JP Morgan aptitude test is a screening tool for the interview round, which helps recruiters to identify the best applicants for their organization. The test is divided into 4 distinct types: numerical, verbal, logical reasoning, and situational judgment, assessing different cognitive and behavioral domains of a prospective candidate.
This article will look closely into the JP Morgan aptitude test: its definition, how it is used in the recruitment process, and what test types are expected with detailed-explanation sample questions. Let’s get into it!
JP Morgan aptitude tests are assessment tools used by JP Morgan Chase & Co. to evaluate the cognitive abilities and problem-solving skills of job applicants. These tests are often provided by SHL, a leading publisher of aptitude tests. Depending on the assessment domain, JP Morgan aptitude tests are divided into 4 types:
- Numerical reasoning test: assess your ability to analyze numerical data and perform calculations.
- Verbal reasoning test: show your reading comprehension and the ability to reason written information.
- Logical reasoning test: assess your ability to think logically, identify and analyze patterns.
- Situational judgment test: measure your ability to make appropriate decisions in hypothetical workplace scenarios.
JP Morgan uses aptitude tests in the third stage of its recruitment. To get a job at JP Morgan, you have to prepare carefully for all 4 phases in the hiring process: Online application => Game-based assessment ⇒ Aptitude tests ⇒ Interviews.
Stage 1: Online application
In the application stage, you need to complete an online form that includes information about your work history, educational background, and relevant skills. It is also important to submit a resume and a cover letter. The cover letter should show your motivation for the role and why you would be a great fit.
Stage 2: Game-based assessment
JP Morgan's hiring process includes a second stage where candidates are directed to the Pymetrics games. Pymetrics is a series of game-based assessments that evaluate candidates on their cognitive, social, and behavioral traits. By using these games, JP Morgan is able to gain insights into how a candidate might perform in their role and make better decisions when it comes to hiring.
Stage 3: Aptitude tests
JP Morgan aptitude tests come after Pymetrics game-based assessments in the hiring process. This stage typically consists of 4 main tests, namely the numerical reasoning test, verbal reasoning test, logical reasoning test, and situational judgment test. Through the test, JP Morgan can look into your cognitive abilities, as well as your behavior and your working style.
Stage 4: Interviews
The final stage in the JP Morgan recruitment process is the interview round. Depending on the position you are applying for, this round can be conducted virtually or in person. Generally, there are 3 types of interviews at JP Morgan: behavioral interview, technical interview, and HR interview.
- Behavioral interview: assess the applicant’s skills, experiences, and how they would fit into the role.
- Technical interview: assess the applicant’s technical skills and knowledge related to the role.
- HR interview: assess the applicant’s personality and how they would fit into the team culture.
JP Morgan numerical reasoning test involves making math calculations, manipulating numerical data, and interpreting tables and charts. This test is designed to assess candidates’ numeracy skills, which is a good indicator of how well you would perform in a financial role at JP Morgan. Below are some SHL-style numerical reasoning questions to try out:
The number of computers now is: 80 * (1-¼) = 60
The number of employees after hiring is: 80 * 105% = 84
The number of computers they need to buy: 84 - 60 = 24
So, the correct answer is D.
The table below shows the cost of each training:
So, the most cost-efficient program is Program B.
JP Morgan verbal reasoning test requires candidates to determine the truthfulness of a statement after reading a short passage. This test is designed to evaluate your reading and comprehension skills, so it is important to be able to read quickly and accurately. Let’s get familiar with an SHL-style verbal reasoning question below:
Answer: Cannot Say
Explanation: We cannot say whether this statement is true or false (Option C) as the passage does not make reference to the “support” or “individuals responsible for allocating funds”.
JP Morgan logical reasoning test takes the form of an SHL inductive reasoning test, which requires the test-taker to identify the underlying rules in a sequence of items. This test aims to measure the fluid intelligence as well as the logical problem-solving skills of each candidate. Let’s look closely at the question type by examining this example from SHL:
Explanation: the arrow, the centered round, the background
Elements: the arrow, the centered round, the background
Rule 1: The shaded background occurs after every 2 steps.
Rule 2: The centered black round appears in 1st, 3rd, 5th,... positions.
Rule 3: The arrow moves clockwise.
In JP Morgan situational judgment test, you are asked to rank options based on their effectiveness in addressing the scenario. This type of test helps employers evaluate candidates’ ability to interact and problem-solve in a workplace context. Let’s take a look at a typical situational judgment question from SHL:
Here is a brief description of the answer order and the reasoning behind it:
Option B is the best solution: prioritize your job first and make sure the highest productivity of your work. Furthermore, there may be others who are comfortable with the shift offer from that colleague.
Option A is the second best solution: talk to your manager to try and find a solution for your colleague. However, it is not an optimal answer as changing assigned shifts permanently is not flexible, and that colleague just needs to swap for a few.
Option C is the second least effective option: offer to swap shifts with your colleague, even if it is not ideal for you. This answer shows your willingness to help and empathy with coworkers but does not ensure your comfort and productivity for your own task.
Option D is the least effective option: sacrifice your own comfort. Though you will be accommodating, this option shows that you do not prioritize and consider your work and just try to please others.
JP Morgan aptitude tests can be quite intimidating, as they assess a wide range of skills that go beyond industry knowledge. With JP Morgan being a highly desirable workplace, these tests can be quite competitive. But with dedication and hard work, you can easily ace the aptitude tests and land a job at JP Morgan. Therefore, it is important to practice with a reliable resource in order to be prepared for the tests.
To help you nail the JP Morgan aptitude test, MConsultingPrep provides practice exams with clear explanations and proven study guides for the 3 cognitive assessments: numerical, verbal, and logical reasoning tests. This reliable training package will help you breeze through these complicated exams and get you an interview with JP Morgan!