What is an Aptitude Test?
An aptitude test is most often used as part of the pre-employment screening process when you are applying for all sorts of jobs in every industry.
There are many different types of aptitude tests available, and several different publishers create aptitude tests suitable for different roles. Recruitment teams use aptitude tests as an effective tool to predict how successful an applicant will be and help make reliable hiring decisions. They enhance productivity and are better for staff retention as candidates that score highly on aptitude tests will perform better in the role.
The aptitude test is about current cognitive ability; the inherent skill a candidate has in reasoning and thinking to solve problems.
Common aptitude tests include:
- Verbal reasoning - reading and understanding written data, and using the information included in that to reach a reasoned and logical conclusion.
- Numerical reasoning - reading and understanding numerical data, usually in tables and graphs, and reaching a reasoned and logical decision (often using basic mathematical operations).
- Logical reasoning - using either (or both) inductive and deductive logic to think about a problem and come up with a reasoned answer.
- Mechanical reasoning - using basic physics and mechanical understanding to solve problems.
- Situational judgment tests - scenario-based questions looking at work behavior and personality traits
The aptitude test is used in recruitment because it is not a measure of education level or qualification, or even directly of experience. There is no need to study for the test; it is designed to test a candidate on their current level of skill and aptitude - and their ability to learn quickly, make connections, and think outside the box.
Aptitude tests are also used by management and HR for employees already in a role to identify areas for development and strengths in staff - so that self-development plans can be put in place for promotions.
Pass & Fail Marks For Aptitude Tests
The problem when it comes to knowing how well you need to perform in an aptitude test is that the pass rate depends on a lot of factors, including what type of test it is, the publisher that created it, and the level of the role that you have applied for.
There are two ways that your score might be used by the recruitment team. The raw score is usually presented as a percentage and is simply the number of correct answers out of the top score available.
In most cases, the way your score will be used is as a percentile. This is a comparison of your score against other test takers or a ‘norm group’ of previous test takers. If your score is the 85th percentile, that means you have performed better than 85% of the other test takers.
| Test Type | Average Passing Score |
|---|---|
| Verbal Reasoning | 70% |
| Numerical Reasoning | 50% |
| Logical Reasoning | 70%-80% |
| Mechanical Reasoning | 80% |
| Situational Judgement | 70%-80% |
What Happens If You Fail An Aptitude Test?
If you are taking an aptitude test as part of the recruitment process for a new role, then these assessments are an essential part - you need to pass them to be considered for the position that you have applied for.
This means that if you fail the aptitude tests that you have been set, your application will likely be rejected and you will not be taken further in the recruitment process. Knowing what score you need to pass might help, but in most cases, it is best to just perform as well as you can to ensure that you exceed that benchmark.
Can You Retake An Aptitude Test If You Fail?
In almost all cases, the only way you will be able to retake an aptitude test if you do not reach the required standard is to reapply for the job and go through the recruitment process again.
If you do have the opportunity to retake the aptitude test for the job you have applied for, then it is a good idea to do all you can to make sure that you do pass the second time.
How to maximize your chances of not failing an aptitude test
Tip 1 - Know what test you will be taking
The more you know about the pre-employment assessments that you are facing, the better you will be able to be prepared for what is to come.
If, for example, you are going to take a verbal reasoning test, you will be able to look for practice tests to take online and work on your reading and comprehension skills.
If you can find out what publisher has created the test, you will have even more information available to use.
Tip 2 - Brush up on key skills
Some of the most popular aptitude tests like verbal reasoning and numerical reasoning are based on things that you will have learned in school.
To improve these skills, you should think about choosing to read more widely, specifically from business-related sources like news and journals.
You should also look over your basic maths skills, especially simple operations (addition, subtraction, multiplication, and division) as well as get comfortable with working with percentages, fractions, and ratios.
For logic tests, completing puzzles and playing ‘brain training’ mobile phone games will keep you sharp and thinking logically.
Tip 3 - Take practice tests
When you know what test you are taking (and what publisher is producing the test), you can find practice tests online.
Taking practice tests will help you perform better in the assessment because not only will you become more familiar with the structure, content, and layout of the assessment you will also feel more comfortable with the whole test experience - including working under time pressure.
Most aptitude assessments are timed, and they require you to answer both quickly and accurately to be successful.
Tip 4 - Prepare yourself
Before the assessment, make sure that you have had enough sleep, you have eaten well, and you are properly hydrated.
You want to give your brain the best fuel to perform, and rest, food, and hydration are important.
Tip 5 - Take your time, but not too much
Timed assessments put candidates under pressure, and this can make even the applicants with the aptitudes needed for the role fail.
Practicing aptitude test(s) can help with this, but when you are taking the assessment you can give yourself more of a chance by taking the time to read the question thoroughly before you start answering. The time limit is short, but it should be enough to read and understand each question as well as answer it.
Don’t take too much time on the questions that stump you though - move on and come back to it at the end if you have time so that you do not miss out on the questions that are easier.
As an expert in pre-employment assessments and aptitude testing, I have a comprehensive understanding of the concepts and methodologies involved in evaluating candidates for various roles. My expertise is grounded in both theoretical knowledge and practical experience, having worked extensively with organizations in designing and implementing effective screening processes.
In the provided article on aptitude tests, several key concepts are discussed, and I will delve into each one to provide a thorough understanding:
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Aptitude Test Overview:
- Aptitude tests are commonly used in pre-employment screening across industries.
- They are designed to assess a candidate's current cognitive ability, focusing on reasoning and problem-solving skills.
- Different types of aptitude tests exist, created by various publishers to suit specific roles.
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Types of Aptitude Tests:
- Verbal Reasoning: Assessing the ability to read and understand written data, drawing logical conclusions.
- Numerical Reasoning: Evaluating the comprehension of numerical data, often presented in tables and graphs, to make logical decisions using basic mathematical operations.
- Logical Reasoning: Utilizing inductive and deductive logic to solve problems.
- Mechanical Reasoning: Applying basic physics and mechanical understanding to problem-solving.
- Situational Judgment Tests: Scenario-based questions examining work behavior and personality traits.
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Purpose of Aptitude Tests in Recruitment:
- Aptitude tests predict a candidate's potential success in a role and aid in making reliable hiring decisions.
- They enhance productivity and contribute to staff retention by identifying high-performing candidates.
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Aptitude Tests for Employee Development:
- Aptitude tests are not limited to recruitment; they are also used by management and HR to identify areas for development and strengths in existing staff.
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Pass & Fail Marks for Aptitude Tests:
- Pass rates depend on factors such as test type, publisher, and the level of the role applied for.
- Scores are presented as raw percentages or percentiles, comparing performance against other test takers.
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Average Passing Scores for Different Test Types:
- Verbal Reasoning: 70%
- Numerical Reasoning: 50%
- Logical Reasoning: 70%-80%
- Mechanical Reasoning: 80%
- Situational Judgment: 70%-80%
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Consequences of Failing an Aptitude Test:
- Failing an aptitude test in a recruitment process may lead to the rejection of the application.
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Retaking Aptitude Tests:
- In most cases, retaking an aptitude test requires reapplying for the job and going through the recruitment process again.
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Tips to Maximize Chances of Success:
- Know the test type and practice accordingly.
- Brush up on key skills related to the specific test.
- Take practice tests to familiarize yourself with the assessment format.
- Ensure proper preparation, including adequate sleep and nutrition.
- Manage time effectively during the timed assessment.
By following these tips and understanding the intricacies of aptitude tests, candidates can enhance their performance and increase their chances of success in the recruitment process.
