The honest answer is that it depends on who is hiring, for what role, and compared with whom. Here is how to think about a score without relying on invented thresholds.
No pass mark applies to every psychometric test. A good score is one that meets the employer's own bar for the role, measured against a specific comparison group. Employers rarely publish their cut-offs, so ignore any website that quotes a universal one.
Because of these four moving parts, the same result can pass in one process and miss in another.
Publisher material is cautious about thresholds. Criteria's CCAT Score Report Guide shows suggested raw score ranges for job families and, in its sample, a band labelled Management that runs from 20 to 50 out of 50. The guide presents these as suggested ranges that an employer can select for comparison. They are not a promise that a given raw score passes anywhere. The same guide states that the average raw score in the CCAT norm sample is 24.
Help pages from other platforms describe scores on a 1 to 10 sten scale, where 5 to 6 is typical and most people land there. Those pages stop short of naming a pass mark.
| Situation | How a good score may be judged |
|---|---|
| High-volume graduate scheme | Often a ranking among many applicants, so a strong relative score matters most |
| Specialist or technical role | The bar may be set higher on the relevant ability, such as numerical |
| Small team hiring one person | The test may be one input, read alongside interview and experience |
| Online test used before an assessment centre | The score may decide who is invited, with the cut-off hidden from candidates |
Practice results are only rough indicators, but they can still guide your effort. Track three things over several sessions rather than reading one number in isolation.
Compare like with like. A free practice set of 10 questions, such as the ones on this site, is useful for spotting weak areas, but it has no norm group and does not predict a percentile. Practice material from different sources also varies in difficulty.
ReasonEra can help you improve the thing you control, which is understanding why answers are right. Upload a practice question screenshot and pick Tutor Explanation for step-by-step reasoning, or Quick Verify to check an answer. It is meant for practice with abstract, numerical, verbal, logical, spatial and similar reasoning items. You start with 3 free trials; the 14-Day Pass costs 49 € if you want unlimited use for 14 days. ReasonEra does not tell you what a good score is for a particular employer, and it cannot predict a real percentile.
Assessment stages vary by role, country and intake, so treat the invitation you receive as the authority.
Use ReasonEra to build the skill, but a real assessment usually comes with its own conditions on outside help, so check the instructions before you rely on any tool.
It is a score that meets the employer's own bar for the role relative to a comparison group. No universal threshold exists.
SHL does not publish one, and each employer sets its own cut-off. Ask your recruiter if the invitation does not explain how results are used.
A percentile of 50 is the middle of the norm group, which may or may not be enough depending on the employer. Some roles expect more, and others use the test only as one input.
No, cut-offs are set by each employer and can differ by role, country and hiring round. Employers also tend to keep them private.
Only if they use the same scale and a similar norm group. Raw scores from different tests are not directly comparable.
Bring a question from your practice material and see the answer and the rule. You have three free trials to judge it.
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Notes. Public pages are the only basis for the facts stated here, which are linked above. Names of employers and tests are used only to describe the assessments candidates may meet.