The tests each have a standardised method of administration and scoring. The results are quantified and compared with all other test takers. No prior knowledge is needed, as the tests measure innate ability at a particular competency. Employers use aptitude tests from a variety of providers – such as SHL, Talent Q and Cubiks – alongside general interview advice, application forms, assessment centres, academic results and other selection methods. No test is perfect, but all aim to give an indication of how candidates will respond to the challenges they will face in their day-to-day role at a firm. The tests can be taken online or at a testing centre, such as a firm’s offices, where they are usually paper-based. Often a firm may ask you to complete both types of test, to confirm you did not cheat during the initial unsupervised online test. Watch JobTestPrep’s video on why you should prepare for a psychometric test.
Numerical Reasoning Tests
Numerical reasoning tests assess your ability to interpret data and do basic math, including fractions, percentages and currency translation. Learn more about numerical reasoning tests by visiting our dedicated article Learn more about verbal reasoning tests by visiting our dedicated article Learn more about in-tray exercises by visiting our dedicated article Learn more about diagrammatic tests by visiting our dedicated article Learn more about situational judgement tests by visiting our dedicated article Learn more about inductive reasoning tests by visiting our dedicated article Learn more about cognitive ability tests by visiting our dedicated article Learn more about mechanical reasoning tests by visiting our dedicated article Learn more about Watson Glaser tests by visiting our dedicated article Learn more about abstract reasoning tests by visiting our dedicated article Learn more about spatial awareness tests by visiting our dedicated article Learn more about error checking tests by visiting our dedicated article You will get access to three PrepPacks of your choice, from a database that covers all the major test providers and employers and tailored profession packs. The numerical test consists of 10 questions to be answered in 10 minutes, while the diagrammatic and verbal tests consist of 5/10 questions to be answered in 5 minutes (although there is no timer on the test itself). Our tests are slightly harder than the real thing, in order to make them sufficiently challenging practice. Don’t forget to first check out the test tips and techniques mentioned further down this page. You can take the tests as many times as you like. Click the ‘Take test’ link below on either to get started. WikiJob also has a psychometric tests app, available for both Android and Apple devices, which includes 10 numerical tests and 8 verbal tests. The tests include a timer and worked solutions at the end. It is not uncommon for some available answers to be deliberately misleading, so you must take care as you work through. Some tests escalate in difficulty as they progress. Typically these tests are not designed to be finished by candidates.
Scores and Marking
Your score relates your performance to an average group. Your aptitude, ability or intelligence has a relative value to this average result. Typically, an ‘average’ performance is all that is required to pass an aptitude test. Most employers take people’s backgrounds into consideration for marking. For example, maths graduates will have an unfair advantage over arts graduates on a numerical test. Consequently, most employers use these tests as only part of the assessment process.
Negative Marking
Many aptitude tests incorporate negative marking. This means that for every answer you give incorrectly, a mark will be deducted from your total (rather than scoring no mark). If this is the case, you will normally be told beforehand. In any test that does incorporate negative marking, you must not guess answers, even if you are under extreme time pressure, as you will undo your chances of passing. What exactly is an aptitude test and how should you approach one? Find out more in this short video.
How Do I Prepare for Aptitude Tests?
Practice in Advance
Evidence suggests that some practice of similar aptitude tests may improve your performance in the real tests. Practice exam technique and try to become more familiar with the types of test you may face by completing practice questions. Even basic word and number puzzles may help you become used to the comprehension and arithmetic aspects of some tests. WikiJob recommends practising aptitude tests prior to the real assessment. JobTestPrep offers a wide range of professionally constructed psychometric questions, written in the same style as PSL and SHL tests (the tests most graduate employers use to assess candidates). Aptitude tests can also be practised with similar providers such as AssessmentDay.
Preparation Before the Test
Treat aptitude tests like an interview: get a good night’s sleep, plan your journey to the test site, and arrive on time and appropriately dressed. Listen to the instructions you are given and follow them precisely. Before the actual aptitude test itself, you will almost certainly be given practice examples to try. Make sure you ask questions if anything is unclear at this stage. You will normally be given some paper on which to make rough workings. Often you can be asked to hand these in with the test, but typically they do not form part of the assessment.
