Aptitude Tests:
Introduction To Aptitude Tests
Organisations
use many methods to assess applicants: application forms; interviews;
written tests and exercises; group discussions and practical exercises.
They use these to choose the most appropriate candidate for each
vacancy. Different methods provide different sorts of information. One
method that is increasingly used is aptitude tests.
Aptitude
tests are structured systematic ways of evaluating how people perform
on tasks or react to different situations. They are characterised by
standardised methods of administration and scoring with the results
quantified and compared with how others have done at the same tests.
Tests
are usually only part of the overall assessment procedure. Employers
will use them alongside interviews, application forms, academic results
and other selection methods, so test results won't usually be the only
information looked at.
Aptitude, Ability and Intelligence Tests
Administered
under timed examination conditions. These tests assess your logical
reasoning and become increasingly difficult throughout the test. They
commonly take the form of multiple choice with right and wrong answers.
You are not expected to finish the tests, although of course you may do so. Your score relates your performance to a 'normed' group. So, your aptitude, ability or intelligence has a relative value to it. This is important to an employer who may want to know how well you can do something in relation to other applicants, the general population or people already doing the job.
Your
score can be used in different ways. There may be a pass mark, which,
by achieving, you get the job. Or the employer may have planned to
interview a certain number of candidates and provided your score puts
you in this group you will continue on to the next stage of selection.
Alternatively, your score could simply be a further measure considered
by an employer alongside a variety of other measures, such as
interviews etc.
Programming Aptitude Tests
Sometimes,
for computing jobs you will get a programming aptitude test. Some of
these use "pseudocode", flowcharting, or assembler language. You can
find some examples Here
"How to pass professional level psychometric tests" by Sam Al-Jajoka
(Kogan Page 2001) has a chapter called Psychometric Tests for IT
Recruitment which has an example assembly language test.
Personality Questionnaires
Personality
Questionnaires are used in order to determine your typical reactions
and attitudes to a variety of situations. They could be trying to
identify how well you get on with others or your normal reaction to
stressful situations or just simply your feelings about the kind of
people you like to work with.
It is
unlikely that these questionnaires will be timed or indeed have right
or wrong answers. Do not let this lack of exam conditions fool you.
Some employers will know precisely what they are looking for in terms
of an ideal Personality Profile and it is up to you to meet their
expectations. It is unwise to try to fake the answers. These
questionnaires usually have some type of internal checking where the
same question is asked with slightly different wording early and late
in the test to try to detect dishonest answers. Ultimately, there is
little point in pretending to be the kind of employee a firm is looking
for if that is not the case. Find something else you will enjoy doing!
SOME PREPARATION TIPS
Practice makes perfect.
Evidence suggests that some practice of similar tests may improve your performance slightly on actual tests. However, don't spend too long practising. It may be wise to brush up on your exam technique and perhaps become more familiar with the types of test you may face.
Treat it as you would any other occasion when you visit an employer. Plan your journey to the test site, arrive on time and appropriately dressed. Listen to the instructions you are given and follow them precisely.
Before the actual test, you will be given practice examples to try - make sure you ask questions if anything is unclear at this stage.
Work quickly during the test, but pay attention to your accuracy. Try not to get bogged down on any one question, but remember that questions may get harder as you proceed. You can only score points for questions you answer, not for those you don't.
Educated guesses are worthwhile. In math's tests you may be able to use the technique of estimating the answer rather than working it out exactly, to save time.
If you have a numerical test coming up and haven't done any maths since school then brush up on your numeracy. Stop using a calculator for everyday calculations, practice your multiplication and division, ability to calculate percentages, and to read graphs and tables. Similarly if your English is weak brush up on this.
REMEMBER - Listen to the instructions. They are crucial to your success in any psychometric test!
- SHL Direct Free examples of ability test questions and personality questionnaires and timed practice tests with feedback on how you compare to other applicants
- Morrisby examples of ability tests.
- ASE Examples of verbal, numerical and abstract reasoning tests
- QueenDom Offers a variety of personality, aptitude and intelligence tests
- GMAT Test This is the Graduate Management Admissions Test often used by business schools to select for MBA courses. Click here for links to free practice tests.
- 10 minute IQ test on-line
- BBC Skillswise Improve your numeracy and literacy
-
Maths Centre includes a maths test you can print off