Why do I keep failing aptitude tests?
Candidates should be ready to spend several weeks in preparation for psychometric tests, as the most common reason for failure is lack of preparation. Having a regular study and practice routine and good study materials is key, as well as taking practice tests to ensure you are prepared for the “real thing”.
Why are aptitude tests difficult? For most candidates, the difficulty of aptitude tests lies in completing the tests under timed conditions. In numerical or logical reasoning tests, candidates tend to have about a minute or so to read the question, analyse the graphs and patterns, and choose the correct response.
You cannot expect to clear the aptitude test if you are solving the same set of questions as different companies have different test patterns . So solve previous year papers of different companies and you can also expect a few questions to be repeated in the test.
- Test Tip 1: Practice. ...
- Test Tip 2: Know your test. ...
- Test Tip 3: Don't get your friends to help. ...
- Test Tip 4: Make the most of online tests. ...
- Test Tip 5: Realistic simulation. ...
- Test Tip 6: Be alert and stay focused. ...
- Test Tip 7: Ask for feedback. ...
- Test Tip 8: Know when to move on.
Multiple tests: If you're being asked to take multiple tests the pass mark may be 50% for all of those tests compared to if you are set one test the employer may decide that it wants to set a pass mark of 70%.
Yes you can still get the job. If you failed the assessment, You should ask for a lower position , learn all that you can and move your way up. A lot of managers started as janitors or cashiers.
- Old question papers: ...
- Time maintenance: ...
- Focus on first five questions. ...
- Read carefully before answering: ...
- Double check on complicated answers: ...
- Make sure to complete: ...
- Know the blanks: ...
- Avoid working sequential:
- Sequence. A sequence represents numbers formed in succession and arranged in a fixed order defined by a certain rule.
- Airthmetic Progression ( A.P.) ...
- Geometrical Progression, G.P. ...
- Arithmetic Mean. ...
- Geometric Mean. ...
- General Formulaes.
- a) Verbal reasoning questions. ...
- b) Verbal comprehension questions. ...
- c) English language questions. ...
- a) Questions testing abstract reasoning. ...
- b) Questions testing spatial ability. ...
- C) Questions testing mechanical reasoning. ...
- d) Questions testing your ability to identify errors.
They are used to assess candidates in terms of their skills, knowledge, ability and personality. Aptitude tests are an accurate way of predicting the potential contribution of a candidate and the likelihood of them achieving success within the organization.
How much do aptitude tests matter?
Aptitude tests undoubtedly improve the hiring quality by providing recruiters with detailed insights. These insights can offer a contrast between two candidates by granularly evaluating them. A quality candidate would possess specific cognitive abilities and theoretical knowledge.
If a perfect aptitude test score is 100% or 100 points, and your score is 80% or above, it is considered a good score. A minimum acceptable score is considered to be from 70% to 80%.
Simply put, an IQ (Intelligence Quotient) test measures statistically how intelligent a person is while an aptitude (General Intelligence) test measures how well that person can apply their intelligence to different scenarios.
Aptitude Tests as a Predictor of Performance
Research has shown that an individual's cognitive aptitude can be one of the most accurate predictors of their success at a job. It can work twice as well as an interview, three times as well as their past experience, and four times better than their education.
Benefits of Aptitude Testing
They offer efficient, objective comparisons – The main reason companies use aptitude testing is to improve the quality of hiring and promoting. Tests are often much more efficient than interviews for determining if a person has the potential to do a job well.
Most important, valid tests help companies measure three critical elements of success on the job: competence, work ethic, and emotional intelligence. Though employers still look for evidence of those qualities in résumés, reference checks, and interviews, they need a fuller picture to make smart hires.
Aptitude tests are designed to measure a person's intelligence and can measure the potential of a candidate applying for a job. A number of employers rely on aptitude tests for the hiring process. It lets the recruiter assess the candidate on IQ, logic, verbal reasoning, personality type and mathematical skill.
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Here are some tips to better face the aptitude test:
- The Approach is the Key. ...
- Practice, Practice, and Practice! ...
- Do Not Procrastinate. ...
- Time Management During the Exam. ...
- Think Carefully and Be Confident. ...
- Use the Resources Available. ...
- Be Careful About the Trap Questions.
If you targetted exam is more than 240 days away, you can cover 1 prep-plan post in 2 days. In case your exam is within the next 120 to 240 days, then you should target 2 prep plan posts in 3 days. In case you have less than or equal to 120 days, you suitably need to up your consumption.
Just keep on practicing and in a month or two – you will solve all the aptitude questions like a pro. Don't expect to master the aptitude skills in just a week or two. At least 2-3 months is the minimum required time.
What is the purpose of an aptitude test?
aptitude test, examination that attempts to determine and measure a person's ability to acquire, through future training, some specific set of skills (intellectual, motor, and so on).
Aptitude tests and psychometric tests help employers find out more about you. Some check whether you have the right practical skills for a job. Others help them see if you'll fit in with their team. They give the employer an idea of how you'd behave and whether you're a good candidate.
The Graduate Requisite Exam (GRE), as well as the specialized tests required in order to get into medical (MCAT), law (LSAT), and business graduate programs, are also examples of multiple aptitude tests.