What is an aptitude test in recruitment?
An aptitude test is an assessment that is designed to evaluate a person's potential to excel in a specific task by assessing their natural abilities and skills rather than their acquired knowledge. Online aptitude tests are mainly used by organizations in their hiring process, and they are also helpful for L&D programs. There are different types of aptitude tests available on the market, such as English aptitude tests, psychometric assessments, cognitive functions tests, technical aptitude tests, and mental ability tests. Apart from hiring, aptitude testing is also used for competitive and entrance examinations. Our free sample aptitude test questions with answers provide the best idea of the types of questions that an employment aptitude test contains.
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Different types of online aptitude tests for all your needs
Mercer | Mettl’s ready-to-use and scientifically validated career aptitude tests help you accurately measure candidate fit and potential for success. These aptitude exams also help identify and develop potential leaders of tomorrow.
Test for Logical Reasoning
This aptitude test is designed to measure a candidate's reasoning skills and ability to analyze information from different perspectives and draw conclusions.
Cognitive Speed Test
Also known as cognitive performance test, this aptitude assessment helps organizations evaluate an individual's general intelligence, processing speed and attention.
General Aptitude Test
This aptitude test for job helps employers assess an applicant’s reasoning, numerical skills, data analysis and verbal skills.
Test for Critical Thinking
This aptitude assessment is designed to measure an applicant’s critical thinking skills. It also measures their ability to solve complex problems and make the right decision.
Learning Agility Assessment
This scientifically validated aptitude test for hiring and development is used to find an applicant’s curiosity, open-mindedness, drive for proficiency, planning and organization skills and fluid intelligence.
Test for Numerical Reasoning
This online aptitude test is used by employers to evaluate numerical abilities of candidates. The test helps measure candidate’s general aptitude with numbers and numerical skills.
Leadership Assessment
The leadership assessment is aimed at evaluating an individual's decision-making skills, communication abilities, strategic thinking, and team management traits.
High-Potential Employees Test
The <a href="/en/high-potential-identification/" class="col-blue">HiPo assessment</a> is designed to identify individuals who can make impactful and meaningful contributions toward the success of the organization.
Emotional Intelligence Assessment
This aptitude test assesses a person's emotional intelligence (EI) and how it can affect relations and workplaces. It also identifies improvement areas for personal development and strengths.
Spatial Reasoning Assessment
Spatial reasoning assessments used to evaluate a candidate's ability to observe objects in three dimensions and draw inferences about those objects from minimal information.
What to expect in an aptitude test
Aptitude tests are designed to evaluate an individual's innate or acquired ability to perform specific tasks or skills. While these are common aspects of an aptitude test, it is important to remember that every aptitude assessment has different features. Here's what one can generally expect when taking an aptitude test:
Various formats
Aptitude tests can be in various formats, such as multiple-choice questions, true/false statements, or open-ended questions.
Difficulty levels
Questions in a competitive aptitude test may range from easy to challenging. This allows the assessment to measure a candidate’s abilities thoroughly.
No preparation required
Aptitude tests do not require any specific domain knowledge or expertise in a particular subject. They are designed to measure an individual’s inherent skills.
Time-bound tests:
Candidates are usually given a limited amount of time to complete the entire test. This helps organizations assess the individual’s ability to work under pressure.
Multiple sections
Aptitude tests may include multiple sections focusing on numerical reasoning, verbal comprehension, abstract reasoning, spatial awareness, logical analysis, and more.
Role-specific
In some cases, aptitude tests are tailored to the specific skills required for a particular job or field.
Comprehensive range of scientifically validated structured online aptitude tests
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Our Aptitude Tests Feature a Range of Interesting Question Types
Verbal Ability | Spatial Reasoning | Visual Reasoning | Critical Reasoning | Logical Reasoning | Numeric Ability | Data Interpretation | Abstract Reasoning | Decision Making | |
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Scientifically validated aptitude tests to evaluate candidate potential
Our aptitude assessments are normed on an average sampled from across geographies, representing different industries such as education and training, logistics and transportation, IT/ITES and FMCG, as well as varied age, gender, and job level.
Fluid reasoning
The ability to perceive things and absorb new information to solve problems in novel situations.
Crystallized reasoning
The ability to retrieve and use information acquired over a lifetime.
Online aptitude tests for empowered hiring decisions
Campus hiring
Job aptitude tests that aid in campus hiring and predicting the right fit.
Lateral hiring
Online assessment tests that accurately measure candidate fit and potential for success.
Succession planning
Aptitude assessments that help identify and develop potential leaders of tomorrow.
Leadership development
Online aptitude tests that make strategic succession planning at every level easier.
High-potential identification
Assessments that accurately identify and develop your most valuable employees.
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Free aptitude test sample questions
Online aptitude tests questions with answers to help you understand the structure of an aptitude assessment
Question 1.
