Harver Assessment: Tests, Scoring and How to Prepare

Harver at a Glance

What Is the Harver Assessment?

Harver sells pre-employment assessments for high-volume hiring. Instead of one fixed test, each employer builds a “flow” for a vacancy: for example, a personality questionnaire, a situational judgement test about customer calls, a typing test and a spoken English test for a voice-support job, or a live chat simulation for a chat-support job. Two candidates applying to different companies can therefore get quite different Harver assessments.

Harver also owns several other hiring brands. Its privacy policy covers pymetrics, Outmatch, Wepow and others, and since August 2022 the pymetrics games have been sold as Harver's gamified assessments. If your invitation mentions pymetrics, it may come through Harver.

Many invitations go to applicants for contact-centre jobs, including in the Philippines, where candidates often call it the “Harver test”. The link arrives by email after you apply; Concentrix's careers FAQ, for example, says its candidates are invited to Harver tests by email.

Which Harver Tests Can You Get?

These are the candidate-facing modules that Harver describes. Your invitation tells you which ones you will take.

Harver also offers a cultural fit questionnaire, employer-written job knowledge tests, a writing test, internet and computer checks for remote jobs, and one-way video interviews. Its older HEXACO personality questionnaire and Learning Agility test are no longer offered to new employers.

Candidate Falcon also has independent practice for the multitasking test and a Personality Print-style questionnaire, which shows a profile from our own model rather than Harver's norms.

The Harver Cognitive Ability Test

Harver's cognitive ability page and candidate help centre list five subtests. The employer chooses one or several of them:

• Logical reasoning (Exclusion): five figures are shown and you pick the one that does not belong.
• Verbal reasoning (Word Analogies): work out how two words are related and apply the same relationship to a new pair.
• Perceptual speed and accuracy (Checking): decide quickly whether strings of letters and numbers are exactly the same.
• Numerical reasoning (Number Sequences): find the next or missing number in a series.
• Spatial ability (Components): work out how shapes fit together into a whole.

Each subtest is timed, with practice questions first. Harver gives ranges of about 5 to 15 minutes per subtest on one page and 6 to 24 minutes per section on another, and says it keeps the tests light on language. Your score compares you with other test takers: 50% is average, and most people score between 30% and 70%.

What prep sites report: some prep sites list eight subtests, adding 3×3 matrices, chart-based numerical questions and reading comprehension. Harver's current pages list only the five above, so the longer lists probably describe an older version.

Practise each subtest with Candidate Falcon's independent simulations: logical reasoning, verbal reasoning, perceptual speed, number sequences and spatial reasoning.

The Harver Situational Judgement Test

In Harver's situational judgement test you watch a short video or read a scenario from the job, such as an angry customer, a call handed over from a chatbot or a customer who owes money. You then choose the best response with a thumbs up and the worst with a thumbs down, from three to five options. The Next button stays disabled until you have chosen both. Some employers link the scenarios into one story about a day in the job.

How it is scored: Harver's employer help centre says that picking the keyed best or worst answer earns a point, picking a neutral option earns nothing, and choosing best and worst the wrong way round loses a point. Your result is the percentage of correct answers. Harver writes the scenarios for each employer and keys them on what its best employees do, so the answers are not published anywhere.

What prep sites report: about five to eight scenarios, with no time limit. Some prep sites describe rating each response on a scale instead; Harver's own help centre describes the best-and-worst format.

To practise the best-and-worst format on original contact-centre scenarios, try Candidate Falcon's Harver-style situational judgement practice. It uses Harver's published scoring rule with our own key, because employers' keys are not public.

The Harver Typing Test and Live Chat Simulation

Typing test

You copy a block of sentences into text boxes, exactly as shown: capital letters, numbers, spaces and punctuation all count. The clock starts when you click into the first box. Arrow keys, mouse clicks and copy-and-paste are blocked, so you correct mistakes with Backspace. Each finished sentence gets a green tick or a red cross, and you must fix every red cross before you can continue. The score is net words per minute: words typed minus mistyped words, divided by the time. Harver puts the average at 38 net words per minute. You need a physical keyboard, so you cannot take it on a phone.

Live chat simulation

After a practice round you have 12 minutes to handle three chats. Customers arrive one after another, so you usually juggle two or three at once, and a counter shows how many messages are waiting. For each customer message you choose one of three ready-made replies; there is no typing. Some answers need details from a panel on the right, such as an order confirmation or a returns policy.

Harver scores three aspects of quality (customer orientation, problem solving and clear communication) and one of efficiency (how quickly you respond). Each reply option is ranked from best to worst behind the scenes, so a reasonable reply can still score less than the best one.

