How Are Aptitude Tests Administered?

Aptitude Tests
An aptitude test is a systematic means of testing a job candidate's abilities to perform

specific tasks and react to a range of different situations.
The tests each have a standardized method of administration and scoring, with the
results quantified and compared with all other test takers.
No prior knowledge is assumed, as the tests seek to determine innate ability at a

particular competency.
How are Aptitude Tests Administered?
Aptitude tests are increasingly administered online – most often after a candidate has
made their initial job application – and are used to filter unsuitable applicants out of the
selection process, without the need for time-consuming one-to-one job interviews.
Employers use aptitude tests from a variety of providers – such as SHL, Talent

Q and Cubiks – alongside general interview advice, application forms, assessment Centre’s,
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 center, 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.
The Different Types of Aptitude Test:
These are the most common types of aptitude test that you will encounter:
 Numerical reasoning tests. These tests require you to answer questions based on
statistics, figures and charts.
 Verbal reasoning tests. A means of assessing your verbal logic and capacity to quickly
digest information from passages of text.
 In tray exercises. A business-related scenario that assesses how well you can prioritizes
tasks.
 Diagrammatic tests. Tests that measure your logical reasoning, usually under strict time
conditions.
 Situational judgement tests. Psychological tests that assess your judgement in resolving
work-based problems.
 Inductive reasoning tests. Tests that identify how well a candidate can see the
underlying logic in patterns, rather than words or numbers.
 Cognitive ability tests. A measurement of general intelligence, covering many categories
of aptitude test.
 Mechanical reasoning tests. These assess your ability to apply mechanical or
engineering principles to problems; they are often used for technical roles.
 Watson Glaser tests. Designed to assess a candidate's ability to critically consider
arguments; often used by law firms.
 Abstract reasoning tests. Another name for inductive reasoning tests.
 Spatial awareness tests. These tests assess your capacity to mentally manipulate images,
and are often used in applications for jobs in design, engineering and architecture.
 Error checking tests. An unusual type of aptitude test that focuses on your ability to
identify errors in complex data sets.
Test Structure for Aptitude Tests:
Tests are timed and are typically multiple choice. 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, math’s graduates will have an unfair advantage over arts graduates on
a numerical test
Negative Marking
t. Consequently, most employers use these tests as only part of the assessment process.
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.
Aptitude Tests: Preparation and Practice:
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 practicing 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 practiced with similar providers such as Graduate
Monkey and Assessment Day.
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.
Tips for Success

These five tips are well worth remembering before you take an aptitude test for real:
 Treat the test like you would any other exam.

 Work swiftly and accurately through any test.
 Work out the maximum time you can spend on any question and stick to it religiously.
You can return to questions at the end. Never get stuck on any particular question, even
if you think you nearly have it.
 If you are going to an assessment Centre, take a calculator you understand with you. If
you do not, you will be forced to use whatever they might provide you with.
 Answer as many questions as possible in the time given. But be wary of negative
marking.

How Are Aptitude Tests Administered?

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Aptitude Tests

An aptitude test is a systematic means of testing a job candidate's abilities to perform

No prior knowledge is assumed, as the tests seek to determine innate ability at a

How are Aptitude Tests Administered?

Employers use aptitude tests from a variety of providers – such as SHL, Talent

The Different Types of Aptitude Test:

Test Structure for Aptitude Tests:

Scores and Marking

Aptitude Tests: Preparation and Practice:

WikiJob recommends practicing aptitude tests prior to the real

Preparation before the Test:

Taking the Test

Tips for Success

 Treat the test like you would any other exam.

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