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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.

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.

aptitude test tutorial

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.

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).