Aptitude Tests

Many employers regularly use tests in the selection process. Mostly these tests are administered online as part of the application process, although some organisations still use tests at the Assessment Centre stage.

There are two main types of psychometric assessment used in the selection process.

Ability Tests

These tests are used by in the selection process to measure specific abilities relevant to the job you are being considered for. The theory is that if you do well in the tests then you are likely to perform well in the job. You may be asked to sit them prior to first interview – in which case there may be a cut off mark you have to reach if you are to proceed – or as part of the assessment centre/second interview programme. Your performance may form the basis of follow up questions at subsequent interviews.

Ability tests are timed against the clock and usually take the form of multiple choice questions. On average you would get around 30 minutes for approximately 30 questions for each test. They are often designed so that only a few people will finish them. Your score is a comparative measure of how you performed in relation to other students who have taken the tests. They are administered under exam conditions, although you should be given some practice examples to do prior to the main test and may even be sent a practice booklet in advance of your test session. You may or may not be told how you scored.

The two most commonly used tests are Verbal and Numerical Reasoning though you may also come across others such as Spatial or Diagrammatic or Logic or Analytical Tests - particularly for IT or technical jobs.

Examples of different types of Ability Tests tests can be found here.

Personality Tests

These are not in fact tests as such but questionnaires designed to give the employer an inventory or profile of your values and the way in which you react in given situations. This could include how you relate to others, your values and motivations or your style of working. Employers use them to assess whether you have the right type of personality for the job and company.

They are usually untimed and there are no right or wrong answers. You can’t really prepare for them, just answer the questions honestly. They usually check you are being consistent by asking similar questions in different ways so don’t get caught out or try to guess what they are looking for. After all, it’s not in your interest to end up in a job that doesn’t suit you!

You will often get the chance to discuss the resulting personality profile with the employer and the outcome may be followed up in a subsequent interview.

Maximise Your Performance

Prepare

• Consult the practice materials and reference books held in the Careers Advisory Service and familiarise yourself with what the tests involve. Ask about the practice sessions we run.
• Brush up on you arithmetic – percentages, ratios, square roots, etc. (you may not be allowed to use a calculator in the tests).
• Do crosswords and practice number puzzles.
• Get a good nights sleep – tiredness can adversely affect performance.
• Arrive in good time. Let the employer know in advance if you have a disability which might make taking the test difficult.

At the Test Session

• Listen carefully to the instructions given
• Ask questions if you don’t understand what you’ve to do
• Read each question carefully before answering
• Work as quickly and accurately as you can.
• Miss out those you find too difficult
• Don’t double or triple check each answer. Go back at the end if you have time

Further Information

The Careers Advisory Service can provide you with the following resources:

A ‘Tests’ folder in our Information Room (SR 1.13) containing further information on the different types of tests and a selection of examples.

SHL Practice Leaflet – for 50p, which gives, practice examples of verbal, numerical and diagrammatic reasoning tests.

Advanced Aptitude Tests – Jim Barrett

Advanced Numeracy Tests – Mike Bryson

The Advanced Numeracy Test Workbook – Mike Bryson

How to Master Selection Tests - Mike Bryson and Sanjay Modha

How to Pass Graduate Psychometric Tests - Mike Bryson

Psychometric Tests: Doctorjob's Top Tips – Oxford Psychologists Press/GTI

Test Your Own Aptitude - Jim Barrett and Geoff Williams

Test Yourself – Jim Barrett