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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.

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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.

 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).

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