Aptitude tests are used in recruitment to help measure a candidate’s general intelligence and focus on things like their ability to solve problems, their communication skills, and logical thinking, such as numerical and analytical tasks.
One of the key benefits of using aptitude tests within the recruitment process is to give employers a clear idea as to how suitable a candidate may be for a role. Each role a business is recruiting for will have specific requirements, which can be measured as part of the aptitude test, allowing employers and recruiters to quickly learn how suitable a candidate may be for the position.
Aptitude tests can be performed both in person, typically within the employer’s offices, or online via a platform or website for convenience, as well as for remote roles and interviews.
Which aptitude tests are used in recruitment?
There are many different types of aptitude tests for recruitment but broadly they break down into two main categories; verbal and non-verbal. Verbal tests cover things such as language comprehension, reasoning, and situational awareness, whereas non-verbal aptitude tests measure a candidate’s ability to deal with numerical problem-solving.
How do aptitude tests differ from IQ tests?
Aptitude tests and IQ tests should not be mistaken as the same thing, but often are. IQ tests are considerably more basic when compared with aptitude tests, and they also provide very different outputs. IQ tests are designed to measure someone’s intelligence quotient. Aptitude tests measure much more than this, covering both skills and general intelligence.
What are the key reasons employers use aptitude testing in recruitment?
Aptitude testing for recruitment is becoming very popular among businesses and organizations around the world. Some of the key benefits of using these kinds of tests within recruitment include:
- They help to give a clear and unbiased picture of a candidate’s general intelligence and skills. Without aptitude tests, the employer or recruiter would have to get this information from the candidates CV and interview, which is not always easy and can be difficult to measure and compare to other candidates in a fair way.
- Not only do these tests help to identify which skills a particular candidate might have, and whether they are suitable for a role, they can also help to identify skill gaps, and therefore where a candidate might require additional support or training in their new role.
- Another real benefit of using aptitude tests in recruitment is that they help to remove bias from interviews. Testing a range of candidates using aptitude assessments is a much fairer way of comparing their abilities and intelligence, and can remove unconscious bias from the recruitment process – something many employers are aiming to do in recent years.
If you’re an employer or recruitment specialist and are looking to improve your recruitment and hiring strategy, aptitude tests are certainly a good avenue to explore. For a relatively low cost, they can help to find the right candidates. They can also be used for internal recruitment and employee development, helping to provide insight on existing employees and their potential for future roles.