APTITUDE TESTS
Aptitude Tests
INTRODUCTION TO APTITUDE TESTS
APTITUDE, ABILITY AND INTELLIGENCE TESTS
PROGRAMMING APTITUDE TESTS
PERSONALITY QUESTIONNAIRES
SOME PREPARATION TIPS
LINKS INCLUDING EXAMPLE TESTS
INTRODUCTION TO APTITUDE TESTS
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. They are increasingly administered on a computer.
There are now 6 timed practice aptitude tests available on this web site:
Numerical Reasoning
Verbal Reasoning
Verbal Reasoning (Synonyms and Antonyms)
Letter Sequences (Logical thinking)
Non-Verbal Reasoning also called spatial ability or diagrammatic reasoning
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.
PROGRAMMING APTITUDE TESTS
Sometimes, for computing jobs you will get a programming aptitude test. Some of these use "pseudocode", flowcharting, or assembly language. You can find some examples at www.psychometrics-uk.com/bapt.html "How to pass professional level psychometric tests" by Sam Al-Jajoka (Kogan Page 2001) has a chapter called Psychometric Tests for IT Recruitment, which has an example assembly language test. Ask at Careers reception to use our reference copy.
PERSONALITY QUESTIONNAIRES
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 practice numerical, verbal and non-verbal reasoning aptitude tests on our web site. Other aptitude tests are available on computers in the Careers Service - ask at reception to use these. There is also a "Starting Points" leaflet on Psychometric Tests you can pick up from the Careers Service.
§ 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.
§ Before the actual test, you will be given practice examples to try - make sure you ask questions if anything is unclear at this stage.
§ 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!
NOW, WOULD YOU LIKE MORE PRACTICE?
Many books on the subject of tests, including many practice examples, are available for reference in the Careers Service building - ask at the Reception Desk. These include:
Psychometric Tests for Graduates
Passing Psychometric Tests
How to Pass Graduate Psychometric Tests
Graduate Psychometric Test Workbook
IQ and Psychometric Test Workbook
How to Master Psychometric Tests
Learn to Succeed at Selection Tests
How to Pass Professional Level Psychometric Tests
How to Pass Numeracy Tests
How to Pass Verbal Reasoning Tests
How to Pass Computer Selection Tests
LINKS
§ There are now 6 practice aptitude tests available on this web site. The tests are:
§ Numerical Reasoning
§ Verbal Reasoning
§ Verbal Reasoning (Synonyms and Antonyms)
§ Letter Sequences (Logical thinking)
§ Non-Verbal Reasoning (Also called spatial ability or diagrammatic reasoning)
§ Spelling and punctuation test for applications not strictly a psychometric test, but will help with verbal skills.
§ SHL Direct www.shldirect.com Free examples of ability test questions and personality questionnaires and timed practice tests with feedback on how you compare to other applicants.
§ Saville Consulting www.savilleconsulting.com/products/ability_practice.aspx downloadable verbal, numerical and diagrammatic example tests.
§ Assessment Day www.assessmentday.co.uk Free numerical and verbal graduate aptitude tests that mimic the type employers use - very good!
§ PSL www.psl.com do the online tests for Deloitte and there are practice Numerical, verbal & logical reasoning tests on this site.
§ efinancial careers http://students.efinancialcareers.co.uk/numerical_test.htm some example tests of the type used by finance employers
§ Morrisby examples of ability tests. www.Morrisby.com
§ ASE www.ase-solutions.co.uk/support.asp?id=62 Examples of verbal, numerical and abstract reasoning tests
§ Knight Chapman Psychological www.kcpltd.com contains practice test examples
§ Psychometric Success www.psychometric-success.com non-commercial site is aimed at providing student job seekers with the practice material they need to pass psychometric job selection tests. Over 100 pages of free information on psychometric and aptitude tests and has over 50 free downloadable practice tests.
§ Online Intelligence Quotient (IQ) Test http://giqtest.com free to try. Lots of useful spatial/non-verbal/diagrammatic reasoning questions.
§ QueenDom www.queendom.com Offers a variety of personality, aptitude and intelligence tests
§ Aptitude Hack www.aptitudehack.com Includes a very good free mini numerical aptitude test.
§ GRE Test Examples www.ets.org/gre GRE are american university entrance tests.
§ GMAT Test. This is the Graduate Management Admissions Test often used by business schools to select for MBA courses. www.getfeedback.net/products/psy/wgcta_ranra.html also www.gmattutor.com/links.html for links to free practice tests. See Graduate Management Admission Council www.gmac.com/gmac/default.htm if you are interested in applying for MBA courses.
§ Watson-Glaser Critical Thinking Test www.getfeedback.net/aptitude.php Designed to find out how well people can reason analytically and logically. It is a very demanding test which is used to test staff who will be involved in complex decision making (policy formulation, strategy planning etc). It tests inference, recognition of assumptions, deduction, interpretation and evaluation of arguments. For each test, it gives a brief statement (which you are to regard as true) and follows these by proposed inferences/assumptions etc. which you rate as true, probably true, insufficient data, probably false or false. You respond to both neutral and controversial items. The controversial items are designed to arouse attitudes, opinions and biases that can interfere with the ability to think critically. These refer to political, economic and social issues which provoke strong feelings Employers giving the test should give candidates the practice booklet. It is similar to the GMAT Test (see above).
