In the world of work today, organisations typically run multiple interview stages to make sure that the candidate they hire is the perfect person for the role. One of these stages may be an aptitude test.
Here’s everything you need to know if you get asked to take part in an aptitude test for an upcoming job tole.
What is an aptitude test?
An aptitude test is a way for employers to assess a candidate’s abilities through a variety of different testing formats. Aptitude tests will test your ability to perform tasks and react to situations at work.
The psychometric tests are multiple-choice and there is only ever one correct answer, your score is then marked and your level is compared against other candidates who have taken the same test as you.
Why and how do you take an aptitude test?
Aptitude tests are a great way for a hiring manager to gauge a candidate’s suitability to a role. They are a tool used to see how candidates might deal with the challenges of the role they are interviewing for.
Aptitude tests are usually done via an online platform, however, businesses may invite you into the office to take these tests too. This depends on their recruitment processes.
There are free tests online that you can take to gauge what sort of questions to expect when taking an aptitude test.
Types of aptitude tests
There are a number of aptitude tests that a business can administer to candidates.
Diagrammatic Reasoning – Tests your ability of logical reasoning, using diagrams and flowcharts.
Numerical Reasoning – Tests your mathematical ability through percentages, averages and the like.
Verbal Reasoning – Assesses you on your ability to assess verbal logic.
Inductive Reasoning – Tests your ability to see patterns and analyse data, in a pressurised environment.
Situational Judgement – Tests your problem-solving ability.
Logical Reasoning – Tests your ability to recognise patterns, sequences or relationships between shapes and imagery.
Abstract Reasoning – These are similar to IQ tests and assess general knowledge, and ability to utilise your knowledge in new situations.
Aptitude test questions
The questions that you will be asked in an aptitude test will vary based on the type of role you are applying for. They may ask you to identify a missing number, shape or image at the end of a series, or they might give you a written scenario that you will answer questions from. Verbal aptitude tests are formatted with ‘true’, ‘false’ and ‘can’t say’ as the answers.
Whether the questions are mathematical or problem-solving based, they are designed to test your ability to process information quickly. This can be useful for hiring managers who are looking for data analysts across all levels.
Preparing for an aptitude test
The best advice we can give you if you know that you will be required to take an aptitude test is to practice beforehand. Ask your recruitment consultant or the organisation you are interviewing for what type of aptitude test it is you will be taking, then practice these online.
It is never certain what questions you will be asked throughout the testing process, however, if you become familiar with the types of questions you will be presented with alongside the time constraints, we believe you will be best prepared to ace your aptitude test and land your dream job.
What’s next?
If you are preparing for an interview yourself, why not browse our huge library of job interview tips, from answering difficult questions to preparing for sector specific interviews. Alternatively, our recruitment consultants are here to help you to prepare for every stage of the interview process, including the aptitude test. Get in touch today for expert advice.
Aptitude questions for interviews mainly assess a candidate's logical reasoning, verbal skills and problem-solving abilities. They may ask questions on patterns, series, data interpretation, percentages, ratios, and basic arithmetic.
The psychometric tests are multiple-choice and there is only ever one correct answer, your score is then marked and your level is compared against other candidates who have taken the same test as you.
These tests usually consist of numerical, verbal, abstract, and logical reasoning questions. To improve your skills in these areas and practise test-like questions, visit our cognitive ability prep guide.
To ensure that only the highest-performing candidates are to be selected, you can set a passing percentile at 70% or 80%. This means that the candidates must score higher than the benchmark score to get selected. In some cases, a passing percentile may be set at 50%, depending on the number of job applications.
In most cases, if you fail an aptitude test you will not progress to the next stage of the application process. You may be able to reapply for the position at a later date and retake the aptitude test.
The main aim of this assessment is to evaluate your ability to make logical deductions for problem-solving. The completion time ranges in various test providers, such as SHL, Aon, or Kenexa, typically around 20-30 minutes.
Aptitude tests are designed to measure many different skills and attributes, including idea generation, numerical reasoning, spatial visualization, and more. These assessments delve deep into cognitive abilities, offering a holistic view of a person's strengths.
In short, no.They measure different cognitive abilities but don't measure “intelligence.” In fact, we don't recommend using IQ tests in hiring. Aptitude tests work wonders in the selection process, enabling hiring managers to easily assess applicants' specific skills even before the interview stage.
An aptitude test is designed to assess what a person is capable of doing or to predict what a person is able to learn or do given the right education and instruction. It represents a person's level of competency to perform a certain type of task.
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