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Types and formats of aptitude tests


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.

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.