Berke publishes no official practice test. HighMatch, the company that now runs Berke, sells the assessment to employers and sends candidate questions back to the hiring company, so every Berke practice test you can buy comes from a third party.
You cannot rehearse the actual items. You can learn the two parts, the question styles each one uses, and the pacing that keeps a timed section from running long.
What the Berke assessment contains
HighMatch describes Berke as a pre-employment assessment that measures personality and problem solving traits. The personality side covers seven traits: adaptability, assertiveness, intensity, optimism, responsiveness, sociability and structure.
The problem-solving side covers four measures. Logical problem solving is step-by-step reasoning through large problems. Vocabulary measures how quickly someone picks up new concepts. Rapid problem solving is handling many problems one after another. Spatial visualization is manipulating objects in three dimensions.
| Part | What Berke measures | Where practice helps |
|---|---|---|
| Personality | 7 traits, self-report | Little; consistency matters more than rehearsal |
| Problem solving | 4 ability measures | Shape rotation, word relations, timed series |
Employers choose the configuration. HighMatch says length varies from 10 minutes to 60 minutes, and some roles add a typing test or an integrity test.
What third-party practice tests sell
JobTestPrep sells a Berke prep pack built from 5 spatial reasoning tests, 9 vocabulary tests and 30 single-trait personality tests. Its free page shows three samples: a 3D rotation item, an odd-one-out vocabulary item and a personality screenshot. Those are generic formats, not Berke's items.
Nothing on HighMatch's Berke help centre offers practice. Its articles walk employers through account setup, invitations and reports, and the candidate FAQ tells people who have taken the assessment to contact the hiring manager first.
Preparing for the personality part
Personality items give you a statement about behavior and ask you to agree or disagree, and some ask you to rank options, according to HRDQ's guide to the assessment. There are no right answers, so memorizing a trait list rarely helps.
Answer as the version of yourself that turns up at work, and keep that version consistent across the section. Pick the answer you would give on a normal working day, not the one that sounds most impressive.
Preparing for the problem-solving part
This is the part you can improve. A third-party guide describes the problem-solving section as timed and the personality items as untimed, so pace matters here and nowhere else.
Practice the mechanics, not Berke's content: rotate shapes in your head, spot the odd word out, finish number and letter series, and answer short items in bursts against a clock.
For employers and hiring teams
A practice test tells a candidate what the format looks like, not whether they can do the job. Berke returns a Job Fit report against your target profile, a Spotlight report on the person without job matching, and an interview guide, according to HRDQ's breakdown.
Decide before you send the invitation what a miss on a high-impact trait means for the role. AI Candidate Evaluation is where that decision sits alongside the rest of your evidence.
Tell candidates which parts they will take and how long the session runs. When a candidate misses the profile, close the loop with a follow-up email after a failed assessment. If the role needs proof of skill rather than a trait profile, test candidate skills without a take-home assignment.