Aptitude Tests
Aptitude tests aim to assess your logical reasoning or thinking performance. They are not tests of general knowledge. Many tests are designed to measure a particular ability e.g. verbal, numerical, diagrammatic, spatial, abstract reasoning, data interpretation. In practice, the tests used most by employers are verbal and numerical. They are administered under exam conditions and are strictly timed. A typical test might allow 30 minutes for 30 or more questions. The questions are often multiple choice, and have definite "right" and "wrong" answers. Your score is compared with how other people have done on the test in the past. This group (the "norm group") could be other students/graduates, current job holders or a more general group. This enables selectors to assess your reasoning skills in relation to others.
Tests are often used in conjunction with other selection methods, so it is your overall performance which is important. As a rule of thumb, the earlier the test is used in the application process, the more important it is in assessing candidates. Aptitude tests are sometimes used prior to a first interview - at this stage there is often a "pass mark" or cut off score, which you have to achieve to continue your application. If tests are used later in the process, they are often used as one aspect of assessment (others can include interviews, group exercises, presentations etc.)
Employers may send you some sample questions before you sit the test to give you an idea of what to expect. You should also be given some practice examples at the start of the test session itself.
Tips For Sitting Aptitude Tests
Preparing For The Test
- Sit a practice test. CDEC regularly runs workshops during term - you can sit tests similar to the types of tests used by employers. Check the Workshop timetable for the next session.
- Practise with word games, mathematical teasers, puzzles with diagrams, etc. You will find a variety of these on the Internet (see Examples of Tests). There are some books and leaflets in the CDEC information room with examples of these tests. Unfortunately companies are reluctant to give out lots of examples of their tests because they feel it would undermine the tests' effectiveness.
- If it is a long time since you did any maths, brush up by practising some basic mental arithmetic - addition, subtraction, division, multiplication, calculation of percentages and ratios. Numerical tests are not likely to be pitched at higher than GCSE level maths unless the job requires a very high level of numeracy. In some numerical tests you can use a calculator, so make sure you know how to work out percentages and ratios on the calculator.
During The Tests
- Work through the questions at an efficient rate. If you get stuck on a question, don't spend too long on it, but move on to the next one. However, don't abandon a question prematurely, if with a few extra seconds you might have solved it. If you aren't sure of an answer, bear in mind that you won't have time to come back to it later, so put down your best guess and move on.
- Don't worry if you don't answer all the questions. As you go through the tests, the questions may become more difficult, and there are frequently more questions than you can comfortably complete in the time. It does not matter if you do not finish the test (though you should complete as many questions as possible). It is the number of correct answers which counts.
- Read the question properly (I am sure you have heard that before). People sometimes get the wrong answer because they have rushed at the question and not read it properly, particularly in numerical and data interpretation questions. It is not uncommon for people to understand the mathematical principles behind a question, but they get the wrong answer because they have read the wrong figure of a graph or diagram.
Examples Of Aptitude Tests
- Saville and Holdsworth Ltd one of the main UK producers of recruitment tests). Some sample questions and advice on preparing for tests. In addition to sample questions, there are practice tests, but there is an online charge for these. The tests used in the CDEC workshops are produced by Saville and Holdsworth Ltd.
- Mensa test
- IQ test sample 1.
- IQ test sample 2.
- Majon verbal and numerical tests.
Personality Questionnaires
Personality questionnaires aim to assess your personal qualities by your responses to a number of questions or statements. They focus on a variety of personality factors such as : how you relate to other people, your workstyle, your ability to deal with your own and others' emotions, your motivations and determination and your general outlook.
Unlike aptitude tests, there are no "right" or "wrong" answers and questionnaires are usually untimed. The selectors will not be looking for a rigid "typical" personality profile, although certain characteristics will be more or less appropriate for that particular job.
The best way to approach all of these questionnaires is to answer them as straightforwardly as you can. Guessing what the employer is looking for is difficult and could well be counter-productive - after all, you do not want to be given a job which really does not suit you.
Examples of Personality Questionnaires
- The Keirsey temperament sorter takes about 20 minutes. See Keirsey for other general information.
- Myers-Briggs test - 72 questions, from humanmetrics.com
- Enneagram personality test (takes about 20 minutes)
- Jobsite Personal Profile - highlights your current work-life values, how you see other types of people (and how they see you) and questions to ask an employer to make sure they are right for you
List of Tests on the Web
Some UK Producers of Tests
- Profiling for Success - allows you to practise verbal, numerical and abstract reasoning tests, as well
as to take personality and learning styles questionnaires. It will email you a
report with your results, some explanation on how to interpret your score and
advice on the way to approach psychometric tests and questionnaires.
Enter these codes:
Client Code: tflhe, Access Code: sussex, Password: sussex050808
You cannot use a Hotmail email address for your results
- SHL Direct - includes some useful advice on preparing for these tests. The tests used in the CDEC workshops are produced by SHL.
- ASE Solutions - a range of practice tests is included
- Graduate Prospects' Test Yourself - a range of online aptitude, personality and career development tests
- Oxford Psychologists Press
- Morrisby Organisation
- Kenexa - includes numerical, verbal and logical reasoning tests
- Psychometric Success - over 100 pages of free information on psychometric and aptitude tests and more than 50 free downloadable practice tests
- Top Employers: Graduate Jobs Numeracy Game - Practice numeracy tests typical of graduate application assessments. Graphs, charts and data interpretation questions based on a pool of 200 questions
- eFinancialcareers: Numerical Test - 3 numerical tests, similar to those used by investment banks. Optional timer to recreate the pressure!
- P&G Reasoning Test - practice this Procter & Gamble test in a number of languages
- B-APT Test - Berger Aptitude for Programming Test measures your aptitude for learning computer programming. No prior knowledge required
Part of the text of this page has been taken from the AGCAS leaflet "Psychometric Tests". The leaflet is available in CDEC.