The Caliper Profile is a widely used personality and cognitive assessment designed to measure traits such as problem-solving, communication, and leadership potential. 

Our preparation resources include:
400 Cognitive Ability Practice Questions tailored to the assessment format.
114 Personality Items in the Caliper Profile format.
Simulated Caliper Assessment to mimic real test conditions.
Detailed Guides to help you understand the test structure.

Check out the new Caliper Profile preparation resources today and take the next step toward success!

The post Caliper Profile Assessment Prep Now Available! appeared first on Aptitude-test.com.

Why Aptitude Tests Are Gaining Popularity in Recruitment

Aptitude tests have emerged as a standard part of recruitment for many industries. They offer several advantages over traditional hiring methods like interviews and resume reviews. One key reason is their ability to objectively measure a candidate’s skills, reducing biases in the hiring process.

These tests are designed to assess a person’s ability to perform specific tasks or handle particular situations, regardless of their background or experience. For companies, this provides a more standardized way to compare candidates and find those who have the potential to excel in the role.

Additionally, aptitude tests save time. With hundreds or even thousands of applicants for a single position, sifting through resumes can be overwhelming. An aptitude test allows employers to quickly screen candidates and focus on those who demonstrate the strongest potential.

Types of Aptitude Tests Employers Use

Employers use a variety of aptitude tests depending on the role they’re hiring for. While each test is designed to measure a specific set of skills, the most commonly used types include:

1. Verbal Reasoning Tests: These tests evaluate a candidate’s ability to understand and process written information. They measure skills such as reading comprehension, grammar, and logical thinking. Employers use these tests to assess how well a candidate can analyze written data and make decisions based on it.

2. Numerical Reasoning Tests: For roles that involve working with numbers, companies often use numerical reasoning tests. These measure your ability to interpret numerical data, perform basic calculations, and solve math-based problems. Candidates in finance, engineering, and data-driven fields frequently encounter these tests.

3. Logical Reasoning Tests: Logical reasoning tests assess problem-solving skills by requiring candidates to identify patterns, sequences, or relationships between objects or concepts. These tests are especially common for roles that require quick thinking and strategic decision-making, such as IT or consulting positions.

4. Cognitive Ability Tests: Cognitive ability tests are designed to assess a candidate’s overall mental aptitude, including memory, attention to detail, reasoning, and problem-solving skills. These tests evaluate a candidate’s ability to process information quickly, adapt to new situations, and apply logic in decision-making. Cognitive ability tests are used widely in various industries because they help predict job performance across a wide range of roles.

5. Mechanical Reasoning Tests: Mechanical reasoning tests evaluate a candidate’s understanding of mechanical concepts and problem-solving in practical settings. These tests are often used in engineering, construction, and technical roles where an understanding of machinery or physical principles is critical.

6. Situational Judgement Tests (SJT): SJTs present candidates with work-related scenarios and ask them to choose the most appropriate course of action. These tests assess decision-making, problem-solving, and interpersonal skills, and are commonly used in customer service, management, and leadership roles.

What Skills Do Aptitude Tests Measure?

Aptitude tests are not just about evaluating a candidate’s knowledge or education; they measure core competencies that are essential for success in the workplace. These tests assess a variety of skills, including:

• Problem-solving: How well can you approach and resolve complex challenges?
• Critical thinking: Can you analyze information logically and make sound decisions?
• Attention to detail: How carefully do you consider all factors before making decisions?
• Numerical and verbal reasoning: Are you capable of interpreting and using data or written information effectively?
• Time management: How well can you perform under pressure or within a time limit?

These skills are vital across a range of industries and roles, which is why aptitude tests have become a cornerstone of modern recruitment.

How to Prepare for and Excel in Aptitude Tests

For job seekers, preparing for an aptitude test can seem daunting. However, with the right approach, you can significantly increase your chances of success. Here are some tips:

1. Practice Regularly: Many websites, including Aptitude-test.com, offer practice aptitude tests that simulate real exam conditions. Familiarize yourself with the format and types of questions you’ll encounter.

2. Understand the Test Format: Different tests have different formats, so make sure you understand whether you’ll be facing multiple-choice questions, logical puzzles, or data interpretation tasks.

3. Work on Weak Areas: If you struggle with verbal reasoning, focus on reading and comprehension exercises. For numerical reasoning, practice basic math skills and work through sample problems. Identifying your weak spots and improving them is crucial to performing well.

