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Why Choose Graduate Monkey?

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There are many job applicants to any position that has been declared vacant by any organization. Aptitude tests help the employer to reduce the number of successful candidates to a manageable size.  Despite many job applicants having graduated with a very high score in the university end up being taken out by this test dragon way before they get a chance to interview the job.  This implies that getting a good career job is more challenging than a college degree. It is more than just a good resume. Graduate Monkey can help you conquer this test dragon and get your dream job a step closer to you. Graduate Monkey focuses on answering the question of how you can get the top mark other than simply guiding you on what score you need to pass the test. This is achieved through their 3-in-1 test preparation packs that are designed with that goal in mind. Graduate monkey offers aptutorial packages which will guide you through the various categories and types of problems you should expect in an aptitude test. The practice test offered at Graduate Monkey will help you test your newly acquired knowledge.

Aptitude tests are not anything close to what you have handled before.  You might be skilled in solving complex mathematical problems but that does not necessarily mean you are good at numerical aptitude test for example. You might be very good at speech but this does not guarantee an automatic pass in verbal aptitude test. All too often candidates make an assumption that if they are good in math or calculations or are fluent in English then they will blitz the aptitude test. This is the wrong assumption. Each psychometric test is administered under a strict timeframe. Numerical aptitude tests for example are used by employers to measure candidate’s ability to perform task involving analysis and/or interpretation of numbers. These tests range from simple arithmetic involving addition subtraction, division and multiplication to complex and more intricate questions where you are required to interpret numerical information presented as graphs, diagrams or even tables. To master these tests, it is important to add a new set of test taking skills to your tool box.

All of the Times Top  100 Employers use aptitude tests to assess candidates innate or learned level of competence to do a given task at a particular level.  For instance, numerical tests assess one’s analytical abilities given a set of numerical data or figures to solve a problem. Nowadays recruiters in these companies are nearly obsessed with aptitude tests while the test providers are continually developing new varieties of these tests to compete with others.

Aptitude tests have both the methods and the categories through which they can be presented. For example numerical test methods may include: numerical reasoning test, collective timing for a number of questions, individual timing for each question or graphical interpretation. Categories of the aptitude test on the other hand assess aptitude or different forms of intellectual ability. Such examples Include: numerical reasoning test, verbal reasoning test and diagrammatic or spatial reasoning test.

If you are preparing for an aptitude test and are worried you can’t do it, you are not alone. As a matter of fact many graduates actually think this way before trying a different approach to prepare for aptitude tests.  You should bear in mind that as long as you have a true desire, proper guidance and the right tools, then you can improve your test score dramatically. As a matter of fact if monkeys can achieve it, why not you?

Graduate Monkey acknowledges that passing an aptitude test can be a daunting affair not because the tests are tricky but simply because there is an uneven ground used during aptitude tests preparation.  This is partly due to the many different categories of aptitude used including logical aptitude test, numerical reasoning tests and verbal reasoning tests as well as the test formats. Similarly there are many test formats such as Cubiks, TalentQ, SHL, Saville and Kenexa-PSL among others.

It is a very obvious fact that if you don’t know the kind of aptitude test questions and the data context you should expect, then you will automatically get a low test score.  That’s a fact. There is a pool of applicants for every decent graduate position. Anyone who succeeds in getting the job does so by preparing adequately in a focused manner while using the right tools in order to pass through each stage in the process.

While appreciating all of the above, Graduate monkey has developed comprehensive test tutorial packs that are focused on specific test formats and categories.  Graduate Monkey  provides preparation packs that are developed by a team of seasoned psychometric experts and that include the Kenexa and SHL style Numerical reasoning tests, Verbal reasoning test prep pack and Logical (Inductive or Abstract) reasoning test tutorials. It is evident that you will find Graduate monkey very unique in their approach. Graduate monkey does not only offer practice tests but also provide candidates with online EBooks and tutorial videos to give every candidate an opportunity to look at problems from different angles.

