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Aptitude tests may be used by some companies to analyze how skilled a candidate is at performing tasks and roles in general or specific to a particular domain. They can be used to evaluate the intelligence of the candidate, their power of perception, comprehension, analysis, and decision-making capabilities. Different individuals usually have different skills and these tests may help identify which candidate is specialized in which sector. The skill level of a candidate may be inborn or may have been acquired and developed over time with practice and learning.
These tests may be used for admission into graduate level courses by some universities or in assessment centers by some companies to screen candidates for a job position. The aptitude tests usually help identify the domains that an individual is naturally good at, and aid in selecting an appropriate career path, course or a job position.
The candidates may be provided with a time limitation to complete an aptitude test. The tests may be conducted either online or offline. A score based percentile metric may be used to specify the percentage of the population that is as good as the candidate and scores equally. Along with score percentile, a time percentile metric may also be used to specify the percentage of the population that can complete the same set of questions in the same given time as the candidate.
Scoring well in an aptitude test may depend on the natural intelligence and abilities of a candidate; but with practice, knowledge acquisition and learning, any person can develop and improve these skills. The performance of the test taker may reflect their speed of absorbing new information, thinking, strategizing, comprehending, and learning along with the power of reasoning and utilizing past experiences for decision making.
An individual bound to take a recruitment aptitude test may use the following tips to ace the test.
The format of the recruitment aptitude test should be known to the individual about to take part in it. The sections that the test will be divided into, the questions that they will be required to answer per section, the total number of questions and the areas or domains from which questions may appear should all be familiar to them. If they are not sure about them, they may contact the human resource department or an employee of the organization for enquiring about the format of the test. This knowledge may help them candidates prepare and be aware of what to expect for the test.
Strategizing beforehand on how to answer the questions may help improve an individual’s performance in the test. Knowledge of their strength areas and the subjects that they are not so good in may aid them in recognizing the sections of the test that should be attempted first. Sticking to one’s strengths helps in this regard, as it allows them to allot more time to the sections that they will probably score good marks in. In contrast, attempting the questions based on subjects that they are comparatively not so good in may lead to wastage of time; as answering these will require more effort than usual.
Therefore, the time-consuming sections of the test should be saved for later and the ones that are easier to answer should be tackled first.
Regular practice may be considered as the principal factor to determine whether an individual will pass a recruitment aptitude test. Practicing the test questions and revising the subject topics may ensure that an individual will be accustomed to the test process and the probable question types. This may also assist in determining the time that might be required to answer each section and allocating the time at hand accordingly.
Practicing aptitude tests daily will aid an individual to analyze their test answering abilities, recognize the strengths and weaknesses they have, and improve upon them. Attempting a few of these mock tests regularly is recommended to individuals bound to appear in a recruitment aptitude test soon.
An aptitude test may be conducted online on a laptop or a computer, or offline in handwritten format, depending upon the test-taker's preference. The candidate should be aware of the means that will be employed for the test and familiarize themselves with regular practice. These will ensure that answering a recruitment aptitude test is second-nature to the candidate and can help them pass it.
All the instructions given in the test should be read carefully and in case of any doubts, the assessors may be asked, if allowed.
Guessing answers is not advised as a test may have negative marking and for every wrong answer, some score may be deducted. Candidates should know their strengths and answer the questions they certainly know the answers.
Time management should be followed according to the pre-planned strategy to allocate time to every question depending on its difficulty.
The test should be answered in a calm and composed manner, without rushing through the questions. Special attention should be paid to every question and should be read twice to ensure no point has been overlooked.
Finally, being punctual and reaching the assessment center on time may help attend debriefings and instructions.
is your number 1 online practice aptitude test and assessment provider. Our aim is to help you ace your assessment by providing you practice aptitude tests that mimic the tests used by employers and recruiters. Our test developers have years of experience in the field of occupational psychology and developed the most realistic and accurate practice tests available online. Our practice platform uses leading-edge technology and provides you feedback on your scores in form of test history, progress and performance in relation to your norm group.
The data science team found that through practice, candidates increased their scoring accuracy and went into their assessments more confident. Remember, you need to practice to make sure you familiarize yourself with the test formats, work on your accuracy and experience performing under time-pressure.