4. Manage Your Time: Aptitude tests are usually timed, and this can add pressure. Practice answering questions quickly but accurately. The more practice you get, the better you’ll become at managing your time during the actual test.

5. Stay Calm: Aptitude tests are designed to be challenging, but it’s important to stay calm and focused. If you don’t know an answer, don’t panic—move on to the next question and return if you have time left at the end.

How Aptitude Tests Enhance Hiring Decisions

From the employer’s perspective, the goal of using aptitude tests is to predict job performance and long-term success within the company. Traditional hiring methods, such as interviews, can sometimes favor candidates who are better at self-presentation, but aptitude tests provide a clearer, unbiased assessment of a candidate’s natural abilities.

For companies, these tests are also a way to ensure that new hires align with the role’s demands, saving time and resources on training or correcting poor hiring decisions. Studies show that employees hired based on aptitude testing are often more successful in their roles because their skills match the job requirements more closely.

By incorporating aptitude tests into the recruitment process, companies can:

• Identify top talent more efficiently.
• Ensure a better fit for the role, reducing turnover rates.
• Make objective decisions, helping to reduce unconscious bias and promote diversity.

In short, aptitude tests help both candidates and employers make informed decisions that lead to better outcomes.

Conclusion

Aptitude tests have become a key part of recruitment in today’s job market. For candidates, understanding how these tests work and how to prepare can significantly boost their chances of landing the job. For employers, these tests offer an efficient, objective way to assess core skills and find the best fit for the role.

Whether you’re a job seeker or a recruiter, making the most of aptitude tests can help ensure long-term success in the workplace. Aptitude-test.com is here to support you with practice tests, tips, and strategies to excel in any aptitude assessment you may encounter.

Looking for Top Candidates? Explore Our Pre-Employment Assessment Services.

The post The Importance of Aptitude Tests in Modern Recruitment: Why Companies Rely on Them appeared first on Aptitude-test.com.

IQ Tests: Measuring Cognitive Abilities

IQ tests are designed to assess a person’s cognitive abilities and potential. Their primary focus is on measuring intellectual capacities, such as reasoning, problem-solving, memory, and general knowledge. The origins of IQ tests can be traced back to the early 20th century, with the intent to identify students needing additional academic support.

1. Nature of IQ Tests: These tests typically consist of a series of standardized questions that assess various aspects of intelligence. The content may include verbal components (like vocabulary and comprehension), mathematical problems, spatial-relational tasks, and logic-based questions.
2. Scoring and Interpretation: IQ scores are calculated based on a standard distribution, with an average score set at 100. Scores typically range from 70 to 130, with higher scores indicating higher cognitive ability. However, it’s crucial to note that IQ tests don’t measure creativity, emotional intelligence, practical skills, or social abilities.
3. Applications: IQ tests are often used in educational settings to identify gifted students or those who may need special educational support. They are also sometimes utilized in psychological evaluations.
   

Aptitude Tests: Assessing Specific Talents

In contrast, aptitude tests are designed to measure an individual’s potential to succeed in a specific task or career. These tests gauge a person’s ability to learn or perform certain types of tasks, often related to a specific job or skill.

1. Nature of Aptitude Tests: Aptitude tests can vary significantly based on what they are measuring. They might include numerical reasoning for finance-related roles, verbal reasoning for roles involving communication, or spatial reasoning for design-oriented jobs. Some tests are general, while others are highly specialized.
2. Scoring and Interpretation: Unlike IQ tests, there’s no standard scoring system for aptitude tests. The interpretation of these scores is often job-specific and relative to the skills required for a particular role or industry.
3. Applications: Aptitude tests are commonly used in career counseling and employment processes. Employers use them to identify candidates with the best potential for success in a given role. Educational institutions also use them to guide students in choosing suitable career paths.
   

Key Differences

1. Purpose and Focus: IQ tests aim to measure general cognitive abilities, while aptitude tests assess specific skills related to certain tasks or professions.
2. Scoring and Benchmarks: IQ tests use a standardized scoring system, whereas aptitude tests do not have a universal scoring method, with interpretations more tailored to specific contexts.
3. Application and Utility: IQ tests are more prevalent in educational and psychological contexts, while aptitude tests are widely used in career counseling and employment settings.
   