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Types and formats of aptitude tests

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Aptitude tests are administered to successful job applicants as part of pre-employment psychometric assessments to determine if they are intelligently fit for a given job. Most of the world’s top employers use aptitude tests as part of their recruitment process especially for high ranking job positions. When you know you are likely to be subjected to an aptitude test, then you can prepare for one well before you face it. This article describes what aptitude tests are and the types and formats of these tests. Having an aptitude for something means you have a talent or a flair for it. It means you have the ability to perform a given task at a certain level. The task may be mental or physical. Perhaps you may have a mental aptitude for mental arithmetic or a physical aptitude for accurately shooting a football. Generally, aptitudes are not related in any way and are therefore completely independent from one another. This goes without saying that being highly skilled in one area does not guarantee an automatic high aptitude for another. Therefore someone who is extremely good at arithmetic is not necessarily good at football. We can therefore conclude that aptitude is actually a natural talent for the performance of a given mental or physical task. To a certain extent, aptitude cannot be gained through knowledge or training of any kind. The concept of aptitudes closely related to the concept of intellectual Quotient (IQ) although these are two completely different concepts. The intelligence quotient views intelligence as a measurable characteristic consisting of combined results of various independent aptitudes while aptitude tests on the other hand aim at assessing the capability or aptitude of any given person in a systematic, structured and objective way. Aptitude tests use standardized methods and the score for each candidate is compared with those of a given reference group or control. Since there are many different skills, there many aptitude tests as well. Most of them can be found online but only particular types are popular with recruitment agencies. Verbal reasoning test is one example of an aptitude test used by employers during the recruitment process. This type of test gives an indication of one’s ability to analyze and understand written information. This is important as employers want to know how well you can communicate. On the other hand numerical reasoning tests evaluate ones elementary arithmetic skills. These skills are an integral part of almost every assessment. Numerical tests provide employers with an indication of candidate’s ability to work with numbers. These tests are done by use of a series of numbers and simple mental arithmetic tests. They may also include graphs and tables which must to be interpreted. A numerical reasoning test assesses your ability to analyze your mental capacity with regard to numbers and figures. Another type of aptitude test is the abstract reasoning test. This test measures candidate’s ability to discover patterns in abstract data and make the right choice by extrapolating these logical patterns. This test is considered to be the best gauge of one’s ability to solve problems in new situations without prior experience or acquired knowledge. It is also known as fluid intelligence and uses both deductive and inductive reasoning. Logical reasoning test as the name suggests gives an employee an idea of how the candidate is able to make a logical conclusion when presented with a problem. Often the Logical Reasoning test is a form of Abstract reasoning test – as it also consists of sequences or groups of diagrams, shapes, patterns, etc.  Most of the time, the problems presented in this test are often illogical or contradictory. The candidate is not required to solve them based upon their knowledge but to rely entirely on what is in front of them. As a rule, spatial reasoning tests are given if the candidate is required to have a good spatial awareness. It is would be relevant to candidates who are required to think in three dimension such as engineers, architects, designers and pilots. Aptitude tests are usually part of psychometric tests.  Psychometric tests can be defined as the “science of the soul” and are an intricate part of the job application process. Leading companies use psychometric tests in the recruitment process. Psychometric tests consist of two parts. The first one is aptitude tests. As discussed above aptitude tests are used to measure one’s ability to perform a given task at a particular level. The second part of psychometric tests is the personality questionnaires which are used to measure candidates personal attitude towards their environment, personal characteristics and assets. This gives the employer an insight into how well the candidate will work with other people, stress management skills and your intellectual ability to cope with intellectual requirements of the task. Psychometric tests give a complete idea of the kind of a person you are and a set of characteristics you possess. It therefore goes beyond determining whether you have a talent in a given area. Many candidates are afraid of these tests but there is really no need. You should bear in mind that no test is perfect and the client does not rely solely on the test result. Employers will use them together with other selection methods such as experience, study results and application letters.

