Introduction

An Aptitude Assessment is a systematic means of testing a job candidate's abilities to perform specific tasks and react to a range of different situations. Aptitude tests are used by employers to measure a candidate's work-related cognitive capacity. Aptitude tests are one of the most commonly used assessments in measuring candidates’ suitability for a role. The most commonly used set of cognitive tests includes – Abstract/Conceptual Reasoning, Verbal Reasoning, Data Interpretation and Numerical/ Quantitative reasoning. The tests have a standardised method of administration and scoring, with the results quantified and compared with all other test takers

What do Aptitude Assessments measure?

As per Institute of Psychometric Coaching, Aptitude tests can typically be grouped according to the type of cognitive ability they measure. Two types of Intelligence are measured by aptitude tests - Fluid Intelligence and Crystallised Intelligence

1.         Fluid Intelligence

Fluid intelligence is the ability to think and reason abstractly, effectively solve problems and think strategically. It’s more commonly known as ‘street smarts’ or the ability to ‘quickly think on your feet’. Examples of what employers can learn from your fluid intelligence about your suitability for the role you are applying:

-           Effective problem-solving skills

-           Ability to quickly learn new skills

-           Ability to quickly integrate new information

-           Strategic thinking

-           Ability to deal with ambiguity in decision making

Aptitude tests in this group include:

a.         Abstract or conceptual aptitude tests

The abstract aptitude test is also called the conceptual reasoning test. It measures your lateral thinking, or fluid intelligence, which is your ability to quickly identify patterns, logical rules, and trends in new data, integrate this information and apply it to solve problems. It measures what most people would refer to as ‘street smarts’ and the ability to ‘think on your feet’. There are several types of abstract aptitude tests

The most popular abstract test is called the Revan Test, where you are given a group or series of shapes that are defined by one or more logical rules. You are asked to identify the relevant logical rules and select the appropriate missing shape based on these rules

The second type of abstract aptitude test includes two sets of shapes. Each set or series is defined by one or more logical rules. You are given a new shape and asked to decide whether it belongs to set A or set B, or neither

The third type of abstract aptitude test includes a series of shapes that are defined by one or more logical rules. You are asked to identify the relevant logical rules and apply them to select the next shape in this series

Abstract or Conceptual Test Score is indicative of:

-           the capability of working with partial data

-           the capability of handling ambiguous situations at work

-           the capability to efficiently learning new skills

-           the capability of thinking strategically when faced with problems in the relevant business field

-           the capability of quickly analysing new information, integrating it to the overall scheme of things, and

            applying it to solve work-related problems

b.         Diagrammatic reasoning tests/ Data Interpretation

Diagrammatic reasoning tests are commonly used to assess candidates applying for a wide range of jobs such as marketing, investment banking, sales etc.

Diagrammatic reasoning tests present questions in the form of diagrams where a number of logical rules apply. Your task is to identify the underlying patterns and rules and use these to select the missing shape from the options provided

The key to Diagrammatic reasoning tests is logical thinking, and although the level of difficulty and complexity of the diagrammatic reasoning test will vary based on the specific job requirements, it is based on the same ability type

c.        Inductive reasoning tests

Inductive Reasoning Tests identify how well a candidate can see the underlying logic in patterns, rather than words or numbers

d.         Logical reasoning tests

Similar to abstract reasoning and diagrammatic aptitude tests, logical reasoning tests measure your ability to work flexibly with unfamiliar information and solve problems. Each test question displays a series of shapes/objects. Your task is to identify the underlying logical rules of each series and use this information to select the missing shape from a number of options. Candidates who perform well on the inductive reasoning aptitude test tend to demonstrate a better capability for analytical and conceptual thinking 

What to expect in aptitude tests that access your Fluid Intelligence:

-          Non-verbal test questions which must be completed in a predefined time

-          You typically have around 30 seconds to complete each test question

-          The time limit and the level of difficulty are defined in such a way that only 1-5% of the population can

           correctly solve all the test questions within the time frame provided

-          Each test question includes a scenario and multiple answer options. There is only one correct answer

-          To solve a test question you need to identify one or more logical rules and apply them to identify the next or

            the ‘odd-one-out’ shape

2.         Crystallised Intelligence

Crystallised intelligence is the ability to learn from past experiences and to apply this learning to work-related situations. Work situations that require crystallised intelligence include producing and analysing written reports, comprehending work instructions, using numbers as a tool to make effective decisions, etc. 

Aptitude tests in this group include:

a.         Verbal aptitude tests

The verbal aptitude test is one of the most commonly used psychometric (or aptitude) tests to measure a candidate’s suitability and potential. There are several types of verbal reasoning tests:

The basic (and also the easier) verbal aptitude test asks you to identify word analogies, complete sentences, or identify word synonyms/antonyms. It measures your ability to use the English language in the workplace – i.e. to communicate or understand information

The more complex verbal aptitude test asks you to make logical decisions based on one or more statements. This type of verbal aptitude test measures your ability to process information quickly and draw accurate conclusions in a logical manner

The most complex and difficult verbal reasoning test asks you to make a decision about a statement based on a written passage. This verbal aptitude test type measures your ability to efficiently identify critical issues from written material, convey information to others in a clear and simple manner, think logically, and produce effective reports

Verbal Reasoning Scores are indicative of:

-          Capability to identify critical business-related issues and logically draw conclusions from the business-

           related reading material, such as company manuals and reports

-          Capability to produce clearly written organisational reports and documents

-          Capability to articulate business-related issues in a clear and simple manner to colleagues, managers, and

           customers

b.        Numerical aptitude tests 

The numerical aptitude test measures your ability to interpret, analyse and draw logical conclusions based on numerical data. There are several types of numerical aptitude tests: 

The basic numerical aptitude test is typically given to candidates applying for entry-level non-managerial roles (excluding banking, finance and consulting). In these test questions, you are given a short scenario and asked to demonstrate your ability to do simple calculations, such as adding/dividing numbers, calculating an average or a percentage increase. Typically, you are allowed to use a calculator in this type of numerical test

A more complex numerical aptitude test can be given to candidates targeting entry-level non-managerial roles, as well as professional roles. This test includes question scenarios that are shorter but more complex, as well as number series. You are not asked to demonstrate your arithmetical skills, but your ability to understand numerical information quickly, and make logical and accurate decisions 

Numerical/ Quantitative Aptitude Test Scores are indicative of:

-           Capability of efficiently and effectively identifying critical business-related issues, and logically drawing

            conclusions from numerical data – such as performance figures, financial results, and analysis reports

-           Capability of efficiently monitoring performance and progress based on numerical metrics, such as charts

            and tables

-           Capability of clearly presenting and conveying business-related issues in charts and tables to key

            stakeholders

c.         Spatial aptitude tests

These tests assess your capacity to mentally manipulate images and are often used in applications for jobs in design, engineering, and architecture

d.         Mechanical reasoning tests

Mechanical aptitude tests, or mechanical reasoning tests, are commonly administered for technical and engineering positions. The mechanical aptitude test measures your ability to understand and apply mechanical concepts and principles to solve problems

What to expect in aptitude tests that access your Crystallised Intelligence:

-           A set of verbal or numerical problems which must be completed in a predefined time

-           The time limit is defined in such a way that only 1-5% of the population can correctly solve all the test

            questions within the time frame provided

-           Each test question has only one correct answer

-           Test questions offer you written information such as statements, tables or graphs. Your task is to quickly

            analyse the given data and make correct business decisions

Reference: Pshychometricinstitute.co.uk/numerical_test_guide.html