Applying for multiple positions? Not sure which assessment test you're about to take? We got your back. Our test experts have created a premium job-seeker license. That means you'll get immediate access to any test prep we have hundreds of practice tests of different types and levels of difficulty. An aptitude test measures your ability to reason and learn new skills.
Aptitude tests are used throughout the world to screen applicants for jobs or educational programs. Depending on your industry and role, you may have to take one or more of the following kinds of test, each focused on specific skills:.
The following section gives an overview of each of the main kinds of aptitude test, including sample questions from JobTestPrep's library of thousands of questions and links to more free practice.
If you are applying for a position in management or finance, you will take a high-level numerical reasoning test designed to identify the most highly qualified applicants. A high score will help ensure that you are invited to continue the application process. If you are applying for a position in customer service, clerical work or work with the public, you will take a more straightforward numerical reasoning test designed as a test of basic skills.
Numerical reasoning tests may cover a variety of skills, including financial analysis and data interpretation, currency conversion, percentages, ratios, number sequences and more. More Free Numerical Reasoning Practice. Verbal skills are crucial for positions in management, law, economics, and other fields that require nuanced reading, writing and analysis of texts.
Verbal reasoning tests focus on reading comprehension, with subject matter varying by sector, position and job level. Brown's rabbits are unkind. Because Mr. Brown's rabbits are grey and all grey creatures are kind, we can deduce that Mr. Brown's rabbits are definitely kind. More Free Verbal Reasoning Practice. Abstract reasoning is the ability to recognise patterns in shapes and images. Abstract reasoning skills are required in a variety of fields and positions. An abstract reasoning test will ask you to recognise patterns in a series of diagrams within a time limit.
Look at the two sets of shapes. Then determine whether a test shape belongs in Set A, Set B or neither. Set A: If the arrow points upwards, it crosses only the square. If it points to any other direction it crosses both the square and the triangle. More Free Abstract Reasoning Practice. Mechanical aptitude tests measure your ability to apply mechanical concepts to solve problems. Candidates for engineering positions take complex mechanical aptitude tests, while candidates for positions as craftsmen or labourers take simpler mechanical aptitude tests.
Regardless of job level, it is often difficult for test-takers to complete mechanical aptitude tests within the time allotted. A lever is a long, rigid beam or bar used to lift heavy weights, allowing to apply less force for a longer distance in order to move a weight around a fixed pivot. A lever consists of three parts:. Fulcrum - the fixed point at which the lever pivots usually marked as a triangle Load - load is the weight or resistance that is moved by the lever. Effort arm - the amount of force required to the work, i.
Recruiters and managers use aptitude tests to identify strengths and development areas to inform learning and development plans for their employees. Unlike an aptitude test, an achievement test will not predict job performance or analyse a person's capability to learn. Achievement tests assess the extent of what a person has learned. These tests are not limited to skills and may include current knowledge regarding topical matters and historical events. An achievement test is most commonly administered at school, rather than the workplace and is typical of exams experienced during college or university.
Employment aptitude tests identify candidate's who have the capacity to quickly acquire job knowledge and will exceed in the job role. An aptitude test for hiring measures a vast range of skills related to specific job roles such as numerical aptitude, language comprehension and logical thinking. Different aptitude tests measure different abilities. Employers can specifically handpick aptitude tests to reveal the traits the job role requires. HR professionals commonly use an aptitude test for recruitment as it reveals candidates who can work fast and accurately.
Reasoning skills provide a solid foundation for learning, critical thinking, and analysis. Without reasoning skills, we would merely be following one another robotically, without any opportunity to develop critical thinking or challenge current patterns of thinking. Candidate's who score highly in an aptitude test have strong reasoning skills and can find creative solutions to old problems, think on their feet and process information quickly and accurately.
We recommend picking of the tests most relevant to the job role. Aptitude tests for employment focus on a person's ability to actively and thoroughly collect, analyse, combine, evaluate and process information. The tests reflect a candidates ability to solve various problems and assess the connections between different sets of data. The tests measure both the speed and accuracy of answers which translates into the working style of the candidate. Candidates that score highly in a test tend to quickly understand new concepts, ideas, connections and patterns of thinking, outside of their previous experience.
High scoring candidates respond well to training and development in new processes and systems. Top scorers often bring a valuable 'fresh pair of eyes' to long-established processes or systems. A low reasoning test score may indicate a person needs extra support and development in the test area.
Employers should consider using step-by-step approaches rather than broad concepts, both during induction and when a significant change occurs later in employment. A person may also have opted to take their time and answer questions correctly rather than quickly. When evaluating the aptitude test ensure you analyse the speed vs quality and which trait is more important for the job. The Reasoning tests provide self-insight and create a foundation for development.
The tests help to predict which work areas the person may experience difficulty. It also provides insight into what type of support the person may require to perform more efficiently and effectively. Organisations with successful hiring processes place emphasis on recruiting employees with the right ability for a role. These organisations understand that robust aptitude tests help select top talent, increase employee retention and avoid high turnover.
Allowing you to decide if it is more consequential to hire a candidate who can perform under pressure or who takes the time to correctly analyse information? Analyse candidates against a chosen comparison group.
Compare results at an organisational, country and global level to provide additional meaning to the results. Get started with Cognitive Tests. An employment aptitude test is not a pass or fail exam.
Although there are right and wrong answers, a candidate cannot fail. Rushing through the questions or spending too long on a specific question can result in a low score. So, the candidate needs to answer the questions to the best of their ability.
If there is still time left at the end of each section, we recommend the candidate takes the time to double-check their answers, especially on the more complicated questions. You will be asked to answer some trial items during the test. These items are not scored and do not form part of your assessment.
Your answers to these questions help us calibrate new questions for future tests. Tests are not timed, however most people take between 15 and 45 minutes to complete each one.
Your final score will not be affected by how long you take. Please be aware of the application deadline when taking tests. If you are taking a test and the deadline passes before you have finished, your test will not be stopped but your application will have missed the overall deadline for submission.
The tests adapt to your performance - if you get a question right the next question may become harder, and if you get a question wrong the next question may become easier. This means that the tests can vary in length, but are typically shorter than fixed-length tests. Try to take the test as soon as possible after you are invited, so that you can resolve any technical or access issues before the deadline. All queries or help requests should be submitted at least two working days before this deadline to ensure a response.
Before taking the Verbal or Numerical tests, you should get used to completing psychometric tests. There are example questions at the beginning of each test, or additionally we have developed two standalone sets of practice questions:. These can be particularly helpful if you use assistive technology with web content, and wish to check if it works with our tests. If you have applied for a job requiring completion of a test, you can access the relevant test s from your Civil Service Jobs application centre.
Tests work on most modern browsers and operating systems as long as you have a stable internet connection. You can close and re-open the test where you left off, although if possible you should try to complete it in one sitting. While they should work on smartphones or tablets, our tests work much better on large screen devices - for example laptops or desktop computers.
You must stay connected to the internet for the duration of the test s. If you lose internet connection, once you are back online you can continue the test where you left off. If you lose the test page, go back to your application centre to re-open it. The number and difficulty of test questions is used to produce your score, which is compared to a representative group of applicants who have also taken the test.
Your score is presented as a percentile, which tells you how well you performed relative to this group. All Civil Service jobs are advertised at a particular level. If you pass the test at the minimum required standard for that job level, you will receive a message informing you.
The recruiter may decide to raise the pass mark for the job - if so, you will be informed, and you will be told if you have passed or failed at the raised standard. Meeting the minimum test requirements for a job level is no guarantee of an invite to continue the selection process.
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