Thursday, November 24, 2011

The Ambush of an Aptitude Test

Aptitude tests are often assessment criteria that many job seekers find hard to understand and even prepare for. They may have relevance to the subject matter in the job of interest and at time be very general to dig into a candidate’s adaptable judgment al abilities.

A well designed aptitude test will bring out what it is targeted to bring and most often subject a candidate into surprise.

There are often many types of aptitude tests. Here are brief outlines of the commonly used types.

Reasoning and Judgment - Abstract Reasoning; Critical Thinking; Inductive Reasoning; Logical Reasoning; Diagrammatic Reasoning; Situational Judgment Test and Verbal Reasoning

Such often include case studies that may require that you take on commonly accepted principles and notions to make an assessment of a case scenario.

Example; How best can market best practice be?

Creativity and Sensitivity - SiftAbility Test; Spatial Visualization; and Perceptual Speed
These may range from diagrammatic reviews to case studies where trouble shooting is required depending on the level and type of role being recruited.

Presentation, Accuracy and Precision - Document Review and Fast Track Test

A candidate may be provided with a lengthy document to review with specific objective of coming up with a target objective. The tests may also include summarizing a document into specific bullets on the key points.

Leadership and Management – Personality Review; Crisis Management; People Management; Conflict Resolution; and Strategic Focus Tests

Such tests may ordinarily be designed like presentations or write ups and may include case studies and even personal declaration of career strategies and leadership styles

Interpersonal Skills and Personal Orientation - Personality and Preference Inventory (PAPI)

Such test may include preferences, dislikes, specific case studies and personal assessment.

Numerical Reasoning

Such tests are very common, perhaps because a large number of candidates and even assessor would rather deal with situations where answers are discrete rather that judgmental prose. The most common areas of tests are probability, arithmetic, accounting, permutations and compbinations. This is perhaps why an elementary math book at home would really be a though in the right direction.

Example: A soccer match analyst in trying to assess some outcomes of the match sought to have two parameters – ball possession for the two teams and the average distance run by a player from the two opposing sides. What could this analyst be trying to establish?

The result of an aptitude test is a reflection of the actual present state of your mind. No prospect employer will test you in something that you have no chance of knowing.


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