Indeed has discontinued Assessments, the skills-test feature that let job seekers complete short tests and let employers request candidate skills tests through Indeed. According to Indeed’s own Job Seeker Help Center, this change applies globally, and Indeed is not replacing the assessment tool with another one. If you searched for this page hoping to practice an active “Indeed Assessment,” the most current, verifiable answer is that the product itself has been retired, not merely paused for one employer or one region.

This page explains what Indeed has published about the discontinuation, what it means for scores that already exist on candidate profiles, and what general skills practice can still help with now that the tests are gone. It also includes 24 original practice exercises covering common workplace skill areas.

The 24 exercises on this page are original general skills practice items. They are not Indeed questions, do not reproduce any Indeed assessment, and are not affiliated with Indeed in any way.

Practice numerical reasoning on AptitudeTests.org

AptitudeTests.org is an independent preparation platform operated by TestsCareers. It is not Indeed and does not offer Indeed simulations. Its packs are supplemental skill practice for candidates who still want structured practice after Indeed Assessments ended.

Quick Facts: Indeed Assessments Status

Question Current answer
Are Indeed Assessments still available? No. Indeed’s Help Center describes them as discontinued globally.
Is there a replacement tool from Indeed? Not at the time of Indeed’s announcement. Indeed stated it was not replacing the tool with another one.
Can employers still request a skills test through Indeed? No, according to Indeed’s product update, employers will no longer be able to request skills tests through this feature.
Will old scores still show on a candidate’s profile? Indeed’s update states that profiles will no longer display current and past assessment scores.
Can you still take a new Indeed skills test? No. Self-serve and employer-requested assessments were both discontinued.
Why did Indeed make this change? Indeed cited feedback that the skills tests added confusion and extra steps for job seekers and employers.
Is this guide affiliated with Indeed? No. This page is independent third-party information and general skills practice, not an Indeed product.

Treat the table above as a summary. Always confirm the current state of your own Indeed profile and any employer communication directly, since candidate-facing product changes can continue to evolve after this page is published.

What Happened to Indeed Assessments?

Indeed operated a feature commonly called Indeed Assessments (also referred to in Indeed’s own materials as skills tests). It had two main paths:

  • Self-serve assessments, which job seekers could take voluntarily to add a score to their profile.
  • Employer-requested assessments, which an employer could send to a candidate as part of a specific application.

Indeed published a Job Seeker Help Center article titled “Product Update: Indeed is Discontinuing Assessments.” Based on the text of that article, Indeed stated that, beginning in October, skills tests would no longer be offered, that this covers both self-serve and employer-requested assessments, and that Indeed was not replacing the assessment tool with another one at that time. Multiple independent reports describe this announcement as occurring in October 2024, with the feature being phased out afterward. This page treats the underlying fact, that Assessments have been discontinued, as confirmed by Indeed’s own Help Center, while treating the specific year as reported consistently by secondary sources rather than something restated verbatim inside the article snippet reviewed for this page. If the exact rollout date matters for your situation, check Indeed’s current Help Center article directly, since Indeed may update or archive the page over time.

Indeed’s article also described the practical effects for job seekers, including that employers would no longer ask candidates to take a skills test through Indeed, that any related requirement attached to a saved job would be removed, and that profiles would no longer display current and past assessments.

Why Did Indeed Discontinue Assessments?

Indeed’s own explanation, as described in its Help Center article, centers on user experience rather than a single technical failure. Indeed indicated that:

  • both job seekers and employers found value in the assessments;
  • Indeed also received feedback that the skills tests added confusion and extra steps for everyone in the application flow;
  • faced with that tradeoff, Indeed decided to discontinue assessments globally rather than keep a feature that created friction for a large share of users.

This is Indeed’s own stated rationale. It is not a judgment about whether skills testing in general is useful. Many employers and other platforms continue to use skills assessments as part of hiring; Indeed’s decision reflects choices about its own product, not a verified industrywide trend.

What Happened to Existing Assessment Scores?

If you completed Indeed Assessments before the discontinuation, the safest assumption is that any score display on your Indeed profile is being removed as part of this change, based on Indeed’s own description that profiles would no longer show current and past assessments. Some third-party guides published around the same period suggested downloading or screenshotting any scores you wanted to keep a personal record of, since a removed feature typically cannot be restored on demand. If preserving a specific historical score matters to you, checking your own account directly and exporting or documenting anything still visible is more reliable than relying on any outside description, including this one.

