What are aptitude tests?
Dictionary.com defines aptitude as “capability; ability; innate or acquired capacity for something; talent.” Aptitude tests are assessments of a person’s talents or ability to do specified tasks. They come in a variety of formats, each measuring special qualities and talent in a unique way. The following are some of the most popular aptitude test metrics.
Aptitude tests typically measures:
1. Cognitive abilities.
This type of test measures the applicant’s general IQ.
2. Critical thinking.
This test assesses a candidate’s data analysis skills as well as their reasoning abilities.
3. Inductive Reasoning
This assesses a candidate’s ability to analyze data in difficult settings.
4. Situational judgement.
One of the most reliable ways of aptitude testing, this test places an applicant in a similar job setting and assesses their ability to tackle the difficulties provided.
5. Verbal Reasoning
This refers to the applicant’s general ability to deduce meaning from portions of text.
6. Logical Reasoning
This assesses the candidate’s ability to apply reasoning to grasp forms, patterns, sequences, and the like.
How are aptitude tests used during the recruiting process?
An aptitude test, like any other valid assessment, is administered after the candidate has passed the first pre-screener or obstacle in the procedure. This could be a first interview or a recruiter’s shortlist, but usually some form of screening has occurred. The last thing you want to do during the hiring process is waste anyone’s time, and aptitude tests typically take some time to complete and review, so they are best used after the prospect has passed the first screen. Of course, the date of their administration is heavily influenced by the position being filled.
For high-volume hiring, aptitude tests should be tailored to the job function being filled. For example, if your organization hires 300 call center representatives per month, you want a test that is simple to give and provides accurate results to the recruiting manager. Situational judgement aptitude tests may be appropriate for this type of work. They can be simple to administer and provide useful information about the candidate’s ability to manage complex customer service circumstances.
Inductive reasoning tests may be a better fit for organizations trying to hire software developers for high-growth businesses, as well as technicians who work in racing car pits. Both positions need exceptional ability to perform under pressure, and the inductive reasoning test may give the recruiting manager with precise data points to aid in their decision-making process.
How do we acknowledge the future of Behavioral Assessments?
Hiring can often feel like a guessing game, especially if a CV and an interview are all you have to establish a candidate’s suitability for a position. Pre-employment exams are becoming more frequent in the recruiting industry, reducing the burden of sorting through stacks of resumes. According to an Aberdeen survey from 2017, 85% of Best-in-Class firms conduct pre-employment tests as part of their recruitment process. The usage of pre-hire assessments doesn’t end there. They are widely utilized across a variety of businesses to assess individuals’ aptitude and job fit.
We advocate combining behavioral evaluations with skills testing to produce a thorough pre-employment applicant evaluation. Analyzing job requirements rapidly reveals that the conditions for success in any employment are more than just cognitive ability and hard talents, such as computer programming or technical acumen. To get a better sense of how they will perform on the job, their behaviors, temperaments, and personality traits, as well as their hard skills, must be analyzed.
To effectively analyze candidates’ capabilities and potential, it is best to use an integrated pre-employment screening process. Both skills and behavioral tests are required to forecast how candidates would perform once employed, evaluate cultural fit, and save hiring expenses. Both skills and behavioral tests are required to forecast how candidates would perform once employed, evaluate cultural fit, and save hiring expenses. This comprehensive strategy is especially useful in reducing the danger of recruiting mistakes.
Behavioral hiring evaluations and skill tests examine candidates’ and workers’ emotional intelligence, cognitive capacity, and job-specific knowledge. Using pre-employment evaluations makes vetting a natural process, lowering the amount of time spent on hiring and raising the total retention rate of precious human capital.
Future Performance
To accurately assess future job performance, prospective employees should use a multi-measure test that considers personality, cognitive abilities, and hobbies. These assessments are more accurate at predicting long-term success because they measure attributes such as IQ and temperament, which are typically constant throughout a person’s life.
With required skill sets and emotional intelligence differing by position and industry, pre-employment exams, which integrate emotional intelligence and cognitive ability, ease recruiting. In addition to qualifying and excluding potential employees, outcomes and analytics have been shown to predict employee longevity. Cognitive and behavioral assessment tests are trustworthy and relevant indicators of the likelihood of employees’ performance in job positions for an extensive amount of time.
Cultural Fit
Making a strategic recruiting decision would be impossible without first assessing an applicant’s cultural fit. Cultural fit refers to an employee’s ability to align with a company’s mission, beliefs, and values. Take an example of the company Ultimate Software, whose top officer, Vivian Maza, is a driving force behind the company’s distinct and well-known culture.
Maza stated that when it comes to hiring for cultural fit, “In our view, we can always provide the resources and tools to help employees get better at their jobs, but we can’t teach someone to align with our cultural values.” Because it is impossible to teach someone to fit into a company’s culture, it is vital to find people who already have the necessary values, attitudes, and priorities.
When you make a recruiting decision, you want the new employee to be a long-term, valuable member of your team. Behavior and temperament play an important role in deciding whether a possible new hire will fit in with an organization’s distinctive culture and ideals. Assessing candidates’ cultural fit using examinations that measure key behavioral preferences and interests.
Automated Efficiency
A company found that it takes an average of 52 days to fill an open post. Not surprisingly, the hiring process may be time-consuming and expensive. Using data from behavioral assessments and skills testing allows for rapid and accurate recruiting selections.
Mercer | Mettl’s cognitive assessments helps it adapt to the ease and comfort of the recruiters as well as the employees. We make sure that we make hiring a hassle free process for you.
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