What tests does Aon (cut-e) use?

The cornerstone of Aon traditional assessment portfolio is the scales series, which evaluates core cognitive capabilities through a unique, information-heavy interface. Unlike standard psychometric options where you read a single static passage or graph per question, Aon uses an interactive, multi-tab layout that mimics a corporate intranet or document folder. In the scales numerical reasoning assessment, you are usually presented with 37 tasks to complete within a strict 12-minute window. You must toggle between multiple data tabs containing charts, balance sheets, and financial projections to determine whether a given statement is true, false, or if there is insufficient information to say.

The scales verbal reasoning module follows an identical multi-tab architecture, typically pushing you to evaluate 47 to 49 statements within 12 minutes. The sheer speed required means you cannot afford to read all tabs upfront. Instead, you must scan the statement, identify the key corporate vocabulary, locate the corresponding tab, and verify the specific fact. Beyond these standard formats, Aon also deploys specific functional modules like scales eql (basic numerical comprehension) where candidates solve fill-in-the-blank algebraic equations under intense time pressure, as well as specialised language proficiency (scales lt) and mechanical reasoning (scales mtu) modules tailored for technical pathways.

To modernise candidate screening and engage applicants early in the recruitment pipeline, Aon developed the smartPredict suite, a collection of four distinct interactive games that test raw cognitive processing, executive attention, and spatial memory. These games feature highly gamified interfaces but maintain strict psychometric validation. Candidates typically encounter these at the earliest application stage, before any human resume or CV review occurs. Because they do not rely on language proficiency, global investment banks and technology firms frequently deploy them to compare international applicant pools on an objective, equal footing.

When an employer wants to understand your workplace style, motivations, and cultural alignment, they deploy the ADEPT-15 personality questionnaire. This assessment is built on a sophisticated fifteen-factor personality model designed to predict task performance, teamwork, and leadership potential. Unlike basic personality inventories that let you rate statements from agree to disagree in isolation, ADEPT-15 uses a forced-choice format. You will see pairs of statements that describe distinct, positive professional traits, and you must choose which statement aligns closest with your natural work style.

This structure prevents candidates from simply selecting the maximum positive answer across every single item to look perfect. The algorithm behind the assessment evaluates the patterns in your trade-offs to build a unique psychological profile. It assesses core dimensions such as your openness to change, your drive for achievements, your communication style, and your resilience under structural pressure. The output is mapped directly against the employer core competencies, and the resulting profile is often used by interviewers at the final assessment centre or superday stage to probe specific areas of your behavioral profile.

The chatAssess module is an immersive situational judgment test (SJT) that simulates a realistic day at the office through an instant-messaging client. When you log in, you enter a fictional corporate environment where you receive simulated messages from managers, cross-functional peers, and demanding clients. Each message requires your attention, forcing you to prioritize tasks, resolve interpersonal conflicts, make business trade-offs, and handle high-volume data streams in real time.

Your responses are captured through multiple-choice options or structured inputs, assessing your professionalism, commercial awareness, and time-management skills. Crucially, the platform evaluates not just what you decide, but how you manage the incoming pipeline of work. Some employers pair this chat interface with a digital or video interview platform, where you must record short video responses to follow-up questions posed by senior leaders within the simulation. This creates a highly integrated selection event that tests both your analytical judgment and verbal articulation.

While the Aon toolset is versatile, its deployment varies across industries. In the banking and finance sectors, especially within UK graduate schemes and US summer-analyst recruitment, the emphasis sits heavily on scales numerical reasoning and the smartPredict modules like switchChallenge and gridChallenge. Financial institutions require high numerical fluid intelligence and strong working memory to handle volatile market data. Conversely, management consulting firms lean more towards verbal scales, comprehensive chatAssess setups, and the ADEPT-15 profile to judge how well an applicant will perform in front of client executives.

High-volume retail graduate programs, engineering pathways, and public sector schemes tend to rely on situational judgment tests and specialized skills tests like scales verbal instruct (understanding basic corporate instructions) or scales mtu. Because the choice of modules is entirely customisable, you will never sit identical test batteries across different firms. One employer might require a 12-minute numerical test and a personality profile, while another might mandate the entire smartPredict gaming group. You must always refer to your official invitation instructions to verify the exact names of the subtests you will face.