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What are the aptitude tests used in recruitment processes?

First, it is important to understand what are aptitude tests, and why recruiters are using them recruitment procedures

Why recruiters are using aptitude tests?

According to scientific researches, aptitude tests (also called Psychometric Tests) can be considered as indicators of intelligence, and predict the future performance of candidates in any work-related situations.

Today, it is really important for companies, institutions and organizations to recruit the best profiles. Therefore, aptitude tests are more and more used during the recruitment process. These aptitude tests are strong tools to help recruiters to identify the strong performers, amount a large number of candidates: get a full profile on the personality, identify the strengths and weaknesses, challenge candidate's aptitudes on various level (verbal, numerical, logical, priority) and evaluate the stress level.

Strong performers are candidates with the following characteristics:

- Flexibility and ability to adapt in all situations;
- Critical thinking and problem solving skills;
- Proactivity and autonomy in their work;
- Looking for continuous improvement;
- Strong involvement in the organization;
- Assertiveness in their attitude.

What are the different aptitudes tests?

Aptitude test is a global term covering several kinds of tests. Each test has specific objectives to measure specific knowledge, skills, abilities and personality. To get a complete view on a candidate's profile, recruiters are using at least two or three different tests.

  • 1

    Situational Judgement Tests (SJT)

    Measure the behaviours and attitudes in work-related scenarios, by selecting actions. Evaluation of your profile on core competencies.

  • 2

    Verbal Reasoning

    Measure the ability to read, understand and interpret written text on various subjects. Ability to identify the key takes out of a document.

  • 3

    Numerical Reasoning

    Measure the ability to interpret, analyse and manipulate data and numbers, identify the correlation and draw conclusions.

  • 4

    Abstract Reasoning

    Measure the logical problem solving ability: interpret abstract concepts, identify correlation between elements, creative thinking

  • 5

    Accuracy & Precision Tests

    Measure the ability to deal with data, identify errors, work at high speed, quick decision and maintain a high level of concentration in a limited timing

  • 6

    Personality Test

    Provide indications on the personality based on: results, communication style, extraversion, emotion and relationship

  • 7

    In-Tray Exercises

    Similar to real work situation to assess specific competencies and skills: priority management, decision-making, stress level and tool knowledge

  • 8

    Specific Job Related Tests

    For some positions and jobs, specific tests are being used by recruiters to measure the knowledge: technical job, IT knowledge, sales,...

Which organizations are using aptitude tests in their recruitment process?

More and more recruiters are using aptitude tests during the recruitment process. Currently organizations from various sectors and industries are using these tests : banking, consulting, audit, marketing, sales, public institutions,... These tests are used for graduates' positions but also for senior positions (manager or director).

Why a preparation to these aptitude tests is important?

Aptitude tests are more and more used, and are responsible for a great number of candidates being rejected from a job or competition offer. The main reason is due to a lack of knowledge on these tests. Why? In most educational background, universities and schools are focused on teaching knowledge and ways of working. But they don't prepare candidates to take these tests.

A preparation is therefore absolutely important to master them and strongly increase your chances of success. Recruiters are also comparing the results of each candidate to identify the best ones. The challenge is not only succeed these tests, but also be above the average in order to be selected.

What should be the length of the preparation period?

The preparation period should be determined by the following elements:

1. Is it a public or private organization? For public institutions, the competitions and concours are generally more difficult and use several aptitude tests. The preparation period should be longer.

2. Estimation of the number of candidates applying for the job or position. If the number of candidates is important (i.e. concours and public competition, the preparation period should be longer, to be above the average and the best candidates.

3. The recruitment process itself : how many aptitude tests are used? What is the time allocated for each tests? What is the weight of each scoring? What are the skills evaluated?...

Before fixing the preparation period, you should get information on the recruitment process. For public institutions having competitions, the ideal preparation period should be around 6 months due to the complexity and the number of candidates!

Get prepared for your aptitude tests!

ABILITUS offers you an interactive platform and study materials to help you in the preparation and successfully succeed your Situational Judgement Tests (SJT)!

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