Apply the Appropriate Type of Test

Understanding the distinction between IQ and aptitude tests is crucial for their appropriate application. While IQ tests provide insights into a person’s overall cognitive capabilities, aptitude tests offer a more targeted evaluation of specific skills and potentials. Recognizing the strengths and limitations of each can lead to more effective use in educational, psychological, and professional contexts. This knowledge empowers individuals and organizations to make informed decisions about talent identification, career development, and personal growth.

Are you recruiting and need to select the right talent? Learn how we can help you with candidate selection testing.

The post Understanding the Difference: IQ Tests vs. Aptitude Tests appeared first on Aptitude-test.com.

 If you do not know what aptitude tests are, consider reading this article first: What is an Aptitude Test?

1.  Run plenty of practice tests

Regardless of how long you have been in your career and how much you think you know, it’s important to run practice tests to ensure your score is an adequate reflection of your working ability. Completing plenty of practice tests allows you to go into your aptitude test with an understanding of what to expect, so that you will be less surprised by the day’s demands. Complete as many practice tests as you can in the time you have to prepare, and you will be sure to do well. You will find many different types of aptitude tests here at Aptitude-test.com.

2. Be sure to read questions carefully

Many candidates rush through the questions on their aptitude tests, assuming they know the answers. However, some aptitude test questions are designed to test how well you are able to pay attention to the detail in the question, so be sure to read through them carefully so you can select the best answer. If you feel yourself rushing while you’re working, and if you are not limited on time, then take a deep breath and slow down.

3. Don’t waste time on a difficult question

Aptitude tests are designed to challenge you, so it is possible that you will get stuck on a question that feels impossible to answer. If this happens, be careful not to waste time lingering on the problem longer than required. It is far better to move on to complete more questions than to waste time on a question that’s impossible to solve. Most aptitude tests will allow you to go back and review unanswered questions. If you are allowed to do so, you will be told before starting the test. In this case, you can safely skip the questions you struggle with and return to them later.

4. Start early and manage your time well

Candidates often procrastinate starting their aptitude test practice, but it is better to start practicing as soon as you know you have to take a test. Regular practice really pays off, so be sure to create a practice schedule, then make a promise to yourself to stick to it. Be sure to manage your time even more carefully if you don’t have much time to prepare. Check out our tips on how to prepare for an aptitude test with limited time, if you need to take a test soon.

5. Sleep and eat well before the test.

Adhere to good, healthy practices in the days leading up to your test. While it might feel like staying up all night practicing might help you improve, it will lead to lower performance on the day. Being tired can reduce your ability to perform as well as you would on the job, so make sure you get a decent night’s sleep before the big day.

6. Don’t alter your schedule dramatically

As with sleep and diet, it is important that you stick to your usual routine to be at your peak performance. Make sure you don’t try anything unusual or out of the ordinary. Don’t eat foods that might upset your stomach, instead maintain a simple diet. Don’t indulge in anything that might put you off, such as alcohol, or caffeine, which can distract you. Practice good self-care as you work towards gaining your next job; celebrate later.

7. Maintain healthy mental habits

The recruitment process is a stressful one, so be sure to maintain healthy mental habits. An aptitude test can stress candidates out because they feel like they have to prove they have the ability and knowledge to do the job they most likely can already do well and are qualified to do. Remind yourself of this regularly. If you need to use them, positive mental affirmations can help you maintain a positive outlook. Practice mindfulness; don’t beat yourself up if you’re having a difficult time. Instead, take a practice aptitude test and work on boosting your strengths.

8. Do not be tempted to cheat

Today it is common for aptitude tests to be completed online, on your own computer or mobile device. In this case, it can be tempting to get a friend to help or have a second computer open to get aid from the internet during your test. Apart from being immoral, the risk of being caught is too large.
It is common practice to invite the successful candidates to a re-test at the employer’s office. If you underperform in this second test, compared to the first, your chances of being hired are slim.

9. Focus on the reward

Some people have a genuine fear of testing, which can put them off altogether or cause them to perform poorly. If you feel this way, try to focus on the reward of testing, not the act of aptitude testing itself. If successful, you’ll be another step closer to gaining that job that you’ve always wanted. It isn’t about the test itself, but you have to be willing to try to get that important job offer. Focus on the reward, and the process will feel easier.

