SHL tests are increasingly used in food & drink manufacturing recruitment, from production supervisors and engineers to quality, technical and operations roles
Why manufacturers use SHL:
To screen large applicant pools quickly and consistently
To add objective data on cognitive ability, reasoning and work style
To reduce bias by using standardised, validated assessments
To predict on?the?job performance beyond what a CV or interview shows
If you’re applying for roles in food & drink manufacturing, from production operatives and team leaders to engineers, quality technicians and operations managers, you may be asked to complete an SHL (or similar) assessment as part of the recruitment process.
This guide explains what SHL tests are, why manufacturers use them, and how you can prepare effectively, with links to free and paid practice resources.
SHL is one of the most widely used providers of pre?employment assessments. Their tests typically fall into two main categories:
Cognitive/aptitude tests – often called SHL Verify or Verify G+, covering numerical, verbal and logical/inductive reasoning.
Personality/work?style questionnaires – most commonly the SHL OPQ (Occupational Personality Questionnaire), which looks at how you prefer to work, communicate and make decisions.
Manufacturers use these to:
Screen large applicant pools consistently
Add objective data beyond CVs and interviews
Assess potential for roles that require problem?solving, numeracy, safety awareness and teamwork
Typical formats you might see:
Numerical reasoning – interpreting charts, tables and basic calculations (percentages, ratios, rates).
Verbal reasoning – reading short passages and deciding if statements are True, False or Cannot Say based only on the text.
Inductive/logical reasoning – spotting patterns in shapes or sequences.
Verify G+ (General Ability) – a mixed test with numerical, inductive and deductive questions, often around 30 questions in 36 minutes.
Key points:
Tests are timed – often around 1 minute per question.
You usually can’t go back once you’ve confirmed an answer.
Scores are compared to a norm group (other candidates or employees in similar roles).
The OPQ is not a pass/fail test. It measures work?related preferences across traits such as:
Influencing others, working with people
Analysing information, attention to detail
Taking initiative, coping with pressure
Following rules, planning and organisinggraduatesfirst+4
Common formats:
Forced?choice triads – you rank three statements as “Most like me”, “Middle” and “Least like me”.
Some versions are untimed, but long questionnaires (e.g. 76–104 items) still require focus.
Employers use OPQ results to:
Understand your likely work style
Check fit with the role and team
Look for consistency between your profile and the job’s key behaviours
Ask the recruiter or check the invitation email for:
Test name (e.g. SHL Verify G+, SHL Numerical, SHL OPQ32)
Approximate length and time limit
Whether a calculator is allowed
Knowing the format reduces surprises and anxiety.
Focus on the exact formats you’ll face:
Numerical: percentages, ratios, unit conversions, rate problems.
Verbal: practise “True / False / Cannot Say” logic – answer only from the passage.
Logical: look for rules in order (count → position → rotation → colour/shape).
Use timed practice so you get used to working under pressure.
For cognitive tests:
Start with a quick diagnostic – one short practice set per skill to spot weak areas.
Bank easy marks first – skip and return if the platform allows.
Simulate the real thing – do two short tests back?to?back to practise switching focus.
For OPQ:
Read the job description and note 3–5 key behaviours (e.g. “collaborative”, “analytical”, “resilient under pressure”).
Reflect on your real work behaviour – think about how you usually act in a work or study?team context, not how you wish you were.
Be consistent – the test is designed to detect contradictions and “gaming”.
On test day:
Use a quiet space with reliable internet and a laptop/desktop.
Turn off notifications and close other tabs/apps.
Have water nearby; if allowed, use a simple calculator you know well.
Use these to familiarise yourself with format and timing. Treat them as practice, not official scores.
SHL candidate resources – SHL’s own site often includes practice links and candidate guides for Verify and OPQ. Search “SHL candidate practice tests” on shl.com.
JobTestPrep – Free SHL practice test
https://www.jobtestprep.co.uk/free-shl-test-practice
Realistic SHL?style questions with answers and explanations.
GraduatesFirst – SHL practice guides
https://www.graduatesfirst.com/aptitude-tests-publishers/shl
Overviews of SHL tests plus example questions and tips.
GraduatesFirst – SHL OPQ guide
https://www.graduatesfirst.com/employer-tests/shl-occupational-personality-questionnaire-opq
Explanation of OPQ format, traits and preparation strategies.
PrepClubs – SHL Verify G+ format & cutoffs
https://prepclubs.com/blog/shl-general-ability-test-format-and-cutoffs
Clear breakdown of Verify G+ structure and score bands.
PrepClubs – SHL OPQ explained
https://prepclubs.com/blog/shl-opq-occupational-personality-questionnaire-explained
How OPQ maps to roles and how to answer without flattening your profile.
Reasonera – SHL Verify G+ practice
https://www.reasonera.com/tests/shl-general-assessment.html
Practice questions reflecting SHL’s general ability format.
PersonaPrep – OPQ32 guide & practice
https://personaprep.online/guides/en/opq32-preparation
Forced?choice format explained with strategies for consistency.
CareerTestPrep – Free OPQ32 practice
https://www.careertestprep.com/opq32
76?question forced?choice practice to learn the interface.
Intervyo – SHL Verify & OPQ guide (UK/US)
https://www.useintervyo.com/assessments/shl
Practical tips on timing, verbal “Cannot Say” rule and OPQ consistency.
If you want larger question banks and more detailed feedback, sites like JobTestPrep, GraduatesFirst, PrepClubs and PersonaPrep offer paid packages with full?length SHL?style tests and explanations.
Link your preparation to the role. For production, engineering or quality roles, emphasise numeracy, attention to detail, safety mindset and teamwork in both your test approach and any follow?up interviews.
Don’t over?tailor OPQ answers. Trying to look like a “perfect” candidate often creates inconsistency flags. Aim for an honest, work?focused profile that matches the real job.
Use SHL as one data point, not your whole story. Strong practical experience, references and examples from the factory floor still matter hugely in this sector.