Aptitude Test Practice Makes Perfect

Nowadays, scoring well in aptitude tests is gaining a lot of importance more than ever before for graduates and job applicants seeking to work for major graduate employers such as banks and accounting firms. This is because aptitude testing has become an integral part in the job recruitment process. As soon as you have clicked “send” on the online job application form, odds are that you will be promptly invited to take some online verbal and numerical reasoning tests. For those applying for more specialized roles, say IT or financial modeling perhaps, you will probably be required to take diagrammatic reasoning tests as well. Candidates must show ability to complete the numerical reasoning aptitude test, verbal reasoning aptitude test and diagrammatic reasoning aptitude tests quickly and carefully in order to qualify for the next stage of the job in question. In most cases, aptitude testing is the first stage in the screening process. If you succeed in this stage you will progress further to other interview rounds. However, don’t be surprised when you are subjected to further tests. It is therefore important to practice these tests way before the actual test.

Aptitude tests can strike fear at times even to the most confident student. It is important to note that almost everybody is likely to face an aptitude test at some stage in their life. It is therefore wiser to face the fear now and find out what these tests involve than crossing your fingers and waiting for the worst.  Whenever you fail to prepare you prepare to fail.

Let’s take numerical reasoning aptitude tests for example. Apart from knowledge on simple arithmetic, this test requires you to have a strong grasp of pie charts, tables and graphs. The types of questions asked need not the candidate to have crammed complex equations and formulas. They can easily be mastered through regular practice of aptitude tests. Once you have practiced numerical reasoning aptitude tests several times, the format will stick to your mind and you will have better chances for passing the numerical reasoning aptitude tests. As a matter of fact the format may become a second nature to you and you may not have any difficulty in them anymore.

Every candidate should understand that employers are looking to check if the best candidate is committed enough to have had gone an extra mile and had prepared for the assessments properly. The employer is not testing the level of your IQ but your dedication to high standards of performance and perseverance.

Verbal reasoning tests on the other hand are used to test candidate’s comprehension ability. The candidate might be presented with a short passage on any subject and required to read a short statement and state if it is true or false. It requires one to have a lot of practice in this area in order to pass the test. Practicing aptitude tests online have proven to improve the test scores of many candidate significantly. They help the candidate to know what the examiner is looking for and when the candidates know what the examiner is looking for then the tests prove more than manageable.

Abstract (or non-verbal logical) reasoning aptitude tests are used to test the ability of a candidate to follow logical sequences. Just like numerical reasoning aptitude test and verbal reasoning aptitude tests, practicing diagrammatic reasoning aptitude tests can help candidates improve their test scores significantly. It is important not to overthink diagrammatic reasoning aptitude test. Following the “gut instinct” is the most effective method for passing these aptitude tests.

Aptitude tests are used by the employer to distinguish the best and the most appropriate candidate for any job. These days, it is not enough to have impressive exam results and multiple extracurricular activities in order to secure your ideal job.  You need to master aptitude tests by practicing aptitude tests online in order to succeed and rein in today’s contemporary and competitive job market.

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aptitude test tutorial, Aptutorial

Your chances of securing your dream job increase with a higher score on the test.  To achieve higher scores, ensure that you concentrate on aptitude tests that are most challenging to you and that is of most difficulty to others.

It is not so much about how difficult the aptitude test questions are but the time pressure of answering as many questions as possible in the shortest time possible. It goes without saying that the more you practice answering aptitude tests, the easier it will be. Some test publishers such incorporate negative marking (for incorrect answers) in the aptitude tests they offer. This means that the candidate will have to work quickly but systematically so if they make a wrong guess they may pay for it dearly.  Graduate Monkey offers Aptutorial Packages and test preparation packs to help you prepare for your aptitude test in most comprehensive way.  In sum, it may be worth investing your time in making use of the available resources online to prepare you for the test and launch you into your long-awaited career.