10. Know your test

It is important that you know what test you are facing. Aptitude tests are not all the same—far from it. The tests can assess different abilities and can have different formats. The very best scenario is if you can discover what test publisher the company is using, and thereby, the exact test that you are facing.
If that is not possible, you should try to find out what type of test it is. You should not be afraid to simply ask the recruiter what type of test you are taking.

There are many different types of aptitude tests. Some of the most common aptitude tests are:

1. Cognitive Aptitude Test
2. Numerical Reasoning Test
3. Abstract Reasoning Test
4. Verbal Reasoning Test
5. Critical Thinking Test
6. Situational Judgement Test
7. Mechanical Aptitude Test
8. Inductive Reasoning Test
9. Diagrammatic Reasoning Test

The post 10 Tips to Pass Your Aptitude Test appeared first on Aptitude-test.com.

• The most effective preparation would be to practice aptitude tests, but with limited time, this isn’t always possible.
• If you know the details of the skill or knowledge test you are required to take, then you might be able to find something similar online to help you prepare.
• Check that the practice aptitude tests align with the real test you will take.
• Make sure you check that the content of the test is relevant to your industry and that it has been updated to reflect any new advances in your area of expertise.
• Ask questions about the content of the aptitude test. It is appropriate and a sign of resourcefulness to ask human resources about the aptitude test you will take.
• Ask what kind of test it is, and better still, ask for the name of the test and the name of the test publisher.
• With limited time on your hands, it is essential that you make a plan for success while also eliminating any potential distractions.
• Tell your friends that you’re busy, turn off social media, and eliminate all distractions and stressors until you’ve achieved your goal.
• Practice calming techniques. You will no doubt be more stressed than you would be if you had more time to prepare.
• Remind yourself that you already have the skills and knowledge; reframe it as a positive moment to prove that you know what you know.
• Remind yourself that it is just a test to see how you perform under pressure. You can use the interview as an opportunity to demonstrate your competence even further.

The post How to Prepare for an Aptitude Test with Limited Time appeared first on Aptitude-test.com.

1: Adidas

With such an impressive global reputation, it is no wonder so many workers want to work for Adidas. Adidas administers a range of aptitude tests, depending on the level of the role you apply for, as well as the key tasks involved in the role. You can expect to sit a general aptitude test as part of the pre-employment screening stage, which may take place before or after your interview. Once you’ve made it through the initial screening stage, a further set of aptitude tests will be administered, which will be more specific to the essential skills required in your role.

2: Nokia

Like Adidas, Nokia has a range of aptitude tests that vary depending on the role you are applying for; you can expect a sales-based role to differ remarkably from a role-based in tech development, for instance. Because competition is fierce, Nokia administers a combined aptitude test which includes additional questions in relation to technical competencies. The test requires you to not only know how to answer the questions, it also requires you to manage your time well; a desirable trait for their potential employees.

3: Toyota

Toyota requires all of its employees to be top-notch, so it is no surprise that their aptitude tests are exceptionally comprehensive. If you apply for a role at Toyota and make it through the application round, you’ll be invited to complete aptitude tests online. Success in this test ensures you move forward to the in-person assessments, which is why it is crucial to do well because if you don’t, you won’t get offered a job. Expect to sit a general aptitude test, as well as numerical and skill-based assessment where you can show your potential employer your strengths.

4: Nestle

Nestle is a world-renowned company eager to attract the brightest minds. Like other major companies, Nestle utilizes a range of aptitude tests, changing depending on the role’s functions, to screen out underperforming workers. It has even been quoted online that Nestle rejects the bottom 60% of aptitude test-takers, which is why it is so important to do well in their tests. You simply won’t get invited back to the next round if you don’t sit down and practice consistently until you reach the top of the pack.

5: Disney Pixar

Plenty of recent graduates and established workers wish to work for Disney Pixar, but like other large companies, they have established a robust series of aptitude tests designed to select only the very best candidates. Aptitude testing at Disney Pixar takes place in two stages: first, after the initial application, and second, after a phone screening, which takes place on-site at an assessment center. Assessment centers often stress candidates out, so be sure to practice if you plan on sitting a Disney Pixar aptitude test. Covering numerical reasoning, abstract reasoning, verbal reasoning, situational judgment, and any other aptitude-related skills, it is definitely worth it to do that extra bit of preparation.