Do not assume that a screenshot of an old Indeed score will carry independent verification weight with a new employer, since the underlying test is no longer active and cannot be re-verified by the employer through Indeed.

Indeed Assessment Score Levels: Historical Context

The details in this section come from third-party job-search guides describing how Indeed’s scoring worked while the feature was active, not from a primary Indeed page reviewed in full for this article. Treat this as historical context to help you interpret older screenshots, resumes, or LinkedIn posts that mention Indeed scores, and verify any specific detail directly with Indeed’s Help Center if it still matters to you.

According to that secondary reporting:

  • Indeed’s assessments reportedly used a scoring scale that, at an earlier point, included multiple tiers such as Expert, Highly Proficient, Proficient, Familiar, and Completed.
  • Later reporting describes Indeed simplifying this to two outcomes for many assessments: Proficient, meaning the candidate met Indeed’s threshold for the skill, and Completed, meaning the candidate finished the test without meeting that threshold.
  • Some assessments could also show an Incomplete status if a candidate started a test and did not finish it.

Because these details are drawn from aggregator and career-advice sites rather than a primary source page this article could fully verify, do not treat the exact tier names, thresholds, or timing as certain. If an employer or older Indeed material references a scoring label you do not recognize, ask the employer directly rather than assuming any secondary description is complete.

Were Indeed Assessment Scores Shareable Between Employers?

While the feature was active, some third-party guides described Indeed scores as tied to the candidate’s profile for a period of time, with the ability to reuse a previous score if a different employer requested the same assessment again, and an option to hide a score from a profile view. Because the assessment system itself has now been discontinued, none of this sharing or visibility behavior is relevant going forward for new applications. Any assessment-sharing description you find elsewhere online should be read as historical, describing how the retired feature used to work, not as guidance for a current Indeed workflow.

Was There a Passing Score?

Indeed’s own Help Center materials, as summarized in this article, do not establish a single universal “passing score” that applied the same way to every assessment and every employer. Whether a given result was strong enough for a specific role depended on the employer’s own expectations and how they used your result, not on a fixed number published by Indeed. Since the assessments are discontinued, this question is now most relevant only for interpreting historical scores that may still appear on a resume, application, or professional profile.

What Should Job Seekers Do Now That Assessments Are Gone?

Because Indeed will no longer ask you to complete a skills test through its own platform, and will no longer display current or past scores, focus your energy on ways to demonstrate skills that do not depend on that retired feature:

  • Use your resume and application materials to describe specific, concrete examples of the skills a job requires, rather than relying on a badge or score.
  • If an employer uses its own third-party assessment platform (separate from Indeed), prepare for that platform directly rather than assuming Indeed’s old format still applies.
  • Keep a personal record of any skills you validated elsewhere, such as certifications, coursework, or work samples, since Indeed’s own scoring history is being removed from your profile.
  • Use general skills practice, such as the original exercises later on this page, to refresh core abilities like accuracy, numerical reasoning, written communication, customer service judgment, everyday office tasks, and workplace judgment, since these areas remain broadly relevant across employers regardless of which specific assessment platform, if any, an employer uses.

How to Show Skills on Indeed Without an Assessment

With the assessment feature discontinued, your Indeed profile itself becomes even more important for communicating skills in writing. Consider:

  • writing role-specific bullet points in your work history that name concrete tools, tasks, and outcomes;
  • adding a skills section that lists specific, verifiable skills rather than vague traits;
  • linking to a portfolio, certification, or work sample where relevant to the role;
  • keeping your profile summary aligned with the specific jobs you are applying to, since Indeed’s search and matching still rely heavily on how you describe your own experience.

None of this restores the old score badges, but it addresses the same underlying goal, letting an employer quickly understand what you can do.

General Skills Practice: What This Page Offers Instead

The 24 questions below are original general skills practice exercises. They cover six broad areas that commonly appear across many different employer assessments, not just Indeed’s retired product: attention to detail, numerical skills, verbal and written communication, customer service judgment, office and computer skills, and workplace judgment.

