Reasons Subjectivity exists in Aptitude tests
Aptitude tests are standardized methods of measuring the skills and knowledge of candidates competing for specific positions. The underlying objective is simply to get the right person, with the right skills for a given job, otherwise organizations can incur high operational costs due to inefficiencies. An example would be a post-doctoral fellow doing tasks that would perfectly be done by an undergraduate. Conversely, imagine a situation in which an undergraduate is assigned tasks meant for fellows with more advanced training. The end result would be high employee turnover and subsequent costs for their replacement.
Aptitude test interviews are normally used in the initial stages of a recruitment process to identify the most suitable candidates among the applicants, who are then invited for face to face panel interviews where the final decision to hire is made. These tests involve reasoning questions on comprehension, logical thinking, and statistical competence (numerical questions) among others. These tests are not confined to jobs only; academic institutions do administer aptitude tests for graduates as a way of getting the best students for specific disciplines. It is argued that enrolling students with certain desirable core competencies results in better outcomes- they are easier to train and provide the best prospects that they will successfully pursue the course to completion. Many times university students apply for a change from more prestigious courses like Medicine to General science courses or arts because they find it difficult coping with demands of such courses. On the other hand, career aptitude tests help individuals to determine what kinds of careers are best suited for the skills they possess. This is important particularly for students who could be struggling with making career choices.
These tests come in different formats- they can be pen and paper based tests in which case candidates solve the problems on paper and the answer sheets are collected for marking. Candidates then wait for results. Candidates can also do aptitude tests online, in which case a user creates some an account, does the exam and submits answers using select tabs or links. The advantage of online examination is due to the fact that one can get results promptly saving considerable labor costs that would be required to administer a paper based exam. Both ways however involve answering challenging questions within limited time.
It is important that candidates prepare adequately for an aptitude test interview, with a level of seriousness similar to that required for an important examination. Luckily, there are numerous online sites that offer aptitude test tutorials. Apart from notes in aptitude test e-books and other formats, tutelage is also provided through aptitude test video tutorials to enhance the learning experience. Online aptitude test preparation involves some costs too- one has to pay to access the resources. However, some of these sites also offer free aptitude tests.
As much as candidates may score the same mark in any given exam, no two candidates necessarily think exactly the same way. Every candidate is unique. This is partly due to the fact that the knowledge and skills that we accumulate over time are shaped by different variables for example genetic factors, the environment in which we are raised, the company we keep, exposure to different cultures and so on. Such variations impact the way we think and ultimately make decisions. This is true for interviewers too, and is referred to as subjectivity.
Though aptitude tests are meant to cushion the selection process from bias and inform objective decision- making, somehow subjective considerations do creep into the process and influence the prospects of some candidates being selected for interview. Some of the instances include the way questions are selected and presented as well as how answers are phrased (in case of multiple choices). The threshold of passing an aptitude test is also subjective – why should a particular mark be considered a pass? Sometimes all candidates may not attain the required score to pass an aptitude test, but a selection has to be made nonetheless. The subsequent decision is therefore in all purposes and intents, subjective.
On the whole, subjectivity is something that always matters a lot in your selection. It is the responsibility of every candidate to thoroughly evaluate their likes and preferences and think of potential fields they want to get into. This short exercise will always help them to achieve their desired goals no matter from where. If they are not sure what to do, then they can simply contact Graduate Monkey for better help with potential of finding the best solution. They have got enough skills and expertise to determine your interest and suggest the type of field that will suit you the best in terms of knowledge, experience and expertise. Also, you can contact them for having some sample aptitude test papers.