6: Amazon

If you’re eager to be a part of one of the world’s biggest online marketplaces, then you’re going to have to familiarize yourself with their recruitment process, which includes the use of aptitude testing. After you’ve made it through the online application stage, you’ll be asked to complete a written test which assesses your aptitude across various domains and if you’re competing for a technical role, then it will include some programming and problem solving as well as your aptitude for handling language, which is very important in their fast-paced industry.

7: Unilever

Like many of the world’s top companies, Unilever has its own on-site assessment centre. But before you have the privilege of being invited on-site, you’ll need to prove your skills in a variety of tests, including a numerical aptitude test where you can showcase your math skills. Unilever is renowned for putting candidates under intense stress during aptitude testing, as this helps them determine how workers will respond to stress in a real-world situation. Expect to be given a comprehensive and wide-ranging aptitude test, and prepare to ace it as soon as you get the news that your application was accepted.

8: Pfizer

Pfizer is eager to recruit professional candidates, which is why the company has crafted such a robust series of aptitude tests to ensure they select the right fit for their roles every time. Depending on the role you’re competing for, this can include numerical, logical and abstract aptitude test question. If you progress through to the next round, you may be asked to complete more thorough assessments to help human resources determine your appropriateness for the role.

9: Boeing

Boeing regularly accepts applications for employment from highly qualified candidates. In companies such as these, aptitude tests become even more vital as they help ensure candidates selected are capable of managing complex situations, such as making sure an aircraft is technically appropriate and error-free. Unlike other employers, Boeing actually offers its recruits practice tests, before having to sit real aptitude tests in person. You’ll need to jump through at least a few interview hoops before the aptitude test stage, which is great because it gives you precious time to prepare and practice.

10: Oracle

Aptitude tests reign supreme at Oracle, which prides itself on selecting the most technically competent workers. As with other companies, Oracle tailors its aptitude test offerings, by specialty and difficulty, depending on the job you are applying for. What you can expect for all roles, is a thorough test that provides a real snapshot of your capabilities. Make sure you practice as much as you can to ensure you’re invited to attend that all-important final face-to-face interview.

Widely-used recruitment method

As you can see, aptitude tests exist across a wide range of industries all around the world. To ensure you’re competing at the top of your game, why not start to prepare now with some aptitude test preparation. A little bit of practice every day could be all it takes to give you the edge you need to get the job of your dreams.

How ready are you to face an aptitude test? Find out by taking our free Aptitude Test Readiness Evaluation.

The post 10 Major Companies that use Aptitude Testing appeared first on Aptitude-test.com.

Although it is commonly quoted that a majority of the top 100 companies in Canada use psychometric testing as part of their recruitment process, there is a scarcity of information in regards to the proportion of Canadian companies utilizing psychometric testing. Regardless of this lack of specific data, it still appears that psychometric tests are exceedingly popular, with the overall use of psychometric test use predicted to grow each year by as much as 10-15%. Looking at this information, it is reasonable to conclude that almost all companies will be using psychometric testing eventually, as part of their process to find the best fit for their role – you!

Psychometric testing gained in popularity in Canada since the 1980s, when a spate of formal research studies were done to examine the effectiveness and frequency of testing. As there is little formal research on the proportion of companies undertaking psychometric testing today, we decided to have a look for ourselves. According to LinkedIn, the top 10 companies to work for in Canada are as follows: RBC Banking, TD Banking, Scotiabank, CIBC Banking, BMO Financial Group, Deloitte Canada, National Bank of Canada, Shopify Internet, Desjardins Banking, and PwC Canada. Interestingly, these are all financial institutions or businesses that deal with buying and selling, meaning it is vital for all employees to have numerical reasoning – will they all require their employees to undergo psychometric testing?

Prepare for the unexpected

We looked at the recruitment process of each of these companies and found that the use of psychometric testing was inconsistent with 30% of the top ten confirming psychometric testing as part of their recruitment. A whopping 40% of the top ten companies to work for listed psychometric testing as something candidates ‘may’ have to do depending on the roles they are going for at the time with the final 40% being unable to determine whether psychometric tests are involved or not.

