The career test is mainly used in order to shortlist the potential job candidates and it has been a basic standard practice among every recruiter. That is why; aptitude and personality tests have become a very integral part of the recruitment process these days.
Whenever there is a job vacancy, a lot of potential candidates apply for it. So, pre-screening for the applicants has become very important so that the huge number of applicants can be cut down to a manageable size and they can go ahead to the next level of interview process.
What is the accuracy rate of the Aptitude Tests?
They mainly provide any company an opportunity so that they can make an informed decision during the recruitment process. As there are many applicants who have applied for one single position in a particular job, making a comparison among them (to find out who is better) is very important. There lies the importance of aptitude tests. This test actually assess upon many factors which becomes very crucial in terms of choosing the right candidate. By conducting this test, a recruiter can assess the applicant’s ability to solve any problem with proper reasoning.
In addition to the general interview process, the aptitude test actually gives a very accurate picture of every applicant’s potential to be successful in the position for which they are pursuing. There are different types of aptitude tests, like the EPSO test used in EU nations, that can measure different qualities of an individual and they all add up to form a valuable information bank of the interviewer which cannot be concluded from a general interview process alone. But these aptitude tests are needed to be designed according to the job vacancy in the company. It only makes sense when the test ensures that the knowledge and skills for which the candidates are tested upon is properly relevant to the job vacancy. Otherwise, the result obtained from the test will not be of any use. If the tests are applied correctly, then the recruiter can easily measure the performance of the candidate and then they are placed accordingly in the job.
Types and Application of Aptitude Tests
The content of the aptitude tests and the way in which the test is conducted has to be considered very carefully. The test has to be prepared keeping in mind the time frame and the cost value of it. Here are some major types of that are included in an aptitude test.
Skills Tests
These are the easy tasks which are related to the important functions needed for the job which may be things like data entry skills, typing speed and some else.
Knowledge Tests
They are mainly designed in order to measure that how much a candidate can know about a particular aspect of the job type. So, the knowledge test has to be on a very particular topic which can ensure that how much a candidate knows and have the potential to get the job.
Ability Tests
These are the tests which are conducted in order to measure the mental and the cognitive ability of the candidate. They are mainly related to performance levels which are again completely based on the work space scenarios. This is basically to find out how a candidate performs or reacts depending on a particular office situation.
Personality Tests
There are various kinds of personality tests exists these days but the one which is most commonly used for employment screening purposes are dependent on basic factors like extroversion, openness to experience, agreeableness, emotional stability and conscientiousness.
In most cases, aptitude tests are delivered in a very time controlled environment and it is conducted either in the office premises (from where the job has been offered) or from a testing centre which is mainly operated by a third party who administers and designs the test. Sometimes there is also an online provision for the aptitude tests as well. Why internet is used for conducting a test? Here are the following reasons:
- It is convenient for the candidate because they can take the test from home and they do not have to travel to the testing centres.
- This can also help the organisation so that they can give opportunity to a huge number of candidates at one time.
- There is a real time reporting in these cases and due to faster results submission, the process of screening becomes easier.
Advantages of Aptitude Tests
There are a few advantages of conducting an aptitude test in the recruitment process.
- There are many studies that have shown that this overall test is mainly required in order to get accuracy level of a potential candidate. This in turn helps the recruiter to pick the right candidate for the job if it a new hiring process or for a promotion.
- These tests also very fairly accurate when it comes to pointing an individual’s weakness and strengths. A regular interview process may not have such an in depth look in a candidate who is actually required and an aptitude test can fulfill that bill.
- Also an aptitude test also needs to afford the candidate a proper opportunity to examine the type of skills they have. They should also feel that they are right for the position for which they have applied.
But these aptitude tests have a few disadvantages as well. The primary among them is the cost of development. The test has to be tailored at different positions in the company and each job requires separate set of skills. The test must reflect on those needs.
When one is conducting an aptitude test they must keep one thing in mind. That is; the test has to be very relevant and current. The requirement and the job description should match the type of the aptitude test so that it can fulfill the evolving needs of a particular company. The outcome becomes positive only if the above mentioned things are followed. Also it is better to let know the applicants that they might have to sit for an aptitude test so that they can be prepared about it.