The non-availability of a train is not a valid excuse for not reaching the office on time.
Which of the following can be concluded from the information given?
Choice 1:
One has to reach the office on time even if they fail to catch a train.
Choice 2:
One can reach the office on time using many other modes of conveyance.
Choice 3:
There cannot be any excuse for not reaching the office on time.
Choice 4:
The availability of a train is the only valid reason for reaching the office on time.
Question 2.
Every developed economy has undergone rapid industrialization. Thus, for any country to be developed, it should focus on establishing both large-scale industries and a huge number of industries.
If true, then which of the following would weaken the statements given above?
Choice 1:
Industrialization in developed economies has been achieved with a lot of bloodshed.
Choice 2:
The same process of development cannot be applied to all economies as they have different goals and needs.
Choice 3:
We can guarantee development if we get rapid industrialization.
Choice 4:
Industries are not required for development.
Question 1.
Choose the correct option which completes the figure given below:
Choice 1:
Choice 2:
Choice 3:
Choice 4:
Question 2.
Choose the correct option which completes the figure given below:
Choice 1:
Choice 2:
Choice 3:
Choice 4:
Question 1.
If A G C I E is written as C I E K G and F L H N J is written as H N J P L. How can L Z P W X B be coded as?
Choice 1:
M A Q X Y
Choice 2:
M B Q X Y D
Choice 3:
N B R Y Z D
Choice 4:
None of these
Question 2.
In a linear sitting arrangement, A sits with B, C sits with A and not with D. What will be the arrangement if C sits to the immediate left of A?
Choice 1:
D, C, B, A
Choice 2:
C, A, B, D
Choice 3:
A, C, D, B
Choice 4:
B, C, D, A
Question 1.
The present ratio of ages of A and B is 4:5. 18 years ago, this ratio was 11:16. The total of their present ages is:
Choice 1:
90 years
Choice 2:
105 years
Choice 3:
110 years
Choice 4:
80 years
Question 2.
Given below is a bar graph that depicts the advertising expenses of three different categories of advertising media i.e. print, television and social media, for each year from 2008 to 2010. Study the information given and answer the question that follows.
What percentage of the total expenses in 2009 was spent on advertising on television in the same year?
Choice 1:
42.40%
Choice 2:
36%
Choice 3:
38.40%
Choice 4:
40%
Question 1.
Rearrange the given phrases to form a complete sentence.
Note: The phrases numbered 1 and 6 are fixed.
Choice 1:
B D A C
Choice 2:
A D B C
Choice 3:
B D C A
Choice 4:
A C D B
Question 2.
Read the following passage and answer the given question.
The job enrichment concept is based on the premise that people are not motivated by what is externally done to them by management with rewards, privileges or punishments, nor by the environment or the context in which they perform their work. People develop lasting motivation only through their experience with the context of their job - the work itself. Job enrichment was designed to eliminate problems such as absenteeism, tardiness, union grievances, high training costs, etc., thereby benefiting both the employee and the employer. In attempting to enrich an employee's job, management often merely succeeds in reducing the man's personal contribution rather than giving him an opportunity for growth in his existing job. "The arithmetic is substituting one zero for another zero. If the job is already zero in motivation, multiplying zero by anything still equals zero". N. Ford has aptly described the job enrichment process as 'the art of reshaping jobs.’
Which of the following methods has been devised to eliminate tardiness?
Choice 1:
Performance appraisal
Choice 2:
Setting up a library in the office
Choice 3:
Job enrichment
Choice 4:
Repeated communication
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Frequently Asked Questions(FAQs)
How many types of aptitude tests are available?
There are several types of aptitude tests designed to assess different skills and abilities. The aptitude test can be broadly categorized into two main groups: specific aptitude tests and general aptitude tests.
Specific aptitude tests evaluate skills or abilities related to a specific job or field of study. For example, verbal aptitude testing is used to assess a candidate's language skills and reasoning ability.
General aptitude tests, on the other hand, measure a wider range of cognitive abilities by using such as numerical reasoning test, verbal reasoning test, abstract reasoning test, and critical thinking test.
Some popular types of aptitude tests under both categories are:
- General Aptitude Test: This is a pre-employment aptitude test used by HR to assess an applicant's cognitive abilities, including reasoning, numerical skills, data analysis skills, and verbal skills.
- Logical Reasoning Test: This assessment evaluates the reasoning capabilities of candidates and their ability to analyze information from different perspectives and draw conclusions.
- Spatial Reasoning Test: This test measures candidates' ability to understand and visualize two-dimensional and three-dimensional patterns and shapes.
- Decision-Making Test: This test assesses candidates’ ability to view various aspects of a problem and decide on a solution using skills and acquired knowledge.
