Online aptitude test for hiring, recruitment and L&D
The Mercer | Mettl cognitive test measures people's aptitude and predicts job performance and success accurately.
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What is an aptitude test in recruitment?
Aptitude tests determine the ability of an individual to adapt and learn the requirements of a job role. These aptitude assessment evaluations enable accurate identification of the right people for a position based on their abilities.
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Transform your talent decisions using aptitude tests
Our aptitude tests for recruitment covers language proficiency, cognitive ability, numerical ability, aptitude and much more
Assess candidates for 2000+ job roles
Comprehensive suite of aptitude tests for employement to evaluate candidates across job roles.
Predict fluid and crystallized reasoning
Assess every candidate's ability to adapt, learn and respond to job situations
Hire people across job roles with ease
Understand every candidate's potential to succeed in various job roles
Insightful reports to support business
Customized data-driven insights to support hiring decisions
Predict on-job performance and learnability
Predict every candidate's on-job potential with advanced learning agility tests
Identify leaders of tomorrow
Identify talent with the potential to succeed and nurture their development
Scientifically validated aptitude tests to evaluate candidate potential
Verbal and abstract reasoning
Identify verbal and abstract potential to decipher workplace patterns and information
Essential leadership skills
Evaluate cultural and leadership performance to improve decision-making
Cognitive intelligence and functioning
Identify intelligence developed with experience to enhance problem-solving
Critical thinking skills
Assess data analysis and observational skills to ensure rational and unbiased decisions
Unmatched expertise in developer skills assessments
Mercer | Mettl's personality test for employment has an exhaustive collection of over 150,000 questions spanning across 300+ skills
Graduate hiring
Mercer | Mettl's graduate career assessment tests include a general aptitude test and a cognitive speed test to assess candidates' cognitive and problem-solving abilities, along with other pre-employment exams, such as a logical reasoning test to evaluate candidates' ability to draw logical conclusions.
Experienced hiring
For experienced hiring, Mercer | Mettl provides career personality tests such as the analyst test, sales aptitude test and leadership aptitude test, as well as other cognitive function tests, to help businesses make informed hiring decisions.
Talent development
Mercer | Mettl employs a 360-degree feedback assessment for training needs identification, succession planning and high-potential identification. The assessment includes the learning agility test, providing individual development plans based on data-driven insights.
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Frequently Asked Questions (FAQs)
1 How many types of professional aptitude tests are available?
There are several types of professional 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.A professional online assessment tests 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 numerical reasoning tests, verbal reasoning tests, abstract reasoning tests, and critical thinking tests.Some popular types of professional 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.
2 How does a job aptitude test benefit an employer?
A job aptitude test provides valuable insights into a candidate's problem-solving abilities, critical thinking skills, and overall cognitive aptitudEmployers can use these assessments to identify candidates who are likely to excel in their roles.
3 Are aptitude tests only for entry-level positions?
No, aptitude assessments are useful for evaluating candidates at all levels, from entry-level to executive positions. These assessments can help identify suitable candidates with the right cognitive abilities and potential for growth within the organization.
4 What is the difference between cognitive assessments and aptitude assessments?
Cognitive assessments assess a person's overall intellectual abilities, including memory, attention, problem-solving, and information processing speeAptitude tests, on the other hand, focus on specific abilities or aptitudes that are relevant to a particular job or field, helping employers assess an individual's suitability for a specific role.
5 How can employee cognitive tests be used to identify areas of improvement and provide targeted training and development opportunities?
Online cognitive tests can be used to identify areas of improvement for employees by assessing their skills and abilities and identifying areas where additional training or development may be requireThis can help provide targeted training and development opportunities for upskilling employees.
6 How are online cognitive aptitude tests scored?
Online cognitive 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 answers 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 1This 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.
7 What are the advantages of cognitive online assessment tests?
There are several reasons why organizations should consider using cognitive online assessment tests for hiring, some of which are:
- Efficiency and convenience: Online administered cognitive 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 cognitive testing platforms can easily accommodate many candidates simultaneously. This is valuable for companies conducting mass recruitment drives or those with high-volume hiring needs.
- Standardization: Online cognitive 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 cognitive 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.