§ Educational Testing Service www.ets.org give access to practice questions for GMAT, GRE and the Test of English as a Foreign Language (TOEFL).
§ Prospects www.prospects.ac.uk/links/aptitudetests links to a range of example tests and employer tests
§ 10 minute IQ test on-line www.intelligencetest.com
§ BBC Skillswise Improve your numeracy and literacy www.bbc.co.uk/skillswise
§ Maths Centre www.mathcentre.ac.uk includes a maths test you can print off at www.mathcentre.ac.uk/resources.php/332
§ PERSONALITY TESTS
§ Personality Type Tests
· BBC Personality Type Indicator Test www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml At the end of the test you will be assigned one of 16 possible personality types. It is a simplified personality test based on personality type theory (Myers-Briggs). 20 questions long and should take about 10 minutes.
· Team technology www.teamtechnology.co.uk/tt/common/contents.htm the Myers Briggs Type Indicator (MBTI) - discover your personality type.
· The Keirsey Temperament Sorter http://keirsey.com Personality questionnaire with instant feedback on personality types
§ BBC Personality Test www.bbc.co.uk/science/humanbody/mind/surveys/personality/index.shtml This is a full personality test based on the five-factor model, a system of classifying personality traits. You will be asked to rate yourself on 68 different emotional states. Takes about 15 minutes.
§ Personality Test Center www.personalitytest.net A collection of free professionally developed tests that help users discover their personality type and individual personality traits
§ Outofservice www.outofservice.com fun personality tests
§ Windmills Programme www.windmillsprogramme.com exercises to help you manage your career.
§ Career Development Profiler www.testing-direct.com assess your personality, motivation and work interests.
§ Career Demon www.careerdemon.com Assess aptitudes, career interests, preferences for working conditions, and verbal and other reasoning skills (free). Can get a report giving you a detailed rundown on your test performance and career options (must pay for this part). Very good but takes a while to download and enter.
§ EMPLOYER SELF SELECTION TESTS
§ Civil Service www.faststream.gov.uk
§ GCHQ www.gchq.gov.uk
INTRODUCTION TO APTITUDE TESTS
APTITUDE, ABILITY AND INTELLIGENCE TESTS
PROGRAMMING APTITUDE TESTS
PERSONALITY QUESTIONNAIRES
SOME PREPARATION TIPS
LINKS INCLUDING EXAMPLE TESTS
INTRODUCTION TO APTITUDE TESTS
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. They are increasingly administered on a computer.
There are now 6 timed practice aptitude tests available on this web site:
Numerical Reasoning
Verbal Reasoning
Verbal Reasoning (Synonyms and Antonyms)
Letter Sequences (Logical thinking)
Non-Verbal Reasoning also called spatial ability or diagrammatic reasoning
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.
PROGRAMMING APTITUDE TESTS
Sometimes, for computing jobs you will get a programming aptitude test. Some of these use "pseudocode", flowcharting, or assembly language. You can find some examples at www.psychometrics-uk.com/bapt.html "How to pass professional level psychometric tests" by Sam Al-Jajoka (Kogan Page 2001) has a chapter called Psychometric Tests for IT Recruitment, which has an example assembly language test. Ask at Careers reception to use our reference copy.
PERSONALITY QUESTIONNAIRES
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 practice numerical, verbal and non-verbal reasoning aptitude tests on our web site. Other aptitude tests are available on computers in the Careers Service - ask at reception to use these. There is also a "Starting Points" leaflet on Psychometric Tests you can pick up from the Careers Service.
§ 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.
§ Before the actual test, you will be given practice examples to try - make sure you ask questions if anything is unclear at this stage.
§ 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!
NOW, WOULD YOU LIKE MORE PRACTICE?
Many books on the subject of tests, including many practice examples, are available for reference in the Careers Service building - ask at the Reception Desk. These include:
Psychometric Tests for Graduates
Passing Psychometric Tests
How to Pass Graduate Psychometric Tests
Graduate Psychometric Test Workbook
IQ and Psychometric Test Workbook
How to Master Psychometric Tests
Learn to Succeed at Selection Tests
How to Pass Professional Level Psychometric Tests
How to Pass Numeracy Tests
How to Pass Verbal Reasoning Tests
How to Pass Computer Selection Tests
LINKS
§ There are now 6 practice aptitude tests available on this web site. The tests are:
§ Numerical Reasoning
§ Verbal Reasoning
§ Verbal Reasoning (Synonyms and Antonyms)
§ Letter Sequences (Logical thinking)
§ Non-Verbal Reasoning (Also called spatial ability or diagrammatic reasoning)
§ Spelling and punctuation test for applications not strictly a psychometric test, but will help with verbal skills.
§ SHL Direct www.shldirect.com Free examples of ability test questions and personality questionnaires and timed practice tests with feedback on how you compare to other applicants.