This uncertain result makes preparing for a psychometric test more important than ever. Just because they haven’t specified they require this, doesn’t mean they won’t do it. Oftentimes, candidates will fail to prepare for a psychometric test because it has been placed under the umbrella term ‘online assessment’ or ‘pre-interview test’. Don’t let failure to prepare stop you from obtaining your dream job; invest time in yourself and get prepared for any psychometric test that appears during your career journey. Being able to excel in a psychometric test will give you transferable skills that help you both in test conditions as well as on the job – what could be a better investment in your Canadian career than that?

Try our free Aptitude Test Readiness Evaluation to see how prepared you are.

The post How widely used is psychometric testing in Canada? appeared first on Aptitude-test.com.

Although it is commonly quoted internationally that a majority of top-performing companies use psychometric testing as part of their recruitment process, there is a scarcity of information in regards to the proportion of businesses using similar tests in Australia alone. Regardless of this lack of specific data, it still appears that psychometric tests are exceedingly popular in large-scale Australian companies. With the overall use of psychometric test use predicted to grow each year by as much as 10-15%, it is reasonable to assume that Australian companies of every size will follow this trend.

Top companies utilizing psychometric testing

As there is little formal research on the proportion of companies undertaking psychometric testing, we decided to have a look for ourselves. According to LinkedIn, the top 10 companies to work for in Australia are as follows: Westpac Group, Sydney, National Australia Bank Melbourne, ANZ Melbourne, Commonwealth Bank, Lendlease Sydney, PwC Australia, CIMIC, Deloitte Australia, Salesforce, and Amazon Sydney.

We chose to examine these companies’ recruitment processes because of their popularity; it has long been noted that psychometric testing is an excellent filter tool when employers are faced with an excess of applications to fill a single role. While not a formal study, it does provide a snapshot of the popularity of psychometric testing in the upper echelons of Australian recruitment and provides a clue as to how other companies may follow suit in the future, as the top-performing companies typically set a best practice precedent for aspiring companies to follow.

We found that 80% of the top 10 companies require candidates to complete some form of psychometric test during the recruitment process. The two companies that did not require all candidates to sit psychometric tests, were Westpac Australia and CIMIC Australia, who both state that ‘some roles’ require psychometric testing, which means they choose to make psychometric testing compulsory depending on the position applied for at the time.

With ANZ Melbourne stating that 60% of candidates do not proceed past the psychometric testing round, understand that it is both challenging and competitive. If you’re job hunting in Australia, then prepare for psychometric testing.

Slowly evolving psychometric environment

Out of all the companies examined, Deloitte Australia was the only company providing what has been termed as the ‘gamified’ version of a psychometric test. While Deloitte Australia still administers either a psychometric, skills-based test, or a case study, the company also offers a 20 min game-based simulation of work tasks which is currently intended for their graduate program applicants only and is a trial in response to an evolving need to make psychometric testing experience more natural in order to allow candidates to shine. While an example like this sounds very ‘fun and game-like’, this doesn’t mean candidates need to update their ‘game’ skills; a solid range of general psychometric competencies would do every candidate well.

Prepare to excel

If you have a strong set of skills and can perform well in any psychometric test put in front of you, you will stand the best chance of being offered the role regardless of how the psychometric testing environment evolves over time. Professionals take the same approach; being able to excel in a traditional test will give you transferable skills that help you both in test conditions and on the job – what could be a better investment in your Australian-based career than that?

Are you ready to face a psychometric test? Try our free Aptitude Test Readiness Evaluation and find out.

The post How widely used is psychometric testing in Australia? appeared first on Aptitude-test.com.

Although it is commonly quoted that 75% of Times Top 100 companies in the UK use psychometric testing as part of their recruitment process, there is a scarcity of information in regards to the proportion of smaller-sized, family-owned businesses using similar tests. Regardless of this lack of specific data, it still appears that psychometric tests are exceedingly popular, with the overall use of psychometric test use predicted to grow each year by as much as 10-15%. Looking at this information, it is reasonable to conclude that all companies will be using psychometric testing eventually, as part of their process to find the best fit for their role – you!

Increasing use of psychometric tests

Since the 1980s, UK-based businesses have begun to incorporate more and more psychometric tests in their recruitment processes. It has been suggested that psychometric tests in the UK have sprung out of a need for the UK to be more ‘internationally competitive’. There has been an abundance of government-driven reports highlighting which skills the UK workforce is in dire need of obtaining. Because of this, employers have been more receptive to administering tests that objectively analyze candidates’ skills and competencies; an essential in what is a nation comprised of a high number of highly-qualified professional immigrants and working with very differing backgrounds.

