Practice Aptitude Tests
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What Are The Different Types Of Aptitude Assessments?
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.
A business-related scenario that assesses how well you can prioritise tasks.
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.
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.
How to Prepare for an Aptitude Test
Aptitude tests are designed to be challenging.
To ensure that you do as well as you possibly can, there really is no substitute for practice.
But don’t waste time practicing more than you need to.
First use example questions with explained answers to familiarise yourself with the types of questions you will be asked and then take practice tests to improve your performance.
What Are Aptitude Tests Like?
Aptitude tests are typically quite short, often less than 15 minutes long, and are usually completed online.
This is to put the candidate under pressure and try to understand what their maximum level of performance is.
Typically, tests present the candidate with some information and ask them to use this information to answer a question, usually providing a number of possible answers.
The more questions the candidate answers correctly within the time limit, the better their score will be.
While some aptitude tests will only focus on one type of thinking (either verbal or numerical reasoning, for example) some will have multiple sections that will test various different types of skills.
A multi-part assessment such as that will often take about an hour to complete.
Each section will be roughly 10 to 30 questions, depending on how complex each question is on a particular test.
Basically, if there are more complex questions, the assessment section will have fewer questions.
The position for which the test is being given may also determine the complexity and length of the assessment, i.e., the higher-level the job, the more questions and more complex questions are likely to be asked.
How Are Aptitude Tests Marked?
Aptitude tests are norm referenced.
This means that your performance on the test will be compared to a “norm group.”
A norm group is a group of people with similar characteristics to the candidate, a group of graduate trainees for example.
Your score will be compared to the scores of the people in the norm group, and this will allow the assessor to understand your performance relative to others who are similar to you.
Usually, a candidate’s score is expressed as a percentile.
This, then, tells the assessor what percentage of the norm group their performance surpassed.
If a candidate scored on the 75th percentile, for example, they have performed better than 75 percent of the norm group.
Each particular employer may have a different performance level required for specific positions.
To be successful, the candidate must achieve a level of performance that exceeds a stated minimum.
Candidates will usually not know what the minimum score requirement is before they take an aptitude test.
Why Are Aptitude Tests Used?
Aptitude tests are often used by employers as part of a selection process for a job.
While aptitude tests won’t necessarily test candidates on their ability to perform a specific job within a company, they will give the employer a general sense of how well a candidate can think on their toes and demonstrate critical-thinking skills that would be reflective of the type of thinking they’ll need to do on the job.
Administering aptitude tests allows companies to narrow down the number of candidates who have applied for a job to a more refined group that may be more qualified for the job.
When Are Aptitude Tests Used?
Aptitude tests are most often used before a formal interview and are normally conducted online.
Employers often use the results of the tests in conjunction with how a candidate has performed in an interview to make a final hiring decision.
Combined, the two modes of assessment give employers a clearer picture of a candidate’s ability.
How To Pass Aptitude Tests: Our Top 3 Tips
Familiarize yourself with common types of questions that you will be asked. For example, numerical tests often have questions about percentages. Make sure you know how to work these out before your test!
When you are taking tests, work quickly but accurately and ensure you take a few seconds to double check you’ve understood the question and that you’ve actually selected the answer you had in mind.
THE JOBSEEKER'S GUIDE TO
The secret to not being intimidated by tests?
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.
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.
Most employers take people’s backgrounds into consideration for marking.
For example, maths graduates will have an unfair advantage over arts graduates on a numerical test.
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.
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.
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
TAKING THE TESTYou 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 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.
Free Practice Aptitude Tests
FREE Numerical Reasoning Practice Test
FREE Verbal Reasoning Practice Test
FREE Inductive Reasoning Practice Test
FREE Abstract Reasoning Practice Test
FREE Cognitive Ability Practice Test
FREE Deductive Reasoning Practice Test
FREE Logical Reasoning Practice Test
FREE Mechanical Reasoning Practice Test
FREE Watson Glaser Practice Test
FREE Situational Judgement Practice Test
FREE Spatial Reasoning Practice Test
FREE SHL Practice Reasoning Test
FREE Diagrammatic Reasoning Test
FREE Practice Critical Thinking Test
FREE This Practice Error Checking Test