How to prepare for your aptitude tests

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Every employer wants to have the right person for the job they advertise for.  The hiring process is all about finding the best person for the job. This could be based on skills, personality, intelligence or cultural background of the applicant. Due to the large number of people searching for jobs, employers subject the successful job applicants to psychometric tests. These tests give the employer a complete profile of each candidate in terms of the level of intelligence and personality characteristics. When your job application has been thoroughly scrutinized and you are lucky to be invited to take an aptitude test, it is important to prepare adequately for it. This article will give you the necessary tips on how to prepare for any aptitude test.

One thing you should bear in mind when preparing for an aptitude test is what the employer is looking for in the right job applicant. Different jobs require different combination of skills and the candidate with the required combination takes the day.  You can find out about the required skills by fully understanding the job description. The nature of the test can also give you a clue on what the employer is looking for.  Knowing what the employer is looking for in the right job applicant can help you focus on sharpening you skills in the relevant areas and save much of your preparation time and energy.

You should also get acquainted to the different psychometric testing techniques.  Aptitude tests are not like any other kind of test you might have encountered before.  All too often candidates make an assumption that if they are good in math or calculations or are fluent in English then they will blitz the aptitude test. This is the wrong assumption. Each psychometric test is timed and designed in a very unique way.  For example numerical aptitude tests are used by employers to measure the level of your ability to perform tasks involving analysis and interpretation of numbers. Depending on the kind of job you are applying for, these tests range from simple arithmetic involving addition subtraction, division and multiplication to complex and more intricate questions where you are required to interpret numerical information presented as graphs, diagrams or data tables. To master these tests, it is important to add a new set of test taking skills to your tool box.

Familiarizing yourself with the format and the typical content of the psychometric test will give you a significant advantage. Numerical and Verbal aptitude tests for example are generally multiple choice questions which must be completed within a very short time. The questions in these tests range from physics science, business related areas like economics and finance to physical or biological sciences.

Abstract aptitude test on the other hand, is basically a non-verbal test that uses diagrams and sequences of shapes in the test questions.  Familiarity with the type of the test questions in the aptitude test you are preparing for will give you a competitive edge.

Once you have identified the nature of the aptitude test you are expecting, you need to practice it by taking an online aptitude test.  You should practice and prepare for the psychometric test just like you would for any exam. By practicing aptitude test questions, you train your brain to identify the frameworks for solving problems and this will significantly improve your results. Since majority of the psychometric tests are conducted online, it is very important to prepare through the same media.

Time is of great essence in an aptitude test.  All aptitude tests are administered under a strict time frame.  Only 1-2% of all candidates are able to answer all of the test questions. Successful candidates plan their time well and set milestones. The good news is that you don’t have to complete all the questions in the test in order to get a high score. You should also bear in mind that in most cases easy questions score as the same as hard ones. As an intelligent candidate you should set milestones and if you find difficulty in one question go on to complete others.

Most numerical aptitude tests will allow you to use a calculator and you will be advised on this upfront. If you have stayed for long without using your calculator familiarize yourself with the various functions and operations well ahead of the test. There is no harm in brushing up on reading tables and graphs as well.

In cases where you expect to be subjected to verbal aptitude test, start reading a broader section of newspapers or any industry specific literature regarding the job you are applying for. This way you will grasp verbal aptitude test quicker, provide answers faster and therefore improve your score.

When preparing for personality aptitude test, be sure not to trigger a lie or good scale. Most personality tests are designed to indicate whether you are consistent to your answers and to what extent you tried to portray yourself in an overly positive manner. We all want ourselves to be seen in the best light possible. This is common to all of us when we want to get a job.  However make sure not to overdo it as it will cause inconsistency in your answers and thus may backfire at you.

