FITNESS TESTS

Aptitude tests are one way to determine the recipient's abilities. They are tests
that measure specific abilities and attributes.
There is no single type of aptitude test. These can be abstract reasoning tests,
personality tests, or numerical reasoning tests. They often consist of problem
solving, written responses, and more.
They tend to focus more on a work-related task or skill. For example, a
candidate's aptitude for logical reasoning.
Unlike other types of tests (such as personality tests), each question on these
tests only has one correct answer. The tests are timed. This time limit is
intentionally short.
Aptitude is defined as a pronounced innate ability or ability in a particular line of
endeavor, such as a particular art, school subject, or vocation. The main
characteristics of fitness are:
 It is symptomatic or indicative of one's potentialities.
 An understanding of one's aptitude helps us know what one can do in the
future.
 It is the combination of innate abilities and developed abilities and skills.
 It can be developed through practice and training.
 It is considered unique or unusual potential of an individual.
 Open paths of interest and satisfaction in life,
 It connotes more than potential capacity in performance,
 It is a present condition, but with a direct reference.
Types of aptitude tests
Employers choose to use psychometric tests during their recruitment process to
help give a better overall assessment of candidates and their suitability for the
job they are applying for. Psychometric testing could help measure future
performance of candidates and also improve employee retention by making
successful hiring decisions.
The following are examples of commonly used job aptitude tests.
Numerical reasoning test
Numerical reasoning tests are standardized psychometric assessment tests that
provide the employing organization with information about a candidate's overall
numerical aptitude.
These tests are designed to measure a candidate's ability to make correct
decisions or inferences from numerical or statistical data. Its objective is to
measure the ability to work with numerical data in a realistic work context.
Verbal Reasoning Test
This type of test can be used to evaluate the understanding of written texts and
how specific the conclusions drawn from the written material are. You may be
given a short passage of text and asked to answer False, True, or Can't answer
each statement.
Verbal reasoning tests can help recruiters identify those candidates who can
understand, analyze, and draw their own accurate conclusions from written
materials, no matter what industry they are working in.
In-Tray and E-Tray Exercises
In-Tray and E-Tray exercises are standardized psychometric assessment tests
that provide the employing organization with information about a candidate's
overall ability to manage and respond to a number of different tasks, negotiate
conflicting demands, and analyze different priorities.
The exercise is based on a fictitious business-related scenario in which
candidates are given a particular job position. It is important to know that both
tests are generally based on the same principle. The biggest difference
between the In-Tray and E-Tray exercise is that the e-tray variant is presented
on a computer and all your answers are entered on the screen. The in tray
exercise is based on a series of paper materials.
These exercises are usually administered to candidates in an assessment
centre, however they can be administered at any stage and sometimes as a
group exercise.
Inductive reasoning
Inductive reasoning tests are one of the most used job aptitude tests during a
job application. They are standardized psychometric evaluation tests that offer
the company information about a candidate's problem-solving skills.
With this test it is possible to measure a candidate's ability to work flexibly with
unknown information and find solutions. People who do well on inductive
reasoning tests tend to have a greater ability to think both conceptually and
analytically.
Mechanical reasoning tests
Mechanical reasoning tests generally target and assess depth of skill and
proficiency with mechanical concepts. Additionally, they can help measure the
innate ability to make use of application engineering principles in order to arrive
at the correct answer.
Typically, mechanical reasoning tests are used in the recruiting process for
technical and engineering jobs. These tests can include problems related to
mechanical and engineering concepts and can be designed to gradually
increase difficulty while maintaining the same time limit.
Schematic reasoning test
Also known as abstract reasoning tests, the usual purpose of these tests is to
assess your ability to understand shapes, abstract ideas, and how quickly you
can observe or extract rules from illustrations and apply them to new samples to
get the correct answer.
This test can be challenging as there will be no words or numbers, but only
illustrations representing different shapes, sequences and patterns that can
gradually increase the level of difficulty. This type of aptitude test can be
beneficial for some employers as they will have a clear idea of their employees'
logical reasoning skills that are not subject to linguistic or mathematical skills
and knowledge.
This test is commonly used when selecting applicants for positions that require
decisive problem-solving skills and initiative to work.
Spatial reasoning test
Spatial reasoning tests are also called spatial awareness tests and can be used
to measure the innate ability to clearly manipulate and remember shapes, still
images and extract possible patterns governing their sequence or order.
Spatial reasoning tests are standardized, non-verbal psychometric assessment
tests that provide the employing organization with information about a
candidate's ability to mentally rearrange, rotate, and manipulate shapes or
objects without physically touching them. These tests are often used in
technical sectors (such as engineering) but also in the military.
