Understanding Student Aptitude Tests: Examples and Preparation
Aptitude tests have become a standard component of the recruitment process across various industries. These tests aim to assess a candidate's cognitive abilities, work behaviors, and personality traits. However, for many candidates, the purpose and interpretation of these tests remain unclear. This article aims to shed light on student aptitude tests, providing examples and guidance on how to prepare effectively.
The Purpose of Aptitude Tests
Aptitude tests are designed to evaluate a person's cognitive skills and character profile. They measure a range of skills, including:
- Numerical aptitude
- Language comprehension
- Logical thinking
- Problem-solving skills
Employers use aptitude tests to analyze a potential worker's profile, predicting how well they will perform and integrate into the company. The results provide a valuable tool for hiring managers to streamline their applicant selection process.
Types of Aptitude Tests
There are various types of aptitude tests, each designed to assess specific skills and abilities. Here are some common examples:
Numerical Reasoning Tests
These tests demonstrate your ability to deal with numbers quickly and accurately. They assess your mathematical skills and your ability to interpret numerical data.
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Example:
There is a circular outdoor ice skating rink. The machine that prepares the rink for skating at the start of the day prepares 600 square feet of rink every hour. If the circumference of the rink is 200 feet, approximately how many minutes does it take the machine to prepare the entire rink for skating at the beginning of each day?
Verbal Reasoning Tests
Verbal reasoning tests assess your understanding and comprehension skills. You will be presented with a short passage of text which you’ll be required to interpret before answering questions on.
Example:
Company spokesmen report exclusively to the PR manager, unless the company is small, in which case they report directly and exclusively to the CEO. When company spokesmen report to the CEO, they sleep well at night. Conclusion: Only those who sleep well at night are company spokesmen who work in small companies.
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Logical Reasoning Tests
Logical reasoning tests come in three forms: deductive, inductive, and abstract. These tests assess your ability to think critically, analyze information, and draw valid conclusions based on logical principles and patterns.
Example:
Look at the sequence of images. Then pick the image that goes with Z the same way that Y goes with X.
Situational Judgement Tests (SJTs)
Situational Judgement Tests assess how you approach situations encountered in the workplace. They are built around hypothetical scenarios for you to react to accordingly.
Example:
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You manage a department that includes 10 employees who work with customers, and a supervisor. You notice that one of the employees is regularly late arriving in the morning. What would you do?
Abstract Reasoning Tests
Abstract reasoning tests can also be referred to as diagrammatic and inductive reasoning tests. They assess your non-verbal reasoning skills by asking you to identify patterns and relationships in abstract shapes and figures.
Example:
Look at the two sets of shapes. Then determine whether a test shape belongs in Set A, Set B or neither.
Spatial Reasoning Tests
Spatial reasoning tests your ability to think about objects in both two and three dimensions, and draw conclusions to those objects from limited information.
Example:
A. = JLOO B. = JJLO C. = JJOL D.
Mechanical and Electrical Aptitude Tests
These tests are commonly administered for engineering and technical positions including the emergency services and the army. They are designed to measure your ability to understand and apply mechanical concepts and principles in order to solve problems.
Example:
Which fisherman must pull his fishing rod harder to lift the caught fish?
Analytical Reasoning Tests
Analytical reasoning tests examine an individual’s ability to apply logic to solve problems.
Cognitive Ability Tests
Cognitive ability tests are predictors of general intelligence.
Career Assessment Tests
A career assessment test is a series of questions designed to help you understand what careers might be right for you. The best career assessments will consider multiple factors, like your interests, personality, skills, and goals, without requiring extensive research or preparation.
Interests
"Interests" describe the types of activities that you are drawn to; these will need to be present in a job or career that you are considering if you are to stay motivated.
- Yellow: People with yellow Interests like job responsibilities that include organizing and systematizing, and professions that are detail-oriented, predictable, and objective.
- Green: People with green Interests like job responsibilities and occupations that involve persuasion, sales, promotions, and group or personal contact. People with green Interests enjoy activities that include: motivating, mediating, selling, influencing, consensus building, persuading, delegating authority, entertaining, and lobbying.
- Blue: People with blue Interests like job responsibilities and occupations that involve creative, humanistic, thoughtful, and quiet types of activities.
- Red: People with red Interests like hands-on / problem solving job responsibilities and professions that involve practical, technical, and objective activities.
Style
"Style" describes the strengths that you could bring to a work environment when you are at your best. This is the way you like to get results.
- Yellow: People with yellow styles perform their job responsibilities in a manner that is orderly and planned to meet a known schedule. They prefer to work where things get done with a minimum of interpretation and unexpected change.
- Green: People with green styles perform their job responsibilities in a manner that is outgoing. They prefer to work where things get done with minimal analysis and where persuasion is well received by others.
- Blue: People with blue styles prefer to perform their job responsibilities in a manner that is supportive and helpful to others with a minimum of confrontation. They prefer to work where they have time to think things through before acting.
- Red: People with red styles prefer to perform their job responsibilities in a manner that is action-oriented and practical. They prefer to work where things happen quickly and results are seen immediately.
How to Prepare for Aptitude Tests
The best way to prepare for aptitude tests is to practice them. The more you practice aptitude tests, the better you’ll get and the higher results you’ll achieve. Here are some tips to help you prepare effectively:
- Understand the Test Format: Familiarize yourself with the different types of aptitude tests and the format of the questions.
- Practice Regularly: Take practice tests to improve your speed, accuracy, and problem-solving skills.
- Identify Your Weaknesses: Focus on the areas where you struggle the most and dedicate extra time to improving those skills.
- Review Your Answers: Analyze your mistakes and learn from them. Understand the reasoning behind the correct answers.
- Manage Your Time: Practice working under timed conditions to improve your speed and efficiency.
- Stay Calm and Confident: Approach the test with a positive attitude and believe in your abilities.
Test Providers
Several companies specialize in providing aptitude tests for employers. Some of the leading psychometric test providers include:
- SHL
- Cut-e
- Cubiks
- Psytech International
- Talent Q
- Kenexa
- Saville Assessment
- Watson Glaser
Organizations That Use Aptitude Tests
Many organizations use aptitude tests as part of their recruitment process. Some examples include:
- Amazon
- P&G
- EY
- UBS
- HSBC
- Citi
- The Armed Services Vocational Aptitude Battery (ASVAB)
- The TSA CBT
Interpreting Test Results
Aptitude tests typically use two common scoring systems:
- Raw Score: This is the percentage of correct answers.
- Comparative Score: This compares your score to the scores of other test-takers.
Remember that career assessment results should give you types of careers that are a good fit for you, your results shouldn’t define your final career decisions.
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