Practise both with Candidate Falcon's Harver-style typing test and live chat simulation.

The Harver Spoken Language and English Tests

The spoken language assessment records your voice. The scripted part asks you to say single words, read longer sentences or a paragraph aloud, and listen to a recording (which you can replay) and repeat it. Some employers add a spontaneous part with two or four random questions that you answer in your own words within a set time. Before you start, a practice step checks your microphone, and if a recording is incomplete you are asked to do it again.

Scoring is automatic. Harver says it looks at pronunciation and fluency, including speaking rate, pauses, rhythm and pitch, and reports the result on the CEFR, IELTS and PTE scales and as a percentage. The test is available in English, French and Spanish.

The separate written language proficiency test has multiple-choice vocabulary, grammar and reading questions, scored as a percentage of correct answers. Some contact-centre candidates also report a listening test; it is not clear whether that is the listen and repeat task or a test written by the employer.

Practise the written test with Candidate Falcon's Harver-style language proficiency practice, the spoken language practice (feedback estimated from your transcript and timing, not an acoustic pronunciation score) and the writing practice.

Harver and the pymetrics Games

Harver now sells the pymetrics games as its gamified assessments. The core set is 12 short games based on psychology experiments, taking about 25 minutes in total. pymetrics says there is no right or wrong answer: each game measures traits such as risk tolerance, attention, effort, fairness and learning, and your pattern is compared with people who do well in the job. Some employers add four numerical and logical games, which do have correct answers.

For every game in detail, read the free pymetrics test guide. You can also practise all 16 pymetrics-style games, or read our pymetrics balloon game example and how pymetrics compares with Arctic Shores and HireVue games.

Which Employers Use Harver?

These employers are named by Harver or by the employer itself. Foundever's application page now says its skills assessment comes from makipeople.com, so check the sender of your invitation. Prep sites also mention Teleperformance and Booking.com, but we found no official source for them. For each employer's process, see Concentrix, Teleperformance, TTEC and Foundever assessments and the Alorica assessment. Checked 24 October 2026.

A typical contact-centre process: one Philippine jobs site describes Alorica's process as an initial interview with a basic English check, then the Harver test (grammar, listening, call scenarios and typing), then a final interview. Harver's own guide for hiring chat agents suggests personality, typing, multitasking, situational judgement and the live chat simulation, with the spoken language test for phone roles. The order varies by employer.

Harver Scores and Results

Harver uses two kinds of score. The cognitive subtests, multitasking test and live chat simulation are compared with other test takers on a scale of 0 to 100%, where 50% is average. The situational judgement test, language proficiency test and job knowledge tests show the percentage of questions you got right. Personality results use a 1 to 9 scale.

The employer combines these into a matching score for the job and decides whether you can see your own results; if it allows it, a My Results button appears at the end. No pass mark is published, so claims about a “good Harver score” cannot be checked.

How to Prepare for the Harver Assessment

1. Read your invitation carefully. It tells you which modules you will take, the deadline and whether you need a laptop or a microphone.
2. Use a laptop, Chrome and a quiet room. The typing test needs a physical keyboard, and Harver's help centre lists browser and headset problems with the spoken test, such as some phone browsers and wireless earbuds.
3. Finish each section once you start it. A section left part-way restarts from the beginning, and you cannot change submitted answers.
4. For the typing test, practise accuracy first. Every mistake must be fixed before you move on, so careless errors cost more time than typing a little slower.
5. For the situational judgement test and chat simulation, think like a good agent. Pick replies that take ownership, stay polite, follow policy and solve the problem, and check the side panel before you answer.
6. For the spoken test, speak clearly at a steady pace. Practise reading short passages aloud and answering simple questions for about a minute without long pauses.
7. Do it yourself. Some employers turn on proctoring, which takes photos during the assessment, blocks copy and paste and flags switching to other tabs. Shared “answer keys” are of little use, because employers set their own scenarios.

If you need extra time or another adjustment, ask the employer before you start, using the contact details in your invitation.

Frequently Asked Questions

Related Resources

• Situational judgement tests explained: How judgement tests differ from strengths-based tests.
• HireVue game guides: If your process also includes HireVue game-based assessments.
• Arctic Shores assessment guide: Another game-based assessment used for volume and graduate hiring.
• HireVue video interview guide: If your next stage is a one-way video interview.
• All free guides: Guides for other video interview platforms and assessments.

Sources: harver.com, Harver's candidate help centre (for example on the typing test, the live chat simulation, saving progress and results), Harver's chat hiring playbook and a pymetrics-co-authored research paper, checked 24 October 2026. Candidate Falcon is independent and is not affiliated with Harver or pymetrics.