These 24 questions are original practice content written for this page. They are general skills exercises, not Indeed simulations, and they do not reproduce any Indeed assessment, question bank, scoring rubric, or proprietary test content.

If you want deeper, structured practice in a specific skill family, two general reasoning areas are covered by AptitudeTests.org practice packs linked on this page. AptitudeTests.org is an independent practice provider, not Indeed, and its materials are supplemental skill practice for candidates who still want structured practice now that Indeed Assessments have ended, not a replica of any specific employer’s test.

24 Original Skills Practice Questions

Attention to Detail

Q1. Matching a Reference Code

Original practice question: A work order lists the reference code WO-7734-KLM. Which of the following is an exact match?

A) WO-7734-KLM

B) WO-7734-KML

C) W0-7734-KLM

D) WO-7734-KLM (with a trailing space)

Answer: A

Why this is correct: Option A reproduces every character in the same order, with no substituted letters, no swapped letters, and no extra characters.

Why the other options fail: Option B swaps the last two letters of the suffix. Option C replaces the letter “O” with the digit “0.” Option D adds a trailing space that is not present in the original code, which would fail an exact-match check even though it looks identical at a glance.

Q2. Spotting the Inconsistent Entry

Original practice question: Four rows of a spreadsheet should all show the same unit price of $12.50. Which entry does not match?

A) $12.50

B) $12.50

C) $12.05

D) $12.50

Answer: C

Why this is correct: $12.05 transposes the last two digits of the intended value, which is a common data-entry error that changes the number without changing its overall length or format.

Why the other options fail: Options A, B, and D are all written identically to the target value, so they are correct matches rather than errors.

Q3. Proofreading a Short Business Line

Original practice question: Which version of this sentence is free of errors? “Please send you’re updated availability by Friday.”

A) Please send you’re updated availability by Friday.

B) Please send your updated availability by Friday.

C) Please send your updated availability by friday.

D) Please sent your updated availability by Friday.

Answer: B

Why this is correct: “Your” is the correct possessive form here, the verb “send” is in the correct present-tense form, and “Friday” is properly capitalized as a proper noun.

Why the other options fail: Option A confuses “you’re” (a contraction of “you are”) with the possessive “your.” Option C incorrectly lowercases “Friday.” Option D changes the verb to “sent,” which does not fit a request phrased as an instruction.

Q4. Cross-Checking Two Lists

Original practice question: List 1 contains employee IDs 4410, 4415, 4420, 4425. List 2 contains 4410, 4415, 4420, 4452. Which ID appears in List 2 but not in List 1?

A) 4410

B) 4415

C) 4420

D) 4452

Answer: D

Why this is correct: 4452 is the only ID in List 2 that does not appear anywhere in List 1; it likely reflects a transposed digit from 4425.

Why the other options fail: 4410, 4415, and 4420 all appear in both lists, so they are matches rather than discrepancies.

Numerical Skills

Q5. Calculating a Percentage

Original practice question: A team completed 184 out of 230 assigned tasks this week. What percentage of tasks were completed?

A) 74%

B) 76%

C) 80%

D) 84%

Answer: C

Why this is correct: 184 divided by 230 equals 0.80, which is 80%.

Why the other options fail: 74%, 76%, and 84% would each require a different numerator or denominator than the ones given; they likely come from rounding errors or dividing the wrong two numbers.

Q6. Working with a Ratio

Original practice question: A shift has 3 supervisors for every 18 associates. If the shift has 54 associates, how many supervisors would maintain the same ratio?

A) 6

B) 8

C) 9

D) 12

Answer: C

Why this is correct: 54 divided by 18 equals 3, and multiplying the original 3 supervisors by 3 gives 9 supervisors, which preserves the 3:18 ratio.

Why the other options fail: 6, 8, and 12 do not preserve the original ratio when checked against 54 associates; each results from a miscalculated scale factor.

Q7. Reading a Small Table

Original practice question: Use the table below.

Day Units Shipped
Monday 120
Tuesday 150
Wednesday 90
Thursday 160

What is the average number of units shipped per day across these four days?

A) 110

B) 120

C) 130

D) 140

Answer: C

Why this is correct: 120 + 150 + 90 + 160 = 520, and 520 divided by 4 equals 130.

Why the other options fail: 110, 120, and 140 do not match the correct sum divided by 4; they typically result from adding only some of the values or dividing by the wrong count.

