While aptitude tests are prevalent among most (if not all) major employers, the consulting industry is currently setting a standard in innovative, unique aptitude tests.
In this article, we will begin by explaining what aptitude tests are and why they are used and continue by describing the aptitude tests of six highly lucrative consulting firms.
Note: Some employers use more than one assessment for a given position. Bear in mind that these assessments vary between positions and locations. You should always do due diligence in checking which test you are about to take.
‘Aptitude tests’ is a very broad definition for tests designed to assess your ability to perform certain tasks. Therefore, aptitude tests assess a virtually infinite variety of abilities – ranging from basic math to computer programming.
Yet in the job market, aptitude tests mostly assess cognitive skills – a collection of core functions the brain uses to store and process information.
Cognitive skills, in turn, are vicariously assessed by a series of practical tests and these are what most people mean when they use the term “aptitude tests”.
Cognitive skills measured by aptitude tests have a very strong correlation with an individual’s ability to solve problems, process information, and generally perform all sorts of mental tasks required in modern industries.
Yet it’s not all about skills – aptitude tests form a sort of automated screening method which allows employers to narrow down the candidate pool quickly and efficiently. Usually, around 80% of the lowest-scoring candidates will be eliminated at this online assessment stage.
Sad, but true: The enormous demand for jobs, combined with the simplicity of applying to multiple jobs through the internet, has made this automated step essential for the hiring process of nearly all major employers.
And the highly competitive consulting industry is no exception.
In nearly all cases, aptitude tests for the consulting industry are not conducted by the employers, rather by companies referred to as test providers. Each employer chooses its own preferred test provider, based on a variety of factors.
Below are the most popular aptitude tests used by six of the largest employers in consulting:
Boston Consulting Group uses a popular gamified test known as the BCG Pymetrics Games. To be exact, Pymetrics Games are not aptitude tests, but cognitive and behavioral assessments. The test is actually a series of 12 simple psychological games, analyzing 91 personality traits such as generosity, effort, attention, or risk tolerance.
While a common misconception presents Pymetrics as a harmless game that you cannot and should not prepare to, that couldn’t be farther from the truth. Your behavior is constantly monitored, and by understanding the way these tests work, you absolutely can prepare for them and top your competitors.
Besides Pymetrics, BCG also uses further screening tests like Consulting Career Assessment (CCA) and BCG Online Case, commonly known as Casey.
👉 Check out the Ultimate Guide for Pymetrics for a detailed description and accurate practice simulations of the Pymetrics Games.
McKinsey uses one of the most unique and elaborate aptitude tests in the industry, known as the McKinsey Problem Solving Game (PSG), or Imbellus.
This McKinsey Solve test is, in fact, a game (or rather, a collection of mini-games), replacing the company’s older PST (Problem Solving Test), and evaluating critical thinking, decision-making, situational awareness, and more.
Get a complete overview of the McKinsey PSG, including screenshots, preparation tips, and access to an interactive simulation of the assessment.
👉 To prepare optimally for the McKinsey Problem Solving Game, check out the McKinsey Solve Game Simulation Package by our coach Francesco.
Unlike the other two companies of the "Big Three," Bain & Company uses a varied assessment strategy that is not standardized globally. The common tests in different parts include:
Make sure to check with local recruiters to see which assessment (if any) is applicable in your case.
Being the largest of the Big 4 and employing over 470,000 people globally, Deloitte conducts a large variety of tests to its candidates.
The most popular of which, however, is the Deloitte Online Immersive Assessment, tailored and administered specifically for Deloitte by test provider Cappfinity.
This multiple question across five sections test is a simulation of an ongoing project in Deloitte, based on which you are required to answer cognitive, situational judgment, and personality profiling questions. To solve these questions, you will be constantly going through various info sources, including videos, data charts, and voice messages from your superiors.
KPMG has moved away from Pymetrics in major regions. For UK and EU candidates, the process now centers on immersive Job Simulations or work-like scenarios that blend situational judgment with data analysis. Other major markets, like the US office, still utilize targeted aptitude tests and on-demand video interviews.
👉 Check out the Ultimate Guide for Pymetrics for a detailed description and accurate practice simulations of the Pymetrics Games.
PwC uses several aptitude tests, which often vary based on both position and location. Some of the popular tests the company uses are:
Most of the major consulting firms use some form of aptitude test or game-based assessments in their hiring process. Science shows that the most effective preparation for a cognitive task is achieved by simulating the actual task as closely as possible.
Therefore, to pass the assessment, beat your competitors, and get a job in consulting, you must be fully prepared for the exact assessment you are about to take. So, your research, find out your test, and prepare accordingly.
Aptitude tests in consulting are a major part of the recruitment process at nearly all major consulting firms. You’ll typically receive an email to complete the tests after a recruiter screens your application. With some employers you can get traditional numerical and verbal reasoning tests, but most consulting firms are moving toward game-based assessments. These gamified tests are neuroscience-backed simulations that track areas like risk tolerance, attention span, and logical reasoning over results.
Top consulting firms use online aptitude tests and gamified assessments because the cognitive skills they measure strongly correlate with on‑the‑job performance in consultancy. Perhaps most importantly, the tests act as an automated screening tool that help eliminate a good number of candidates during the online assessment stage.
So, don’t take them lightly if you want to pass the screening stage and move on to interviews. The major tip for doing well on these consulting aptitude tests and game based assessments is to know the one your target firm uses. Then practice with as many similar online tests as possible.
It depends on the firm. For Bain’s SOVA assessment, calculators are generally permitted.
It is rare. These tests are used as a filter to manage high application volumes before any human reviews your CV.
The PST was a math-heavy paper exam or a traditional multiple-choice test assessing speed and accuracy. McKinsey Solve uses interactive digital simulations to evaluate thought processes.
No. These are game-based but not video games. They evaluate systems thinking and your ability to plan a strategy. Each module includes an untimed tutorial to ensure no candidate is at a disadvantage due to lack of gaming history.
MBB and Big 4 firms use these assessments to assess cognitive skills like numerical, verbal, and logical reasoning. They assess behavioral traits such as decision-making, problem-solving, resilience, leadership, adaptability, and emotional intelligence to ensure cultural fit. Games emphasize systems thinking, creativity, and the situational judgment required to handle high-stakes client environments effectively.
