Aptitude tests have one purpose: to measure one or more aspects of a candidate’s cognitive ability (or, in simpler terms, their intelligence). An aptitude assessment will tend to ask questions or present problems where the answer is either right or wrong – what we’d call maximum performance. This paints a picture of what people can do – not necessarily how they do it.
These are a few aptitude test examples that can be used to test candidates on various abilities:
As you’ll know, certain jobs require specific skills and abilities. So aptitude tests, used early on in the process, can help employers screen out candidates who aren’t quite suitable for the needs of the role. This makes it easier to find those with the right skills and ability to perform and fulfill their potential.
Aptitude tests only paint part of the picture, though. Why not see more in people, by measuring their unique behaviour and natural strengths? Learn a bit more about personality assessments here, or click here to chat with us about how our psychometric assessment can help you.
This depends on which test you choose. But what is consistent is that your candidates will always have a set time to complete them – whether that’s 30 minutes, an hour, and so on. They’ll need to answer as many questions as they can in this window of time.
It’s rare to see an aptitude test take more than an hour to complete. It can already be a pretty stressful experience for candidates, and making the experience over-long will only amplify that feeling.
Aptitude tests are one way to see what people can do. But what about what they will do?
Read up next on behavioural assessments, and learn all about how they measure your candidates’ natural behaviour in action.
Download our Playbook for CV-less hiring to find out how hiring for potential with our assessment can transform your hiring process.