Taking the Test
You should work quickly and accurately through the test. Don’t get stuck on any particular question: should you have any problems, return to it at the end of the test. You should divide your time per question as accurately as you can – typically this will be between 50 and 90 seconds per question. Remember that the tests are difficult and often you will not be expected to answer all the questions. Be particularly cautious if the aptitude test uses negative marking; if this is not the case, answer as many questions as possible in the time given. Remember that multiple-choice options are often designed to mislead you, with incorrect choices including common mistakes that candidates make. How should you prepare for a psychometric test? Watch this video from JobTestPrep for some insights.
Tips for Success
These five tips are well worth remembering before you take an aptitude test for real: WikiJob recommends taking practice reasoning tests for better performance during the examination. Our partner JobTestPrep has copious sample tests to try, until you have really mastered this type of assessment.
Who Are the Different Test Providers?
There are numerous organisations that produce aptitude tests, including:
SHL. An international company operating in over 50 countries, providing tests in over 30 languages. Kenexa. An IBM company providing recruitment services to organisations in a variety of industries. Cubiks. An international HR consultancy that provides psychometric tests and runs assessment centres for employers. Talent Q. An organisation owned by Hay Group, which provides assessments whereby a single test can be used to measure a number of different aptitudes. CAPP. A provider of aptitude packages that test powers of analysis, comprehension and technical ability.
A career aptitude test assesses a range of abilities, including diagrammatic reasoning, mechanical reasoning, numerical reasoning and verbal reasoning. Each test has a standardised process for administration and scoring, with test results being quantified and compared with the results of other test-takers. A career aptitude test measures a person’s innate ability in certain competencies, so no prior knowledge of the subject matter is required. During an aptitude test, test-takers must answer questions designed to assess their diagrammatic reasoning, mechanical reasoning, numerical reasoning and verbal reasoning skills. Aptitude tests are a useful way to assess a person’s intelligence and find out what they are capable of doing, rather than how they do things. Results from a job assessment test help employers to narrow down the selection pool to make an informed hiring decision. Each job assessment test is slightly different, but they usually focus on soft skills and general competencies. Each question has a set of multiple-choice answers, with candidates being asked to choose the most effective and least effective answers, or rank the answers according to how effective they would be in the given scenario. SJT’s are a popular tool for hiring managers, as they are designed to measure a person’s aptitude for solving problems, making decisions and maintaining effective working relationships. Other types of job assessment tests are designed to assess a candidate’s suitability for a certain job role, whereas the SJT assesses whether a candidate will be a good fit for a particular working environment. Many employers use ability tests as part of the recruitment or hiring process. Popular examples include the Predictive Index, Revelian and Wonderlic tests. In this type of psychometric assessment, test-takers must solve logic puzzles, reasoning assessments and problem-solving questions. A person’s test results are used to determine their overall intelligence. Cognitive ability tests tend to be computer-based, with questions presented in multiple-choice format. For most ability tests, candidates are given a time limit within which to answer as many questions as possible, but in some cases, candidates will be expected to answer all of the test questions. As a general rule, scores are gathered and ranked in comparison to your peers. This information is used to calculate an ‘average’ score. Your result is ranked against the ‘average and is used as a comparison and guide to your performance.
Assessing whether children should be entered into gifted and talented programs Assessing whether potential employees have the aptitude required to succeed within a workplace For personal information relating to individual skills and abilities To assess strengths and weaknesses concerning an application to a college, university or further education program
These questions are likely to be designed to assess specific skills such as numerical reasoning, logical thinking and cognitive ability. Many assessments will need to be completed on a computer within a set time, although some will be paper and pencil based.
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After all, if the questions were easy then everyone would score highly. It wouldn’t really be a test. For example, when aptitude tests are used as part of the recruitment process it is because potential employers are looking for people who hold specific skills. The questions asked will highlight the individuals who have specific skills to do the job which has been applied for. For this reason, it is important for aptitude tests to only highlight those who have the necessary skills and abilities. Many of these will offer free sample questions, although some will have paid test packages offering more in-depth questioning. You may also find that there are practice papers and test booklets available to purchase. Sometimes, however, you will be asked to attend a specific testing venue with other applicants. In this situation, you are all likely to complete a range of assessments at the same time including aptitude tests. This means that there is no need for prior knowledge to score well on an aptitude test. It is also very difficult to effectively study for aptitude tests. They can help to identify strengths and weaknesses, enabling educators to correctly place children into gifted and talented programs and offering employers the opportunity to employ the best individuals for each available role.
