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Major companies that use aptitude tests to recruit employees


aptitude test tutorial, practice aptitude test, practice numerical reasoning

Most of the multinational companies today use aptitude tests to screen potential job applicants as a standard practice. These tests therefore have become an integral part of the entire interview process. Nowadays, it goes without saying that any job vacancy will attract a considerable number of potential candidates. Institutions such as banks and consulting firms carry out pre-screening tests to reduce the number of job applicants to a more manageable size. Those selected are then subjected to a more rigorous screening phase. By doing so, companies are able to identify the most qualified candidate for a given position, one who is most likely to perform well on that job.

There are many companies that use aptitude tests to recruit employees. One such company is the PriceWaterHouseCoopers (PwC).  This company is one of the big four accounting and auditing firms, and it is the biggest of its kind in the world.  Job application process at PwC involves several stages. Stage two of the job application procedure in this company is the aptitude test.  At this stage, the candidate is subjected to numerical reasoning test, inductive reasoning tests and/or verbal reasoning testsThe type(s) of reasoning tests you undertake depend(s) on the service line you have applied to. When applying for a position at PwC, you need the necessary information as well as proper guidance in advance. You should not assume that it is possible to successfully guess your way through the entire aptitude test as you will be sorely mistaken.

Another company that uses aptitude tests is KMPG.  This company is also one of the big four accounting and audit firms. At KMPG, you will be subjected to numerical reasoning test made up of 24 questions and need to be completed in 20 minutes. Other tests you will encounter at KMPG are verbal reasoning tests and situational judgment test. All these tests are from Cubiks and are offered online at your convenience. It is important to get an understanding of what each of these tests involve way before the interview.

Deloitte is yet another company in this category. Just like the other big four accounting and auditing companies, job application at Deloitte involves several stages. Successful job applicants in this company are subjected to psychometric tests provided by Kenexa. These tests include the Deloitte numerical test, and Deloitte kenexa verbal reasoning test. In the numerical reasoning test, the candidate is provided with financial and numerical data which could be presented in the form of graphs, tables, and possibly information in a paragraph. The candidate is then asked a question and given four or five different options to choose from as the correct answer.  The verbal reasoning test on the other hand assesses one’s comprehension ability. You will be given a paragraph of information with a number of different facts. You will then be required to answer questions by using your analytical and comprehension skills to deduce the answer from the text.

Earnst and Young is not much different from the other three accounting firms mentioned above. Anyone aspiring to work for this company should expect tests such as diagrammatic reasoning test, verbal reasoning test as well as numerical reasoning test. Each of these tests consists of 8 questions to be answered in 6 minutes. Each test is immediately followed by the next one. All these tests are supplied by Saville Consulting firm and are offered online.

JP Morgan offers global banking and financial services to meet the needs of governments, corporations, financial institutions, private firms and individuals. This banking institution employs over 70,000 people globally. Applying for a job at the world renowned JP Morgan is a complicated and complex process that needs adequate preparation and guidance. In your recruitment journey at JP Morgan, you will encounter numerical reasoning tests, verbal reasoning tests, inductive reasoning test and situational judgment test. These are either administered through SHL or Kenexa (formerly PSL test format).  It is mandatory that you pass each of these tests to have an opportunity for interview.

If you are interested in working for Bank of America, there are many steps in the job application process which candidates have to go through in order to have that prized job offer. The bank subjects its candidates to Merrill Lynch numerical test online. This involves answering 20 questions in a 20 minutes time frame (Kenexa test format).

Other institution that use aptitude tests are: Mitshubishi, Credit Suisse, UBS, Atkins, and Boston consulting among others.  It is important to know whether the company you are applying to work for offers employment aptitude test as a requirement in the recruitment process. You also need to prepare adequately for the test before the interview. It is also important to bear in mind that these tests may not be like anything you have undertaken in the past. This might not necessarily be true in terms of skill level but in format in which the test questions are presented. The nature of aptitude tests require you to work under severe time constraints and this often produces results that you didn’t expect and forces you to make mistakes. However, pressures which come with limited time can easily be overcome with proper guidance and preparation. Graduate monkey has aptutorial packages which can provide you with an understanding of how these tests work and what you need to do to compete with the best.

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.

 Aptitude Test- What does it Evaluate?

Aptutorial LATEST RESIZED Aptitude Test– What does it Evaluate?