Q8. Word Problem with Multiple Steps

Original practice question: A warehouse receives 480 units on Monday. It ships out 35% of that stock by Wednesday, then receives 60 more units on Thursday. How many units are on hand after Thursday’s delivery?

A) 372

B) 312

C) 348

D) 480

Answer: A

Why this is correct: 35% of 480 is 168, so 480 minus 168 leaves 312 units by Wednesday. Adding the 60 units received on Thursday gives 312 + 60 = 372.

Why the other options fail: 312 stops after the Wednesday shipment and forgets to add Thursday’s delivery. 348 results from a miscalculated shipment percentage. 480 assumes no units were ever shipped out, which ignores the first step entirely.

Verbal and Written Communication

Q9. Choosing the Clearest Sentence

Original practice question: Which sentence communicates the instruction most clearly to a new team member?

A) “It would maybe be good if you could look at the report, if you have time, whenever.”

B) “Please review the report and send me your feedback by Thursday.”

C) “The report, when you get a chance, needs looking at by someone at some point.”

D) “Report review is a thing that should probably happen soon-ish.”

Answer: B

Why this is correct: Option B states the action (review the report), the expected output (feedback), and a specific deadline (Thursday), which removes ambiguity.

Why the other options fail: Options A, C, and D are vague about timing, responsibility, or the expected outcome, which can lead to missed deadlines or confusion about what is actually being asked.

Q10. Selecting the Best Professional Reply

Original practice question: A colleague emails asking why a shared file has not been updated yet. Which reply is most professional and useful?

A) “I’ve been busy, I’ll get to it eventually.”

B) “I updated the sections I own as of this morning and flagged two open questions for you in the notes; let me know if today’s deadline still works.”

C) “Not my job, ask someone else.”

D) “?”

Answer: B

Why this is correct: Option B gives a concrete status update, names specific open items, and proactively checks on the deadline, which is helpful and professional.

Why the other options fail: Option A is vague and unaccountable. Option C is dismissive and unhelpful. Option D provides no information at all.

Q11. Reading Comprehension and Inference

Original practice question: “The store’s morning shift consistently outperforms the afternoon shift on customer satisfaction scores, even though both shifts follow the same training program and staffing levels.” Based on this passage alone, which conclusion is best supported?

A) The morning shift receives better training than the afternoon shift.

B) Something other than training or staffing levels likely explains the difference.

C) The afternoon shift does not follow company policy.

D) Customer satisfaction scores are not a reliable metric.

Answer: B

Why this is correct: Since training and staffing are described as equal between shifts, but outcomes differ, the passage supports looking at other factors, without specifying what those factors are.

Why the other options fail: Option A contradicts the passage, which states training is the same. Option C and D introduce claims the passage does not support or mention.

Q12. Vocabulary in a Workplace Context

Original practice question: In the sentence “The manager asked the team to prioritize the most urgent tickets first,” the word “prioritize” most closely means:

A) ignore

B) rank by importance

C) delete

D) postpone

Answer: B

Why this is correct: “Prioritize” means to arrange tasks in order of importance or urgency, which matches “rank by importance.”

Why the other options fail: “Ignore,” “delete,” and “postpone” all describe not addressing a task, which is the opposite of what prioritizing typically means in a workplace instruction.

Customer Service Judgment

Q13. An Upset Customer

Original practice question: A customer is upset because a promised delivery date was missed, and the delay was caused by a shipping partner, not your team directly. What is the best first response?

A) Explain that it was the shipping partner’s fault and there is nothing you can do.

B) Acknowledge the inconvenience, confirm the current status, and explain the next concrete step you will take.

C) Apologize repeatedly without offering any information about next steps.

D) Transfer the customer to another department without explanation.

Answer: B

Why this is correct: Acknowledging the problem, confirming status, and giving a concrete next step addresses the customer’s actual need (resolution and clarity) without over-promising or placing blame.

Why the other options fail: Option A sounds like blame-shifting rather than help. Option C is empathetic but offers no useful information. Option D can feel dismissive if not clearly explained.

Q14. Balancing Policy and Empathy

Original practice question: A customer requests a refund outside the standard policy window, citing a genuine medical emergency that prevented an earlier return. What is the most reasonable approach?

A) Refuse immediately and cite the policy with no further discussion.

