Psychometric Aptitude tests
Why spend the time preparing for aptitude tests? Well, to land the job you want after graduating, you’re going to need to be prepared for the intense recruitment process companies use to sift through potential employees. However, before reaching the interview stage, you will be expected to sit a number of aptitude tests. Companies use a variety of tests, including aptitude tests, to improve their recruitment and hiring process. Doing so ensures they find the right employee, one who has the skills they need and require. Pre-exposure to these types of tests can make taking the actual test easier. By being prepared, you limit your stress levels and increase your chances of not only passing but excelling on these tests.
These tests can be issued online or presented as a pen and paper test to be taken on the day of the job interview or assessment centre.
Read on to learn more information about the most popular types of aptitude tests used by employers. For each type of test, we explain the structure and format of the questions, as well as what skills or attributes the test is designed to assess.
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Popular Psychometric Aptitude Tests
- Numerical Reasoning Test
- Verbal Reasoning Test
- Inductive Reasoning Test
- Technical Tests
- Skill-based Tests
- Situational Judgement Test (also known as SJT)
There are two types of numerical tests: numeracy and numerical reasoning.
Numerical reasoning tests usually present you with an image in the form of a graph, table, or chart. These images consist of various pieces of statistical data. You are expected to analyse the data presented and answer a number of multiple-choice questions pertaining to the image.
In addition to numerical reasoning tests, there are numeracy tests. These tests consist of numerical literacy and basic arithmetic operations. To pass, you will need to know the four operations (division, multiplication, subtraction, and addition), basic calculations, and how to use a calculator. Although seemingly easy, the operations and functions can be applied to higher-level math. For examples, samples, and practice tests, check out JobTestPrep's prep pack on numerical reasoning tests here.
Verbal Reasoning Tests
Verbal reasoning tests present you with a text or a paragraph, followed by a number of questions pertaining to the excerpt. The questions are comprehension-based, so you’ll need to pay close attention to what’s written and be able to make logical inferences and assumptions from the text in order to know the right answer. The questions often come in multiple choice format, though a very popular alternative will require you to decide whether a statement is “True”, “False” or you “Cannot say”.
Verbal reasoning tests are designed to assess your ability to comprehend, understand, and correctly assimilate information as part of your job. For examples, samples, and practice tests, check out JobTestPrep's prep pack on verbal reasoning tests here.
Inductive Reasoning Tests
Inductive reasoning tests, also referred to as diagrammatic or abstract reasoning tests, usually use images and shapes to assess a candidate's logical and cognitive abilities. The specific structure of the test varies depending on which assessment company is using it, so it’s highly recommended to find out which assessment company is providing your aptitude test in order to sufficiently prepare.
In general though, you will be shown a number of images made of a combination of different shapes. You are required to notice certain patterns or relationships between the images. The questions usually come in multiple-choice format.
Inductive reasoning tests are designed by companies to test your cognitive abilities and spatial-based awareness. For examples, samples, practice tests, check out JobTestPrep's prep pack on inductive reasoning tests here.
Technical tests entail spatial and mechanical reasoning, concentration and attention to detail, and error checking. Spatial reasoning tests assess your ability to analyse two and three dimensional spaces, whereas mechanical reasoning tests evaluate your ability to understand physics concepts. Concentration and attention to detail tests might seem easy, however, it’s the speed and accuracy that is required that makes this portion of technical tests difficult. Similarly, when it comes to concentration and attention to detail, error checking might seem easy, but it is the consistent accuracy that is needed that makes this portion just as difficult. JobTestPrep has numerous resources that can help you prepare for technical tests. Start practising today!
Unlike other aptitude tests, skills-based tests require candidates to have prior knowledge or skills based on their specific field. For example, a company looking to hire a computer programmer will more than likely pick candidates who demonstrate knowledge and understanding of computer skills and software. Other skill-based assessments are clerical skills tests (can be used for data entry operators or clerks), Microsoft assessments (can be used for secretaries or legal assistants), and manufacturing assessments (can be used for factory or assembly workers). Check out JobTestPrep's page on skill-based assessments and start preparing today!
Situational Judgement Tests
Situational judgement tests, or SJTs, are a popular form of test used by companies. Questions on these tests present you with a situation that usually involves a conflict or problem that needs to be solved. The situation often involves a conflict of interest between a number of “competencies”, and you will need to decide the best option to take.
These tests are designed to assess the judgement skills and values of prospective employees. SJT answers can come in the form of choosing the best or worst option or by numbering the four to six different choices of action in order from best to worst. For examples, samples, and practice tests, check out JobTestPrep's prep pack on situational judgement tests here.
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