Tags: Ability Tests career cognitive ability
Ability (Aptitude) Tests
Interviewers are more and more using psychometric and aptitude testing during interviews as tools to help them decide on the right candidate. This is because it is recognized today that the best worker is that who works along the lines his natural abilities lead him rather than against them. Hence, a worker who is faced with situations that are beyond his natural abilities will, in time, perform at a lower level than those who have the required abilities. So, why take chances?
What is an aptitude test? An aptitude test is a means of measuring a person’s fit to a certain type of job requirements by assessing specifically certain skills such as verbal or numerical – as applicable to the job. The aptitude test helps the interviewer judge the level of adaptability of the candidate to the job, up and above his/her qualifications.
It is ‘a test used to predict future performance in a given activity, ‘intended to predict success in some occupation or training course’
Ability tests are designed to objectively measure someone’s cognitive ability. This means assessing the extent to which someone will be able to work in different ways as required by the job. They include:
Numerical reasoning tests which assess someone’s ability to interpret numerical data and challenge someone’s ability to make correct inferences and decisions based on their understanding and evaluation of data.
Verbal reasoning tests measure an individual’s ability to understand written information and to evaluate the logic of the arguments presented. These types of tests focus on using and evaluating the information provided rather than the ability to use language, grammar and correct spelling.
Inductive reasoning (or logical reasoning) tests measure an individual’s ability to draw logical inferences and understand the relationships between various concepts regardless of any guidance or acquired knowledge.
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