B) Approve the refund without checking anything, regardless of company policy.

C) Listen to the details, check whether any exception process applies, and clearly explain the outcome either way.

D) Ignore the request and hope the customer does not follow up.

Answer: C

Why this is correct: This response respects both the customer’s situation and the company’s process by actually checking whether an exception applies before giving a final answer.

Why the other options fail: Option A ignores legitimate circumstances. Option B bypasses company policy entirely, which is not a sustainable approach. Option D is unprofessional and avoids the issue.

Q15. Prioritizing Multiple Customers

Original practice question: You are handling one call when two more customers are waiting: one has a simple question, and one describes a service outage affecting their account. How should you prioritize once you finish the current call?

A) Always take calls in the exact order they arrived, regardless of content.

B) Address the outage-related call next, since it likely has a broader or more urgent impact, unless your specific queue rules say otherwise.

C) Skip both and take a break.

D) Ask a coworker to guess which one is more important.

Answer: B

Why this is correct: Urgency and impact, not just arrival order, are reasonable factors for prioritizing support requests, especially when one issue (an outage) may affect more of the customer’s experience than a simple question.

Why the other options fail: Option A ignores urgency completely. Option C avoids the responsibility. Option D delays a decision you are capable of making yourself.

Q16. Handling a Request You Cannot Fulfill

Original practice question: A customer asks for a discount that is outside anything you are authorized to approve. What is the best response?

A) Approve it anyway to avoid conflict.

B) Say no with no explanation and end the conversation.

C) Explain what you are able to offer within your authority, and describe how the customer can escalate the request if they want to pursue the larger discount.

D) Promise to personally get back to them, then do nothing.

Answer: C

Why this is correct: This response is honest about your authority, still offers something concrete, and gives the customer a real path forward.

Why the other options fail: Option A oversteps your authority. Option B is unhelpful and can feel dismissive. Option D creates a false promise that damages trust if not followed up.

Office and Computer Skills

Q17. Choosing the Right Spreadsheet Formula

Original practice question: You need to add up values in cells B2 through B10 in a spreadsheet. Which formula does this correctly?

A) =B2+B10

B) =SUM(B2:B10)

C) =AVERAGE(B2:B10)

D) =COUNT(B2:B10)

Answer: B

Why this is correct: SUM(B2:B10) adds every value in the specified range of cells.

Why the other options fail: Option A only adds the first and last cell, ignoring everything in between. Option C calculates an average, not a total. Option D counts how many cells contain numbers, rather than adding their values.

Q18. Email Etiquette: CC vs BCC

Original practice question: You are sending an internal update to your team, and you also want your manager to see it without every recipient knowing your manager was included. What should you do?

A) Add your manager to the “To” field along with the team.

B) Add your manager to “CC” so everyone can see they were included.

C) Add your manager to “BCC” so their inclusion is not visible to other recipients.

D) Forward the email to your manager separately after sending it to the team.

Answer: C

Why this is correct: BCC (blind carbon copy) hides that recipient from everyone else on the email, which matches the stated goal of including the manager discreetly.

Why the other options fail: Options A and B both make the manager’s inclusion visible to the team. Option D is unnecessarily duplicative when BCC accomplishes the same goal in one step.

Q19. File Naming and Organization

Original practice question: Your team shares many draft documents. Which file name is most useful for quickly identifying the file’s content and version?

A) Document1.docx

B) final_v2_FINAL_reallyfinal.docx

C) 2026-03-14_Q1-Report_v2.docx

D) New Microsoft Word Document.docx

Answer: C

Why this is correct: This name includes a sortable date, a clear topic, and a version number, which makes it easy to identify and organize among many similar files.

Why the other options fail: Option A gives no information about content. Option B is confusing and does not reliably indicate which version is actually current. Option D is a default file name that provides no useful detail.

Q20. Basic Troubleshooting

Original practice question: A coworker says a shared document is not showing their latest edits for other team members. What is the most reasonable first troubleshooting step?

A) Assume the document is permanently broken and start a new one from scratch.

B) Check whether the document actually finished saving or syncing, and whether everyone is looking at the same file link.

C) Immediately escalate to IT without checking anything first.

D) Ignore the issue since it will probably resolve itself.

