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5 Common Reasons Why PwC Rejects Graduate Job Applicants

As more and more university graduates pass out each year, the cut-throat competition faced by new university graduates in the corporate world has become fiercer. Have you ever wondered why you haven’t managed to get one positive response even after sending tens of applications? Rejection is the bitter pill that thousands of new graduate job applicants have to swallow every day.

In today’s fast paced corporate world, employers want quality more than quantity and this is one of the reasons why just getting a degree is no longer the only precondition for landing a job at top notch firms like PwC. Many employers nowadays reject far more job applicants than they ever hire due to the prevailing economic crisis around the globe. Take ‘rejection machine’ PwC for instance, that does more rejecting than recruiting. It is estimated that PwC receives a staggering amount of 20,000-25,000 job applications for 1,000 jobs in the UK alone.

But did you know that more than 80% new graduate job applicants get rejected even before they have a one-on-one meeting? In this article, we will analyze the 5 common reasons why PwC declines graduate job applications at different stages of the interview process.

Application Overload & Indecisiveness

Accountancy firm PwC rejects almost 80% graduate job applicants at the application stage simply because there are enough job openings and the quest for finding crème de la crème candidates becomes tougher. There is a wide disparity in the number of applications received against the total number of job openings and therefore, the acceptance rate is merely 5%.

According to PwC’s Campus and Schools Engagement Leader Andrew Bargery, the reason why many applicants are rejected at the first stage is because they fail to specify a particular business area they wish to excel in. Fresh grads usually make this mistake because they are either indecisive or haven’t thought much about what they want to do.

The two best strategies to make it through the first stage is to apply as early as you can since top 4 firms usually start hiring earlier than the university term starts and be articulate when filling the application form.

Assessment Is Stricter Than Before

PwC’s interviewing process usually lasts up to six weeks where candidates are thoroughly tested and only a few emerge victorious. One of the key candidate elimination stages is the online test divided into four parts including the following:

  • Logical (diagrammatic) – here, the SHL tests gauge the individual’s ability to perceive and educe relationships between sequences of shapes and symbols (patterns).
  • Numerical reasoning – the SHL test evaluates math-related skills like foreign currency conversions, ratios, fractions, percentages, etc.
  • Verbal reasoning – SHL test targeted at verbal critical reasoning skills of graduate applicants. It presents text passages and ask the test-taker to evaluate a statement based solely on the information given in the passage. It is set in True/False/Cannot Say format.
  • PwC Occupational Personality Questionnaire – a questionnaire tailor-made to judge workplace behavior of the applicants.

Although PwC recently eliminated its A-level requirement, the assessment is stricter than before. Quite a large portion of candidates score top marks verbal and numerical reasoning tests and essays but they are chucked out of the recruitment process at the online testing stage because they fail to meet “PwC personality type” as per the occupational personality questionnaire.

Telephone Interviews – A Deal-Breaker

The Big Four firms including PwC love telephone interviews. PwC is very forthcoming when it comes to the values and behaviours they look for in a candidate. At PwC, candidates are bombarded with a series of old fashion competency questions. For instance, you may be asked to talk about past experiences in which you’ve exhibited the behaviours and values they hold dear.

PwC is known to use the S.T.A.R. interview technique for preparing competency based questions. During this stage, more than 50% candidates are eliminated from the interview process either because they take the interview very lightly or fail to come up with relevant answers which in turn, makes the interviewer feel that they’re not a good fit for the job.

The Penultimate Assessment Centre Stage

Once the candidates clear the telephone interview, they are called in at the assessment centre for one final test. The competition becomes intense here as these SHL reasoning test for evaluating analytical skills becomes harder than the online tests cleared previously. Top scorers then proceed to the group interview.

In the group interview, a case study is usually discussed where candidates’ group work and project management skills are put to test. Candidates who perform well under pressure, able to analyze the situation and come up with viable solutions accordingly are handpicked at this stage for the final interview. According to Bargery, there are about 55-60% chances of success at this stage.

The Final Interview

During the final interview, a senior manager or partner at PwC will interview you and ask you a variety of different questions. If a candidate makes it to the final interview, he or she has about 90% chance of landing the job. In order to ace the final interview, stay calm, be confident and think rationally when answering the questions.

Many candidates are knowledgeable and capable of acing the interview. The only reason why they are rejected after the final job interview is because they try to memorize all Big Four success approaches from various sources and then get confused. The interviewer at this point in time pays attention to detail and focuses on the way the individual ‘thinks’ which is why it is important to tailor a specific approach to your thought process so it doesn’t seem forced.