If you’re a graduate looking for work after university, chances are that many of your employers require you to take an aptitude career test. You’ve probably, at some point, wondered why so many employers require these tests and what they all mean.

Well, many employers use a variety of different exams to test you on various skills they expect you to have mastered before you take on a job in the position they’re hiring for. Depending on the kind of job you’re applying for, employers use aptitude career tests to help determine if you’re a competent, well rounded candidate.

For example, the Cubiks test, which is a common test many businesses you might be applying for expect you to take, tests one’s problem solving skills, especially when it comes to numerical and verbal literacy. Many of the verbal problem solving questions you’ll be expected to answer concern how well you’ve got a handle on the English language- for example, you might be asked about antonyms or how to use deduction and reasoning. When you’re being quizzed on your numerical reasoning, you might be expected to complete a variety of simple and complex equations to ensure you’ve got a good handle on basic, mathematical skills and concepts.

Often times, many numerical reasoning tests will have you interpret information in graphs and charts to see if you’ve got a good handle on how to interpret data and statistics. These are important skills you’ll have to use on a daily basis in many of the jobs you’ll be applying for.

Abstract reasoning test, which is a common component of many aptitude tests you’ll be expected to take, involve testing your ability to analyze information and solve problems with complex thought processes. You’ll have to be able to make deductions, form theories, and understand the various relationships between verbal and non-verbal concepts.

The OneTest cognitive ability test relates to how well you’re able to reason and utilize various thinking styles in order to answer a variety of different questions. You’ll be tested on numerical, verbal, and nonverbal reasoning as well as your English proficiency and your deductive reasoning skills. And often times, you’ll only be given 23 seconds to answer each question, so quick that thinking is key.

A very important skill many employers will test you on is how well you’ve got a handle on mechanical reasoning. If you’re applying to become an engineer or are entering a technical field, you’ll probably be expected to take a mechanical reasoning test. During this test, you’ll be expected to utilize your knowledge of simple machines and physics in order to solve a variety of mechanical scenarios. And if you’re entering a mechanically inclined field, your employers want to know you’ll have the right skills and tools to be able to handle complex machinery and physical applications.

The TalentLens test is designed to test how well you can utilize various critical thinking strategies. For example, you’ll be tested on how well you can clarify your understanding of a subject, whether you can analyze and interpret the processes you took to reach a logical conclusion, and if you can make logical decisions based on the evidence you’re provided with.

Another common type of test you may be expected to take is the SHL aptitude test, which many employers use to test prospective employees. Some of the sections the SHL aptitude test covers include sections on numerical, verbal, or logical reasoning. Some employers such as PwC may even require a SHL personality questionnaire which is a type of psychometric assessment.

The Kenexa reasoning test also involves sections on numerical, verbal, and logical reasoning. Many employers will have prospective recruits take the logical reasoning portion, which involves using inductive reasoning to complete patterns and answer questions logically. Kenexa verbal tests are often tailored for individual positions and not only question how well you can utilize your verbal reasoning skills but can give your prospective employer a good idea on your managerial skills. Kenexa format is popular in investment banking and fund management industry.

And last but not least, one of the other tests you may be expected to take is the Saville reasoning test, which covers how well you’ll be able to use abstract critical reasoning in order to make a decision in various situations.

In order to pass any ability test or aptitude test you may be expected to take, it is important that you’re well prepared and know what to expect so you’re not caught off guard on test day.

Whether that means seeing aptitude test tutorials (aptutorials) or studying the different types of questions you may be expected to tackle during actual tests your employers are having you take, being prepared will give you a better chance to receive the highest aptitude test marks and be able to ace any aptitude exam. After all, many employers rely on the percentage of candidates who are efficient enough to pass aptitude tests to know whether they’re right for the job and it is their responsibility to prove that they are – before they give them a chance for an interview!

Is Aptitude really a myth?

The fact that one can prepare and improve their score on almost all types of aptitude tests raises an important question. Does what they call aptitude tests really measure your aptitude level? Let’s review the definition of what aptitude is.

