Formats and types of Aptitude tests
Aptitude test formats differ since they are designed to measure different skills and knowledge requirements in candidates. An aptitude test is meant to standardise the process of determining an individual’s skills and knowledge. Aptitude test difficulty levels are therefore used to screen out candidates depending on the job requirements. It is Important that the questions they ask, relate meaningfully to the proposed task. In other words, they should be valid; a thermometer should be used to measure temperature, not height. A common property of these tests is the time limit required to tackle all the questions. It is no wonder that many candidates sitting an aptitude test for the first time flop.
Millions of aptitude test types are administered worldwide each year. They include the numerical reasoning test, meant to assess the candidates’ statistical acumen. If you can unpack it, you should be able to construct it. What do these symbols and figures, proportions, decimals, percentages, equations tell us? Are we gaining or losing? Should we step up production or should we scale down? These are important day to day organizational decision- making questions that need critical interpretations. SHL aptitude test also offers mathematical tests.
Abstract reasoning tests simply aim to measure the individuals’ interpretation of how some symbols, or diagrams are arranged, identify a pattern and predict the next pattern. It follows logic. The beauty of these tests is that they do not require one to know a specific language, as in verbal critical reasoning tests. Logical reasoning tests only require one to observe and think critically and finally predict the next event.
Mechanical reasoning tests: These are commonly used for technical and engineering jobs, for example motor vehicle mechanics, civil engineers, plant mechanics and even fire fighters. These tests measure candidates’ ability to apply different mechanical concepts and principles to relevant situations.
TalentLens test: this test is meant to measure an individual’s capabilities using 4 key dimensions crucial to organizational performance. These are critical thinking, problem solving, collaborator and team playing. Critical thinking is appraised using the RED model. A critical thinker will therefore Recognise assumptions in any situation, Evaluate arguments, and Draw solutions (the bold letters form RED). Critical thinking is one of the strongest predictors of job success and overall performance. Problem solving skills are analysed using Raven’s Progressive Matrices. They assess among others’, professionals abilities “including advanced observation and clear-thinking skills, efficient problem solving, abstract reasoning, and the ability to learn”. Collaborator and team playing skills measure one’s personality and key motivation aspects that enable individuals to fit into their job roles as well as organization’s culture.
A similar test relevant to business settings is the Criterion Partnership ability test, whose overall aim is to measure “mental firepower” (http://www.criterionpartnership.co.uk/psychometrics/ability-tests/ ). It involves three levels of testing, depending on one’s role in organisation. For top level managers and graduates, Utopia verbal, numerical, and abstract critical reasoning series are used, B2C verbal, numerical, and checking reasoning series are offered for front desk officers and administrators, while for production, manufacturing and engineering roles, CWS verbal, numerical, and mechanical reasoning series are offered.
OneTest cognitive ability test: also referred to as OCAT, these tests differ from other aptitude tests mainly because they incorporate tests for different skills, all in one sitting. The test covers numerical, verbal and non-verbal reasoning. The test involves 51 questions to be solved in 20 minutes, ostensibly to test candidates’ ability to handle stress!
Candidates therefore require some form of aptitude test help to prepare for the real test during interviews. Fortunately, online resources are available on sites such as Graduate Monkey for strategies that would help them pass aptitude tests and score the required aptitude test scores.
Candidates must therefore get complete knowledge of how these aptitude tests work and how they are capable of making or destroying their careers. They can even approach Graduate Monkey for having some professional assistance in successfully creating their careers. Their experts will definitely help you to get insight about a number of perspectives and will also supply numerous practice questionnaires to better evaluate the concept.
Graduate Monkey is the best source of getting expert guidance and dependable test formats that will always result in the required manner. All in all, ability test or aptitude tests have broad spectrum naturally and they do not require one’s personalized career strategies. Apart from getting aptitude test guide, you can also expect career counselling from Graduate Monkey because they are specialists in providing right suggestions to their clients. You can always trust them for improved and quality outcomes.
One last thing to mention is that always remember a famous saying “only fools rush in” because if you are in a rush, everything will not come out as expected. You should first evaluate your skills, determine suitable job positions to apply for and then show your active candidacy.