These are the 5 common reasons why most graduate job applicants are rejected by PwC at various stages of the job interview process. We hope this article helps you understand how to manoeuvre through the interview process at PwC successfully without making those major blunders that most candidates make.

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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.

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.

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.

Formats and types of Aptitude tests

Formats and types of Aptitude tests

Aptitude test formats differ since they are designed to measure different skills and knowledge requirements in candidates. An aptitude test is meant to standardise the process of determining an individual’s skills and knowledge. Aptitude test difficulty levels are therefore used to screen out candidates depending on the job requirements. It is Important that the questions they ask, relate meaningfully to the proposed task. In other words, they should be valid; a thermometer should be used to measure temperature, not height. A common property of these tests is the time limit required to tackle all the questions. It is no wonder that many candidates sitting an aptitude test for the first time flop.

Millions of aptitude test types are administered worldwide each year. They include the numerical reasoning test, meant to assess the candidates’ statistical acumen. If you can unpack it, you should be able to construct it. What do these symbols and figures, proportions, decimals, percentages, equations tell us? Are we gaining or losing? Should we step up production or should we scale down? These are important day to day organizational decision- making questions that need critical interpretations. SHL aptitude test also offers mathematical tests.

Abstract reasoning tests simply aim to measure the individuals’ interpretation of how some symbols, or diagrams are arranged, identify a pattern and predict the next pattern. It follows logic. The beauty of these tests is that they do not require one to know a specific language, as in verbal critical reasoning tests. Logical reasoning tests only require one to observe and think critically and finally predict the next event.

Mechanical reasoning tests: These are commonly used for technical and engineering jobs, for example motor vehicle mechanics, civil engineers, plant mechanics and even fire fighters. These tests measure candidates’ ability to apply different mechanical concepts and principles to relevant situations.

TalentLens test: this test is meant to measure an individual’s capabilities using 4 key dimensions crucial to organizational performance. These are critical thinking, problem solving, collaborator and team playing.  Critical thinking is appraised using the RED model. A critical thinker will therefore Recognise assumptions in any situation, Evaluate arguments, and Draw solutions (the bold letters form RED). Critical thinking is one of the strongest predictors of job success and overall performance.  Problem solving skills are analysed using Raven’s Progressive Matrices. They assess among others’, professionals abilities “including advanced observation and clear-thinking skills, efficient problem solving, abstract reasoning, and the ability to learn”. Collaborator and team playing skills measure one’s personality and key motivation aspects that enable individuals to fit into their job roles as well as organization’s culture.

A similar test relevant to business settings is the Criterion Partnership ability test, whose overall aim is to measure “mental firepower” (http://www.criterionpartnership.co.uk/psychometrics/ability-tests/ ).  It involves three levels of testing, depending on one’s role in organisation. For top level managers and graduates, Utopia verbal, numerical, and abstract critical reasoning series are used, B2C verbal, numerical, and checking reasoning series are offered for front desk officers and administrators,  while for production, manufacturing and engineering roles, CWS verbal, numerical, and mechanical reasoning series are offered.

OneTest cognitive ability test:  also referred to as OCAT, these tests differ from other aptitude tests mainly because they incorporate tests for different skills, all in one sitting. The test covers numerical, verbal and non-verbal reasoning. The test involves 51 questions to be solved in 20 minutes, ostensibly to test candidates’ ability to handle stress!

Candidates therefore require some form of aptitude test help to prepare for the real test during interviews. Fortunately, online resources are available on sites such as Graduate Monkey for strategies that would help them pass aptitude tests and score the required aptitude test scores.

Candidates must therefore get complete knowledge of how these aptitude tests work and how they are capable of making or destroying their careers. They can even approach Graduate Monkey for having some professional assistance in successfully creating their careers. Their experts will definitely help you to get insight about a number of perspectives and will also supply numerous practice questionnaires to better evaluate the concept.

Graduate Monkey is the best source of getting expert guidance and dependable test formats that will always result in the required manner. All in all, ability test or aptitude tests have broad spectrum naturally and they do not require one’s personalized career strategies. Apart from getting aptitude test guide, you can also expect career counselling from Graduate Monkey because they are specialists in providing right suggestions to their clients. You can always trust them for improved and quality outcomes.

One last thing to mention is that always remember a famous saying “only fools rush in” because if you are in a rush, everything will not come out as expected. You should first evaluate your skills, determine suitable job positions to apply for and then show your active candidacy.

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.

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.