In the UK, it is reasonable to assume that the more complex and rarer a role is, the more likely it is that the recruitment process will have psychometric testing as a component. This is especially true for technical roles, which recruitment professionals themselves will lack the competence to assess. If you intend to apply for a role such as this, expect your employer or human resources department to outsource the psychometric testing component to a specialized agency capable of assessing your abilities.

Be prepared for any eventuality

While psychometric testing is great for roles with intricate requirements, they are also becoming more and more common for every type of job, from entry-level to upper-management. It has become easier than ever for large numbers of people to apply for a single role; a psychometric test serves as a filter for employers to sift through the large quantities of computer-generated applications, allowing them to cut down valuable recruitment time.

Because of this, it is essential that all UK-based or bound job seekers polish up their psychometric skills regardless of the role they are looking to obtain. Before you apply for your next dream role, why not spend some time doing a diagnostic test to see where your weakness and strengths lie? With a bit of dedicated practice, you are sure to do well. After all, being able to excel in a psychometric test will give you transferable skills that help you both in test conditions and on the job – what could be a better investment in your career than that?

Want to know how ready you are for a pre-employment aptitude test? Try our free Aptitude Test Readiness Evaluation.

The post How widely used is psychometric testing in the UK? appeared first on Aptitude-test.com.

Although it is commonly quoted that 80% of Fortune 500 companies in the USA use psychometric testing as part of their recruitment process, there is a scarcity of information in regards to the proportion of smaller-sized, family-owned businesses using similar tests. Regardless of this lack of specific data, it still appears that psychometric tests are exceedingly popular, with the overall use of psychometric test use predicted to grow each year by as much as 10-15%. Looking at this information, it is reasonable to conclude that all companies will be using psychometric testing eventually, as part of their process to find the best fit for their role – you!

The need for psychometric testing

Psychometric testing is popular in the USA for a reason. With a steady stream of graduates armed with similar qualifications, employers and recruiters are finding it more difficult than ever to differentiate between candidates, to see their actual skillset, and to find the best fit for the role. In some cases, graduates come out of college, or graduate school, lacking essential basic skills such as numeracy or deductive reasoning.

In saying that, if you’ve come out of graduate school and you identify that your math skills aren’t as sharp as they used to be, never fear. This is a common complaint from graduates whose skills have become rusty during the course of their studies. Acknowledging this is the first step towards working on it; the next step is making a choice to overcome it – which means practice, practice, practice.

Practice, however, can only get candidates so far; you really have to master it, which is why we offer a range of tests designed to lift your level of competency. A lack of genuine psychometric test mastery adds to a candidate’s level of test anxiety, which has long been identified as an employment barrier for some people, who are simply too terrified of the concept of a test to do as well as they are able on a daily basis.

Evolving psychometric environment

In response to this, some United States based recruiters are transforming the way psychometric tests are administered. Instead of being pure test form, they are incorporating them into a game style situation, which encourages candidates to respond naturally while also challenging them in a similar way a psychometric test would.

US-based company Deloitte has transformed their standard psychometric testing suite into a game style situation which requires candidates to engage in a simulated work situation. At a lengthy 20 minutes, it requires candidates to act on regularly occurring workplace tasks. The candidates’ performance is used in the first round of the recruitment process allowing the employer to select people with the desired competencies regardless of how they compare to others with similar qualifications. Interestingly, Deloitte have crafted it to pique candidates’ interest in the role, making it attractive enough for candidates to want to work there.

While an example like this sounds very ‘fun and game like’, this doesn’t mean candidates need to update their ‘game’ skills; a solid range of general psychometric competencies would do every candidate well. If you have a strong set of skills and can perform well in any psychometric test put in front of you, you will stand the best chance of being offered the role regardless of how the psychometric testing environment evolves over time. Professionals take the same approach; being able to excel in a traditional test will give you transferable skills that help you both in test conditions and on the job – what could be a better investment in your career than that?

Are you ready to face an aptitude test? Find out today, try our free Aptitude Test Readiness Evaluation.

The post How widely used is psychometric testing in the USA? appeared first on Aptitude-test.com.