An aptitude test is, generally, any test designed to measure one’s potential for achievement. The word aptitude is sometimes misused to mean ‘ability’ or ‘achievement’; however, there is a subtle difference between the three words aptitude, ability and achievement, which can be distinguished as follows:
aptitude – how quickly or easily you will be able to learn in the future;
ability – what you are able to demonstrate in the present;
• achievement – what you have accomplished in the past.
There are nine different types of aptitude, which may be summarized
as follows:
• General learning: learning and understanding, reasoning and making judgements. Example: how well we achieve at school.
Verbal aptitude: general lexical skills – understanding words and using them effectively.
Numerical aptitude: general mathematical skills – working with numbers quickly and accurately.
• Spatial aptitude: understanding geometric forms, and the understanding and identification of patterns and their meaning. Example: understanding how to construct a flatpack piece of furniture from a set of instructions.
• Form perception: inspecting and perceiving details in objects, and making visual comparisons between shapes. Examples:
studying an object under a microscope, and quality inspection of goods.
• Clerical perception: reading, analysing and obtaining details from written data or tabulated material. Examples: proofreading,
analysing reports and understanding graphs.
• Motor coordination: eye and hand coordination, and making quick and accurate rapid movement responses. Examples: actually being able to assemble the flat-pack piece of furniture once you have understood how it should be done, being able
to operate a computer keyboard quickly and accurately, and sporting skills.
• Finger dexterity: manipulating small objects quickly and accurately. Examples: playing a musical instrument, and sewing.
• Manual dexterity: the skill of being able to work with your hands. Examples: painting and decorating, building things
and operating machinery.

In the case of most aptitude tests there is usually a set time limit, which must be strictly adhered to in order for the test to be valid,
and there is usually an average score that has been standardized in comparison with the scores of a group of people who have
taken the same test.

In sum, either aptitude itself a fluid concept and it can be influenced through learning and practice OR no one really has a pure aptitude but what we have is hybrid form of constantly evolving ability combined with only minimal innate abilities.

Regardless of which one of the above is really true, you can always improve your test by using one or more of our aptutorials (aptitude test tutorials).


Aptutorial LATEST Aptutorial is an abbreviation produced from ‘aptitude test tutorial’ or ‘aptitude tutorial‘.

Aptitude test tutorials or aptutorials are designed to help those who have to take such tests to improve their performance and score results.

Aptitude tests are used by a variety of entities such as businesses (banks, consulting firms, etc) and universities (see CAT). There are many forms of aptitude tests available. Aptitude tests have been used for thousands of years. For example, in ancient China, chancery workers were selected by checking their basic numeracy skills.   One of the modern aptitude test formats was developed during the World War I by a man named Carl Brigham who had adapted an IQ test into a more specific aptitude test format(see SAT). Also, see this source for more information (SAT)   According to Britannica (see Aptitude test definition Britannica), an aptitude test is examination that attempts to determine and measure a person’s ability to acquire, through future training, some specific set of skills (intellectual, motor, and so on).

The tests assume that people differ in their special abilities and that these differences can be useful in predicting future achievements.   General, or multiple, aptitude tests are similar to intelligence tests in that they measure a broad spectrum of abilities (e.g., verbal comprehension, general reasoning, numerical operations, perceptual speed, or mechanical knowledge). The Scholastic Assessment Test (SAT) and the American College Testing Exam (ACT) are examples of group tests commonly used in the United States to gauge general academic ability; in France the International Baccalaureate exam (le bac) is taken by secondary-school students. Such tests yield a profile of scores rather than a single IQ and are widely used in educational and vocational counseling. Aptitude tests also have been developed to measure professional potential (e.g., legal or medical) and special abilities (e.g., clerical or mechanical). The Differential Aptitude Test (DAT) measures specific abilities such as clerical speed and mechanical reasoning as well as general academic ability.

While aptitude tests are designed to objectively assess one’s innate ability, the fact that they are developed by other humans exposes them to bias and subjectivity. In addition, certain data contexts used in such tests can be readily memorized by those who can access similar questions, become familiar with test format and prepare accordingly.   Therefore, it may be possible to achieve a better score by preparing for the aptitude, which means it may be possible for a test candidate to demonstrate a higher aptitude score than he might obtain if he does not prepare in advance. Aptutorial providers such as GraduateMonkey.com rely on the idea that all aptitude tests have some degree of subjectivity and bias; thus some otherwise well-qualified candidates are disadvantaged in relation to others. Therefore, the use of aptutorials by test-takers can be justified for the purpose of creating an even playing field for all test candidates.