§ Saville Consulting www.savilleconsulting.com/products/ability_practice.aspx downloadable verbal, numerical and diagrammatic example tests.
§ Assessment Day www.assessmentday.co.uk Free numerical and verbal graduate aptitude tests that mimic the type employers use - very good!
§ PSL www.psl.com do the online tests for Deloitte and there are practice Numerical, verbal & logical reasoning tests on this site.
§ efinancial careers http://students.efinancialcareers.co.uk/numerical_test.htm some example tests of the type used by finance employers
§ Morrisby examples of ability tests. www.Morrisby.com
§ ASE www.ase-solutions.co.uk/support.asp?id=62 Examples of verbal, numerical and abstract reasoning tests
§ Knight Chapman Psychological www.kcpltd.com contains practice test examples
§ Psychometric Success www.psychometric-success.com non-commercial site is aimed at providing student job seekers with the practice material they need to pass psychometric job selection tests. Over 100 pages of free information on psychometric and aptitude tests and has over 50 free downloadable practice tests.
§ Online Intelligence Quotient (IQ) Test http://giqtest.com free to try. Lots of useful spatial/non-verbal/diagrammatic reasoning questions.
§ QueenDom www.queendom.com Offers a variety of personality, aptitude and intelligence tests
§ Aptitude Hack www.aptitudehack.com Includes a very good free mini numerical aptitude test.
§ GRE Test Examples www.ets.org/gre GRE are american university entrance tests.
§ GMAT Test. This is the Graduate Management Admissions Test often used by business schools to select for MBA courses. www.getfeedback.net/products/psy/wgcta_ranra.html also www.gmattutor.com/links.html for links to free practice tests. See Graduate Management Admission Council www.gmac.com/gmac/default.htm if you are interested in applying for MBA courses.
§ Watson-Glaser Critical Thinking Test www.getfeedback.net/aptitude.php Designed to find out how well people can reason analytically and logically. It is a very demanding test which is used to test staff who will be involved in complex decision making (policy formulation, strategy planning etc). It tests inference, recognition of assumptions, deduction, interpretation and evaluation of arguments. For each test, it gives a brief statement (which you are to regard as true) and follows these by proposed inferences/assumptions etc. which you rate as true, probably true, insufficient data, probably false or false. You respond to both neutral and controversial items. The controversial items are designed to arouse attitudes, opinions and biases that can interfere with the ability to think critically. These refer to political, economic and social issues which provoke strong feelings Employers giving the test should give candidates the practice booklet. It is similar to the GMAT Test (see above).
§ Educational Testing Service www.ets.org give access to practice questions for GMAT, GRE and the Test of English as a Foreign Language (TOEFL).
§ Prospects www.prospects.ac.uk/links/aptitudetests links to a range of example tests and employer tests
§ 10 minute IQ test on-line www.intelligencetest.com
§ BBC Skillswise Improve your numeracy and literacy www.bbc.co.uk/skillswise
§ Maths Centre www.mathcentre.ac.uk includes a maths test you can print off at www.mathcentre.ac.uk/resources.php/332
§ PERSONALITY TESTS
§ Personality Type Tests
· BBC Personality Type Indicator Test www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml At the end of the test you will be assigned one of 16 possible personality types. It is a simplified personality test based on personality type theory (Myers-Briggs). 20 questions long and should take about 10 minutes.
· Team technology www.teamtechnology.co.uk/tt/common/contents.htm the Myers Briggs Type Indicator (MBTI) - discover your personality type.
· The Keirsey Temperament Sorter http://keirsey.com Personality questionnaire with instant feedback on personality types
§ BBC Personality Test www.bbc.co.uk/science/humanbody/mind/surveys/personality/index.shtml This is a full personality test based on the five-factor model, a system of classifying personality traits. You will be asked to rate yourself on 68 different emotional states. Takes about 15 minutes.
§ Personality Test Center www.personalitytest.net A collection of free professionally developed tests that help users discover their personality type and individual personality traits
§ Outofservice www.outofservice.com fun personality tests
§ Windmills Programme www.windmillsprogramme.com exercises to help you manage your career.
§ Career Development Profiler www.testing-direct.com assess your personality, motivation and work interests.
§ Career Demon www.careerdemon.com Assess aptitudes, career interests, preferences for working conditions, and verbal and other reasoning skills (free). Can get a report giving you a detailed rundown on your test performance and career options (must pay for this part). Very good but takes a while to download and enter.
§ EMPLOYER SELF SELECTION TESTS
§ Civil Service www.faststream.gov.uk
§ GCHQ www.gchq.gov.uk
posted by mwesigye herbert at 12:12 AM
10 Comments:
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I remember when I was in school there were annual aptitude tests that held for checking what is to be needed for a student to excel in future. It did help a lot. I was the one who knew maximum answers during my Best LSAT Prep Course. I was so proud of myself and still am. This is a very interesting post though.
I really enjoy the blog.Much thanks again. Really Great. salesforce Online Course
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The aptitude test is used to chart one’s developed or developing skills and interests.
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