Spatial reasoning is essential for solving everyday problems, such as using a
map and compass, merging with high-speed traffic, and orienting yourself in
your surroundings. Other examples of tasks that require visual-spatial ability are
determining the size of a box and how many objects can fit in it, and using
mirror images.
Spatial ability is also essential in many fields of study, such as mathematics,
natural sciences, architecture, astronomy, engineering, and economic
forecasting.
Situational Judgment Test
These types of aptitude tests generally aim to measure understanding in a
given workplace scenario and critically evaluate your judgment in taking the
most appropriate approach to solving work-related problems and situations that
may involve other co-workers, management and/or the entire company itself.
Situational judgment tests are one of the most commonly used aptitude tests
that arise during a job application. They are standardized psychometric
evaluation tests that provide the employing organization with information about
a candidate's general ability to choose the most appropriate action in work
situations.
These tests are designed to measure a candidate's ability to handle situations
they might encounter in the job for which they are applying.
Mental arithmetic tests
Mental arithmetic tests are standardized psychometric assessment tests that
provide the employing organization with information about a candidate's overall
numerical aptitude. These tests are designed to measure a candidate's basic
calculation and can be classified as a speed test.
By practicing mental math tests, you can improve your performance during the
actual test by familiarizing yourself with the format and time pressure.
The equations and sums that you must answer can contain positive and
negative numbers. When taking mental aptitude tests, you will encounter the
following mathematical equations:
 Add: In these mathematical equations, represented by the + sign, it is
necessary to add the two numbers.
 Subtract: in these mathematical equations, represented by the - sign, it is
necessary to subtract one number from the other.
 Multiplication: in these mathematical equations, represented by the x
sign, it is necessary to multiply the two numbers.
 Division: in these mathematical equations, represented by the ÷ sign, it is
necessary to divide the first number by the second number.
 Fractions: Just to make the test a little more difficult, you will also find
fractions within mathematical equations. Some of the numbers you will
need for a calculation can be changed to fractions. An example is ½,
which is equal to 0.5.
Number sequences
Number sequence tests, also called number series, are standardized
psychometric assessment tests that provide the employing organization with
information about a candidate's general ability to reason logically with numbers.
In this test, you must find the missing number in a given sequence. This initial
sequence has a defined pattern and you must determine this pattern and thus
find the missing number.
To solve number sequences efficiently, you must first check the relationship
between the given numbers and see if you can find any simple arithmetic
relationship. Also, look at the intervals between the numbers and see if there is
any relationship.
If you can't find a clear relationship between the numbers themselves, then
there may be two sequences of numbers interspersed. In this test, you will find
relationships between numbers that are established through multiplication,
division, addition and/or subtraction.
Verbal Analogies
Verbal analogies tests are standardized psychometric assessment tests that
provide the employing organization with information about a candidate's verbal
acuity and overall perception. Verbal analogies tests are language aptitude
tests designed to measure a candidate's ability to recognize relationships
between ideas, think methodically, and be fluent in language.
Syllogisms
Syllogism tests are one of the most commonly used aptitude tests that come up
during a job application. Syllogism tests are standardized psychometric
assessment tests that provide the employing organization with information
about a candidate's deductive and logical reasoning skills.
A syllogism is a type of logical argument composed of three parts, which are 2
premises (a major premise and a minor premise), and a conclusion inferred
from the given premises. A premise is a proposition that is used as evidence in
an argument, while a conclusion is stated by the logical result of an argument
based on the relationship of the stated arguments.
Always remember to focus only on the information provided in the premises and
conclusions; do not use general knowledge when solving syllogism questions.
Word Problem Quizzes
Math word problem tests are used in aptitude tests. Mathematics word problem
tests are standardized psychometric assessment tests that provide the
employing organization with information about a candidate's general reading
comprehension skills, ability to visualize information, and numerical aptitude.
By practicing testing math problems, you can improve your performance during
the actual test by becoming familiar with the format and time pressure.
Logic reasoning
Logical reasoning tests are standardized psychometric assessment tests that
provide the employing organization with information about a candidate's overall
problem-solving ability.
This type of test generally does not require numerical or verbal skills, but there
are different variations that do. Logical reasoning tests are designed to assess a
candidate's ability in skills such as how to interpret patterns and/or the
relationships between shapes.
To enter the army and the Security Forces and Corps, written comprehension
tests, grammar tests and numerical reasoning tests are used. But the most
important and perhaps the most complicated are the physical fitness tests.
There are also aptitude tests for access to professional troops and sailors.