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Organisations use many methods to assess applicants: application
forms; interviews; written tests and exercises; group discussions and
practical exercises. They use these to choose the most appropriate
candidate for each vacancy. Different methods provide different sorts of
information. One method that is increasingly used is aptitude
tests.
Aptitude tests are They are characterised by structured
systematic ways of evaluating how people perform on tasks or react to
different situations. andardised methods of administration and
scoring with the results quantified and compared with how others have
done at the same tests.
Some of the Topics Used in Aptitude Tests
are
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Tests are usually only part of the overall assessment procedure. Employers
will use them alongside interviews, application forms, academic results and
other selection methods, so test results won't usually be the only
information looked at. No test is perfect, and some candidates such as
those with disabilities, may be at a disadvantage when taking this type
of test. Employers should make allowance for this.
APTITUDE, ABILITY AND INTELLIGENCE TESTS
- Administered under timed examination conditions. These
tests assess your logical reasoning and become increasingly difficult
throughout the test. They commonly take the form of multiple choice with
right and wrong answers.
- You are not expected to finish the tests, although of
course you may do so. Your score relates your performance to a 'normed'
group. So, your aptitude, ability or intelligence has a relative value to
it. This is important to an employer who may want to know how well you can
do something in relation to other applicants, the general population or
people already doing the job.
- Your score can be used in different ways. There may be a
pass mark, which, by achieving, you get the job. Or the employer may have
planned to interview a certain number of candidates and provided your score
puts you in this group you will continue on to the next stage of selection.
Alternatively, your score could simply be a further measure considered by an
employer alongside a variety of other measures, such as interviews etc.
Sometimes, for computing jobs you will get a programming aptitude test. Some
of these use "pseudocode", flowcharting, or assembly language.
Personality Questionnaires are used in order to determine your
typical reactions and attitudes to a variety of situations. They could
be trying to identify how well you get on with others or your normal reaction to
stressful situations or just simply your feelings about the kind of people you
like to work with.
It is unlikely that these questionnaires will be timed or indeed have
right or wrong answers. Do not let this lack of exam conditions fool
you. Some employers will know precisely what they are looking for in terms of an
ideal Personality Profile and it is up to you to meet their expectations. It is
unwise to try to fake the answers. These questionnaires usually have some type
of internal checking where the same question is asked with slightly different
wording early and late in the test to try to detect dishonest answers.
Ultimately, there is little point in pretending to be the kind of employee a
firm is looking for if that is not the case. Find something else you will enjoy
doing!
SOME PREPARATION TIPS
- Practice makes perfect. Evidence suggests that some
practice of similar tests may improve your performance slightly on actual
tests. However, don't spend too long practising. It may be wise to brush up
on your exam technique and perhaps become more familiar with the types of
test you may face. The practice tests in this section should help. Even
basic word and number puzzles may help you become used to the comprehension
and arithmetic aspects of some tests. There are Topics on
numerical, verbal
and non-verbal reasoning useful
for aptitude tests on our web site.
- Treat it as you would any other occasion when you visit an employer. Plan
your journey to the test site, arrive on time and appropriately dressed. Listen
to the instructions you are given and follow them precisely.
- Work quickly during the test, but pay attention to your
accuracy. Try not to get bogged down on any one question, but remember that
questions may get harder as you proceed. You can only score points for
questions you answer, not for those you don't.
- Educated guesses are worthwhile. In math's tests you may
be able to use the technique of estimating the answer rather than working it
out exactly, to save time.
- If you have a numerical test coming up and haven't done any maths since
school then brush up on your numeracy - try BBC
Skillswise www.bbc.co.uk/skillswise
Stop using a calculator for everyday calculations, practice your
multiplication and division, ability to calculate percentages, and to read
graphs and tables. Similarly if your English is weak brush up on this.
- REMEMBER - Listen to the instructions. They are crucial
to your success in any psychometric test!
Cortesy Kent.ac.uk
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