Psychometric tests appear daunting sometimes. The key to succeeding and achieving a top score are practice and preparation which will also help build your confidence for your upcoming interview!

Reasons Subjectivity exists in Aptitude tests

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.

How to Maximize Efficiency of Graduates to Pass Exams?

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Graduation doesn’t necessarily guarantee a career right off the bat, much as prospective job applicants would like to believe otherwise.

Graduate job, though one would assume the mere fact that a graduate has gone to school and thus studied would be enough, often have additional requirements expected from the employers involved with graduate recruitment.

Whether these requirements entail aptitude tests for recruitment or graduate ability test, the unfortunate truth of the matter is, many graduates don’t meet these additional requirements employers are looking for when it comes to filling a position with fresh graduates.

With the proper tools, perhaps we can ensure more graduates go on to pass aptitude examinations.

Various companies produce a wide variety of aptitude tests for graduates used by employers every year to test potential graduate recruits on a number of various skills that graduates are expected to have mastered by the time they graduate university.

There’s the SHL tests– among the most commonly used aptitude tests that employers use. Applicants, using a variety of these tests, are evaluated on topics ranging from numeracy, to logical, and even visual awareness. Kenexa reasoning test is another popular subject for employers to test applicants on.

The purpose of these tests is to determine if graduates understand the fundamental skills required by the various positions they may find themselves applying for.

To ensure that the optimal number of graduates are passing examination, it is in turn of utmost importance for graduates to receive the proper tools and preparation they need in order to pass these exams with above passing scores.

There are numerous sites out there offering practice tests meant to allow potential applicants to test their skills before they’re to go in and take the physical test upon job application. These graduate online aptitude tests give applicants a sense of what to expect when taking these exams- from the structure of the test to the kinds of material covered by them.

More sites still offer resources for graduates- from free graduate test videos, to test preparation, and even recruitment test tutorials designed to help graduates conquer the various types of professional sample aptitude tests floating around out there.

To ensure that more graduates are able to successfully pass these exams is to ensure that graduates have the access to different graduate online test portals. To do so is to ensure a robust population of young, bright professionals prepared for numerous situations they may encounter upon entering the job market.

Test results may not be the only factor employers look at when it comes to hiring new applicants- but it’s certainly a key element where upon one’s score can affect whether a young graduate can be guaranteed a career. To neglect the results of companies’ aptitude test is to neglect the chances of one finding employment with a desired company.

Should an applicant be well prepared for taking an aptitude test for recruitment, such examinations can ensure, according to Georgina Clatworthy of Human Resources.com, that these exams can be “a representative measure of performance similar to actually placing that person in the job.”

With such expectations hinging on the exam itself, it’s no wonder that employers frequently rely on such tests to determine whether an applicant is right for them.

A test for job recruitment can provide employers with a practical method to determine whether an applicant holds the optimal skills and knowledge required to perform the job according to the employer’s expectations and requirements.

Simply put, when a graduate does pass an aptitude test and earns a higher than average score, he or she is signaling to his or her potential employer that they are a competent, well equipped, and optimal employee and well suited for whatever position they’re testing for.

College itself provides the necessary education and training minimally required of any graduate applying for a position. But the name of the university itself does not simply open doors for the graduate entering the job market. If it were that easy, no college student would ever have to worry about their chances of finding their ideal career upon graduation.

Thus, it is up to the graduate applying for work to prepare for recruitment aptitude test and prove to potential employers that they are the ideal candidates suitable for the job the employer is hiring for.

And with the numerous resources available out there for graduates preparing to take aptitude examinations, graduates have the power to prepare themselves and understand the fundamental skills required for any job they choose to apply for.

It takes more than a degree to find one’s ideal career. It requires graduates take on the responsibility of ensuring they are competent and well prepared for whatever requirements an employer may ask of potential recruits.

The ideal career may not fall onto a graduate’s lap overnight but with the right tools and graduate test preparation, a graduate is certain to find one.