What Is an Aptitude Test?
Aptitude tests are a critical and the most common element in the psychometric part of the job selection process. In the British job market many organisations use SHL's aptitude tests for the job selection process. An aptitude test (also known as IQ, intelligence and psychometric tests) measures one of the following – verbal, numerical or abstract skills. The aptitude test aims to evaluate your intelligence and is used for one purpose only – to assist recruiters in finding those candidates with the highest scores.
Aptitude tests are difficult and tiring (3-6 hours). They are typically a source of much concern for most job candidates. Your goal is to score the highest score possible in comparison to the other candidates. Regardless of the job at hand, scoring below the 70th percentile will typically lead to disqualifying your application.
The Importance of Aptitude Tests
There are a number of important facts about aptitude tests that you should be aware of:
Typically approximately 15% of all applicants pass the aptitude tests successfully
Your results are usually kept or frozen for a period of time, most commonly a period of 2 years, during which you will not be able to repeat the tests.
The results of the psychometric tests in general and the aptitude tests in particular make up approximately 40-50% of your final score in the assessment centre.
Most commonly during the assessment centre, the very first part consists of the aptitude tests. If you succeed you are likely to move on to the personality tests and from there on to the interview and group exercise. Often, after completion of each part only those that succeed will move on to the next. The threshold for passing the tests changes from one employer to the next. Some organisations will place a minimum threshold (e.g. 75%) in order to pass the aptitude testing part. Yet others decide that regardless of the score only the top 5 candidates will move on to the next stage of the assessment centre.
APTITUDE for MBA Preparation
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. They are increasingly administered on a computer.
No test is perfect, and some candidates such as those with disabilities, may be at a disadvantage when taking this type of test. Employers should make allowance for this.
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 result usually be the only information looked at.
The section on quantitative ability in CAT (and other competitive exams also) now shows a shift towards questions having greater element of commonsense rather than pure maths (this might have something to do with paper-setters having more commonsense!!!). This doesn't mean that we don't need formulas and calculations now, but that we use calculations or formulas in the situation when logical thinking (a euphemism for commonsense!!!) needs to be supplemented with these and we don't rush to the formula at the sight of the questions.
Before you enter the CAT room, the invigilator would instruct you to keep calculators and other helping gadgets (so desperately required near the half time!!!) out. Fortunately, there is no instruction to keep the commonsense out. So, take it along and use it profusely. This could be your best bell (oops, bet) for the CAT.
Let's take an example. In this season of "sale" every where, you find on one shop a board that says "Buy 3, get 1 free". And on the nearby shop "Get 30% off". Ask the students in a maths class to find out the better offer and they are zapped. Many of the mathematicians will promptly find the discount in the first case to be 33.33 % and in the other to be 30%, thus declaring the first offer better. However, a little common sense (which somehow appears only when you are in the market and disappears as soon as you enter the class room!!!) would tell that in the first case, you are getting a discount of 25%, as you are not paying for 1 out of 4.
Now, ask someone to find out the sale price when an object costing Rs. 151.25 is sold at a loss of 130%. The mathematician will enter the jungle of formulas and calculation, while the one with commonsense (a rare species!!!) would know that nothing could be sold at a loss of more than 100%. Even if you give something free to someone the loss is 100%. And even if you spend something further on its disposal, that is added to the cost and the percentage loss still remains 100%.
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 They are characterised by structured systematic ways of evaluating how people perform on tasks or react to different situations. andardised methods of administration and scoring with the results quantified and compared with how others have done at the same tests. They are increasingly administered on a computer.
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.
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. Even basic word and number puzzles may help you become used to the comprehension and arithmetic aspects of some tests.
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!