Answer: B

Why this is correct: Many “missing update” issues come down to a save or sync delay, or people viewing different copies or links of the same file, so checking these basics first is efficient and often resolves the problem.

Why the other options fail: Option A is an overreaction before basic troubleshooting. Option C skips reasonable self-service steps. Option D risks losing work or causing confusion if the issue is not actually self-resolving.

Workplace Judgment

Q21. Managing Competing Deadlines

Original practice question: You have two tasks due today from two different managers, and completing both fully is not realistic in the time you have. What is the best approach?

A) Pick one task at random and hope it works out.

B) Quietly do your best on both without telling anyone there is a conflict.

C) Promptly flag the conflict to both managers (or your direct manager) with a clear description of the tradeoff, and ask for guidance on priority.

D) Ignore both tasks until someone follows up.

Answer: C

Why this is correct: Surfacing a genuine scheduling conflict early gives the people who assigned the work the chance to help you prioritize, rather than letting you guess and potentially fail both deadlines silently.

Why the other options fail: Option A leaves the outcome to chance. Option B risks both tasks being incomplete with no one aware until it is too late to adjust. Option D avoids the responsibility entirely.

Q22. Handling a Disagreement with a Coworker

Original practice question: You and a coworker disagree about the best way to complete a shared task, and the disagreement is starting to affect the work. What is the most constructive next step?

A) Quietly do it your way without telling them.

B) Escalate immediately to a manager without first discussing it directly.

C) Have a direct, respectful conversation about the different approaches, and look for a shared solution or a clear tiebreaker if needed.

D) Stop working on the task until the disagreement resolves itself.

Answer: C

Why this is correct: Most day-to-day disagreements are best resolved through direct, respectful conversation first, which preserves the working relationship and often finds a workable solution faster than escalation.

Why the other options fail: Option A can create confusion or duplicated effort. Option B skips a reasonable first step of trying to resolve it directly. Option D stalls the task unnecessarily.

Q23. Owning a Mistake

Original practice question: You realize you sent an internal report with an error in it about an hour after sending it. What is the best next step?

A) Say nothing and hope no one notices.

B) Send a corrected version promptly, briefly note what was wrong, and clarify what changed.

C) Blame the error on a technical issue that did not actually happen.

D) Wait to see if anyone complains before doing anything.

Answer: B

Why this is correct: Prompt, clear correction limits the impact of the mistake and demonstrates accountability, which tends to build trust over time.

Why the other options fail: Option A risks the error being relied on before anyone notices. Option C is dishonest and can damage credibility if discovered. Option D delays a fix that is better handled immediately.

Q24. Handling Confidential Information

Original practice question: A coworker outside your project team asks you to share details from a confidential project you are working on, framing it as “just between us.” What is the most appropriate response?

A) Share the details since it is just one coworker.

B) Politely decline, explain that the information is confidential, and redirect them to whoever can properly authorize access if they have a legitimate need.

C) Share only a little bit of information to avoid seeming unhelpful.

D) Report the coworker to management immediately without saying anything to them directly.

Answer: B

Why this is correct: This response protects confidentiality while remaining respectful and professional, and it gives the coworker a legitimate path if they actually need the information for a valid reason.

Why the other options fail: Options A and C both risk an inappropriate disclosure of confidential information, even in small amounts. Option D may be reasonable in some serious situations, but as a first response to a casual request, it skips a normal, lower-friction step.

Where to Go for More Structured Practice

The 24 questions above are meant as a broad refresher, not a full simulation of any single test format. If you want deeper, timed practice in a specific reasoning area, general skills practice packs can help you build speed and consistency:

  • For percentage, ratio, and data-table style questions like the ones in the numerical skills section above, continue with the AptitudeTests.org numerical reasoning practice linked near the top of this page.
  • For sentence-level accuracy, comprehension, and vocabulary questions like the ones in the verbal and written communication section above, AptitudeTests.org’s verbal reasoning practice covers similar skills such as comprehension, synonyms, and sentence logic.

AptitudeTests.org is an independent preparation resource. It is not Indeed, is not endorsed by Indeed, and its packs are general skills practice for candidates who still want structured practice now that Indeed’s own assessment tool has been discontinued, not a recreation of any Indeed test.

