Aptitude Tests are a method of pre-employment assessment that has been popularly used in early career recruitment for many big global employers in the past years. Despite having their own drawbacks and ample room for improvement, they did not just become a standardised measurement of candidates’ suitability for a role without reason. So why do people think Aptitude Tests are a good idea, and who are these groups of people?
Psychologists
Being the creators of this concept from day one, psychologists want to debunk (at least partially) the complexity of mankind. From classic cognitive assessments looking at Intelligence Quotient (IQ) or Emotional Intelligence Tests, to the development of personality tests like the Myers-Briggs Type Indicator (MBTI), the Big Five Personality or Belbin’s Team Roles. While it is impossible to quantify the multi-dimensional core of an individual, a structural and well-designed measurement tool can offer helpful, concise and at times, unexpected insights of the ‘messiness’ of human nature, depending on its purpose or end goal.
Test publishers
Another pioneer, just after psychologists and philosophical thinkers, are visionary technologists and designers who decided to make a business out of Aptitude Tests, from Numerical Reasoning Tests, Verbal Reasoning Tests to E-Tray Exercise. For whatever uses they believe these tests can be adequate for, whether in education, recruitment, team management or simply for research purposes; they collaborated with psychologists and built the most polished and up-to-date versions, specifically for each function of Aptitude Tests. As businesses, test publishers know the potential of making the hiring process more efficient for larger firms, who are in urgent need of a solution for the ocean of applications from inexperienced, yet talented candidates, every year.
Employers
Large businesses or organisations with global offices, with the majority in the business and consultancy industry, are the biggest users of Aptitude Tests. As mentioned earlier, with tons of students and graduates aspiring to work for them, the hiring process is extremely time consuming and when there are applications of very different qualities, it can be impossible for the human resources team to filter through. Psychometric testing becomes the first ‘hurdle’ for candidates, and while some employers still require a CV or cover letter, most no longer expect these, as Aptitude Tests results are enough for them to choose the top performers for the next round of assessment. Besides saving them time and effort, this technology also provides their recruitment process a good degree of objectivity and accuracy.
Candidates
For candidates, students and graduates in particular, years of experiences and long-term expertises are just not probable. In fact, some leaving universities and colleges choosing generalist graduate schemes simply to be able to figure out the best career path for themselves, while maintaining their ambitions and thirst for knowledge. These candidates can be filled with untapped potential and unexpected skills or abilities, thus, a traditional CV or cover letter are of no significance. Aptitude Tests come to their rescue by offering a more engaging and unbiased ‘playground’ and giving these young talents an opportunity to prove their value to the organisation of their dream.
For everyone else, Aptitude Tests, in a less formal setting, are great at helping you gain a better level of self-awareness and they also have many other unexpected uses. Ready to give these a try? Take some FREE tests and get started.
Author’s Bio
Nikki Pham is currently studying an MA in Creative Enterprise in Cardiff. She
works as a copywriter, particularly in the space of higher education, early career, and
business. She is also developing her own creative startup using her skills in social media,
communication, illustration, and design.