What you should expect when taking an aptitude test for job interview?
During an online aptitude test, candidates can expect to be evaluated on their numerical ability, reasoning skills, verbal ability, etc. A job aptitude test can reveal a test-taker's true aptitude potential for a particular role by gauging and predicting how well they can perform specific tasks at work. Aptitude testing helps you identify high-performing candidates, plan hiring and promotions, and map out training and development programs.
What are the features of an aptitude test?
Aptitude tests are excellent predictors of learning and future success. Aptitude testing measures candidates for thinking abilities, abstract reasoning, numerical reasoning, problem-solving, and decision-making skills, all of which predict job performance. Reliability of the scoring system, diversity in types of questions, and customization possibilities are a few of the key features of a good employment aptitude test.
How do you pass an aptitude test?
Whether you want to pass an aptitude test for college placement or a job, the key is preparation, practice, and a strategic approach. Some tips that can help in passing an aptitude test are:
- Regular practice: The most crucial part of aptitude test preparation is regular practice. Work through practice questions and aptitude mock tests to improve speed and accuracy. It will also help you get familiar with the questions you can encounter.
- Understand the test format: Familiarize yourself with the type of aptitude test you'll be taking by attempting mock aptitude tests. Knowing the format will help you focus on your preparation.
- Gather resources: Obtain study materials, practice tests, and other resources related to the aptitude exam you will be taking.
- Focus on time management: Almost all aptitude tests are timed, so it is best to practice working under time constraints. This will allow you to get used to the pace required to complete the test within the allotted time.
What is a cognitive ability test?
A cognitive ability test, also known as a cognitive aptitude test, is a type of pre-employment test utilized to predict the job performance of prospective candidates for all job levels across industries.
Why do employers use aptitude tests?
Aptitude tests are a valuable tool in the hiring process. Aptitude tests for placement help employers make informed and data-driven decisions. Aptitude tests for jobs also complement other assessment methods and contribute to a comprehensive evaluation of a candidate's potential and fit within an organization.
Some other reasons why employers use aptitude tests for placement are:
- Objective assessment: Aptitude tests are an objective way to assess an applicant’s skills, abilities, and potential for success in a specific role. For instance, a mental ability test conducted online eliminates the need for in-person assessments, saving both time and resources.
- Predict job performance: Job-specific aptitude tests are designed to evaluate certain traits or abilities relevant to a particular job or industry. By assessing these factors, employers can make more informed predictions about how well a candidate is likely to perform in the role.
- Efficient screening: Aptitude assessments allow employers to screen a large pool of candidates efficiently.
- Cost-effectiveness: Administering online aptitude tests is more cost-effective than other evaluation methods. It reduces the need for time-consuming and resource-intensive in-person assessments.
How are aptitude tests scored?
Aptitude tests are scored based on various methods depending on the type of test and method adopted by the organizations. Some standard methods for scoring aptitude tests are:
- Raw score: Here, the candidates are awarded a single score for each correctly answered question. For example, if a test has 50 questions and a candidate answer 40 correctly, their raw score would be 40.
- Scaled score: This scoring method accounts for variations in difficulty between different versions of the same test. It helps compare scores across other test administrations. Scaled scores are usually reported on a scale, such as 0 to 100 or 200 to 800.
- Percentile rank: This method indicates the percentage of people who scored lower than you. For example, if a candidate is in the 70th percentile, the candidate scored higher than 70% of the people who took the test.
- Standard score:This score has been transformed into a mean (average) of 100 and a standard deviation of 15. This type of score is common in tests like the SAT.
- Composite score: This is a combined score from multiple sections or subtests of a test.
- Pass/Fail: In many cases, aptitude tests are used for pass/fail decisions. If a person achieves a specific score, they 'pass' the test.
- Item Response Theory (IRT): This is a more complex method that considers not only which questions a candidate answered correctly but also the difficulty of each question and the probability of getting a question right based on the candidate's overall performance.
What are the advantages of an online aptitude test?
There are several reasons why organizations should consider using online aptitude tests for hiring, some of which are:
- Efficiency and convenience: Online administered aptitude exams allow candidates to take the assessment from anywhere with a stable internet connection. This eliminates the need for in-person assessments, saving both time and resources.
- Scalability: Online aptitude testing platforms can easily accommodate a large number of candidates simultaneously. This is valuable for companies conducting mass recruitment drives or those with high-volume hiring needs by simply using career aptitude assessments.
- Standardization: Online aptitude exams provide a consistent evaluation process. The questions and scoring criteria are predetermined, which reduces biases in assessment. This standardization helps in making fair and objective hiring decisions.
- Cost-effectiveness: Online aptitude testing is cost-effective when compared to traditional assessments. It removes expenses associated with physical assessment centers, printing, shipping, and the storage of physical test materials.