For office and clerical-style tasks specifically, the site’s own Clerical Skills Test guide and Microsoft Office Assessment guide go deeper into filing, data checking, and everyday Office tasks. For customer-facing scenarios, see the Customer Service Skills Test guide and the Situational Judgment Test guide.

7-Day General Skills Refresh Plan

This is an informal, unofficial study plan, not an Indeed requirement or timeline.

  • Day 1: Review the attention-to-detail and numerical questions above, and note which types feel slowest for you.
  • Day 2: Work through structured numerical reasoning practice to build speed with percentages, ratios, and tables.
  • Day 3: Review the verbal and written communication questions, focusing on tone and clarity in workplace writing.
  • Day 4: Work through structured verbal reasoning practice for comprehension and vocabulary.
  • Day 5: Review the customer service judgment and workplace judgment questions, and write out your own reasoning for each answer in your own words.
  • Day 6: Review the office and computer skills questions, and practice the same tasks (formulas, file naming, email fields) in your own tools.
  • Day 7: Redo all 24 questions from memory, without looking at the answers first, then compare your reasoning to the explanations above.

Common Mistakes to Avoid

  • Assuming an old Indeed score is still visible or verifiable to a new employer after the discontinuation.
  • Waiting to save or document a past score instead of checking your account promptly if a historical record still matters to you.
  • Treating this page’s practice questions as official Indeed content; they are original general skills exercises only.
  • Assuming every employer’s own assessment platform works the same way Indeed’s retired tool did.
  • Skipping general skills refreshers just because one specific platform’s testing feature is gone; the underlying skills are still broadly relevant to hiring.

Official Indeed Resources

For the most current, authoritative information about Indeed Assessments, use Indeed’s own Job Seeker Help Center rather than third-party summaries, including this page:

Indeed’s Help Center content can be updated or reorganized after this page is published. If any detail here appears to conflict with what you currently see on Indeed’s own site, treat Indeed’s current page as the more current source.

Frequently Asked Questions

Are Indeed Assessments still available in 2026?

No. Indeed’s Job Seeker Help Center describes Assessments as discontinued globally, covering both self-serve and employer-requested skills tests, with no direct replacement tool announced at the time of that update.

Why did Indeed discontinue Assessments?

According to Indeed’s own Help Center article, Indeed received feedback that the skills tests added confusion and extra steps for both job seekers and employers, and Indeed decided the tradeoff was not worth keeping the feature in its previous form.

What happened to scores I already earned on Indeed?

Indeed’s product update states that profiles will no longer display current and past assessment scores. If you want a personal record of an old score, check your account directly rather than relying on this or any other secondary source.

Can employers still send me an Indeed skills test?

No. Indeed’s update states that employers will no longer be able to ask candidates to take a skills test through this feature.

Is there a new Indeed tool that replaced Assessments?

Not according to Indeed’s own announcement, which stated the assessment tool was not being replaced with another one at that time. Check Indeed’s current Help Center for any later product changes.

What were the old Indeed score levels like Proficient or Expert?

Third-party job-search guides describe a scoring history that included multiple tiers at one point and a simplified two-tier system later, generally referred to as Proficient and Completed. This detail comes from secondary sources rather than a primary Indeed page fully verified for this article, so treat exact tier names and thresholds as historical context rather than a current, guaranteed system.

Should I still practice general workplace skills if Indeed Assessments are gone?

Yes. Many employers use their own assessment tools, interviews, or work samples, and skills like accuracy, numerical reasoning, written communication, customer service judgment, everyday office tasks, and workplace judgment remain broadly relevant across hiring processes, independent of any single platform’s testing feature.

Are the practice questions on this page official Indeed questions?

No. The 24 questions on this page are original general skills exercises written for this article. They are not Indeed questions, do not reproduce any Indeed assessment, and are not affiliated with or endorsed by Indeed.

Is AptitudeTests.org affiliated with Indeed?

No. AptitudeTests.org is an independent preparation resource. It is not Indeed, is not endorsed by Indeed, and its numerical and verbal reasoning practice is general skill preparation, not a copy of any Indeed test.

The 24 practice questions on this page are original educational content. They are not official Indeed questions and do not reproduce any Indeed assessment, question bank, or scoring model.

AptitudeTests.org is an independent third-party preparation resource referenced on this page. It is not affiliated with, endorsed by, or partnered with Indeed.