An aptitude test is a standardized method to test the ability of a job candidate to perform specific tasks and to respond to a variety of different situations. Each of the assessments has a structured system of administration and ranking, quantifying the outcomes and matching them with all the other candidates. In the aptitude test, no prior knowledge is presumed as the tests are intended to determine the natural ability of a particular skill.
The assessments could be an online aptitude test or might be carried out at a test center, such as the headquarters of a company, where they are usually based on paper. A company might ask one to complete both types of tests to confirm that during the initial unsupervised online aptitude test, one did not cheat.
Usually, an online aptitude test for students is conducted after a candidate has made their initial job application. This process is used to screen unsuitable candidates out of the selection process, without consuming time in one-to-one job interviews. Employers use aptitude tests from many providers–such as SHL, Talent Q, and Cubiks.
Here are a few segments in which the nature of the aptitude test revolves around:
- Tests for numerical reasoning: Such assessments allow us to answer mathematical, equation, and charts-based questions.
- Review of the verbal reasoning: A way to test the linguistic skills and the ability to absorb information quickly from text passages
- Exercises intractable: A business-related scenario that evaluates how well tasks can be prioritized
- Tests for diagrams: Tests that measure one’s reasoning, usually under strict conditions of the time
- Tests of the situation judgment: Psychological tests that evaluate one’s experience in solving work-based issues
- Standards for logic inductive: Tests that identify how well the underlying logic in patterns can be seen by a candidate, rather than words or numbers
- Checking intellectual ability: A general intelligence assessment that revolves around most aptitude tests, groups
- Technical measures of thought: They test the ability to apply theories of mechanical or engineering to problems. They are often used for technical roles.
- Testing Watson Glaser: This is designed to evaluate the ability of a candidate to consider arguments critically, generally used by law firms.
- Checks for spatial awareness: These tests evaluate your ability to manipulate images mentally and are often used in design, engineering, and architecture job sectors.
Sample error test: An unusual type of aptitude test that focuses on your ability in complex data sets to identify errors
In the growing era of competitive candidates, structured selection procedures, making aptitude tests a part will go a long way in the process of filtering suitable candidates for their respective firms.
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