methods, you can observe our ASVAB Scores guide.

The best way to ensure you get a proficient-expert score on an Indeed assessment is by practicing similar questions on pre-exams.

Our team of experts has developed practice tests for the Indeed Customer Situations Assessment, Mechanical Knowledge Assessment, and Typing Test. Designed to improve the skills required to succeed on each test, you will find questions mirroring the ones you’ll see on the real exam.

We are currently developing several more practice tests for common Indeed Assessments, including: The Indeed Excel Test, Attention to detail test, and sales skills assessment.

If you are interested in preparing for another assessment, or if you have any questions about your upcoming test, please send us an email, and we'll get back to you within 24 hours.

Some hiring managers send out an automated Indeed phone interview, which can be completed via computer or mobile. In this interview, candidates are asked several pre-recorded questions and are required to record a 2-minutes-long answer for each of the questions.

Indeed tests cover a wide array of skills employers would find useful. Here are some useful pages covering those skills for various large companies/test providers in the US:

Pearson DAT | Credit Suisse Assessment | Raven Matrices Test | Blackstone Group Tests | EEI Tests

Depending on the company and the position applied for, the hiring process may include completing personality questionnaires. These assess the level of compatibility between candidates' traits and characteristics, and the requirements of the position. Below is a list of free personality test samples to get acquainted with these types of tests:

Free Caliper Test Sample

Free Hogan Assessment Questions

Free PI Behavioral Test

Free Korn Ferry Assessment Questions

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Practice the Indeed Assessments Test to Showcase Your Skills

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