Why aptitude tests are relevant?
Different types of ability tests can help identify the range of skills possessed by a candidate
In a situation where there are a sea of applicants and limited jobs on offer, the only practical solution would be to sift through the supply and identify potential talent in the quickest and most cost effective manner.
Enter aptitude tests.
The use of aptitude tests to screen potential talent for jobs has been the standard practice across industries for quite some time. Aptitude tests have invariably become an integral part of the recruitment process, and in most cases, the crucial first step of elimination.
Aptitude tests evaluate factors that are crucial in performance of the job in question. They may assess one or more areas such as an applicant’s capability to solve problems, apply logic, analyse information, write coherently or work under pressure. Pre-screening applicants can help reduce the number to a more manageable size who will then go through further round(s) of rigorous screening like group discussions or interviews.
COMMON TYPES OF APTITUDE TESTS
Different aptitude tests measure different qualities but at the end of the day they all provide valuable insights where an interview alone would not have sufficed. The content tested and the manner in which the test is administered varies based on the vacancy and other time-cost considerations. While paper-pen tests were prevalent in the past, most organisations have now migrated to online tests.
Typically, aptitude tests include:
* Ability tests: These tests measure cognitive skills or general mental capabilities. Today, they are the most commonly used tests and most organisations world-wide believe such tests are pretty accurate predictors of job performance. The commonly tested areas in an ability test include quantitative reasoning ability, verbal ability and technical ability.
From an applicant’s perspective, the most encouraging factor with ability tests is that the performance can be improved with consistent orientation and practice. While such tests may be designed to reflect the general intelligence of the test-taker, it is usually the well-prepared candidate that aces the race.
* Knowledge tests: These tests measure an applicant’s technical or theoretical expertise in any domain.
Normally used while screening for jobs that require specialized know-how or high level expertise, such tests focus on specific topics relevant to the job functions.
There could be a potential gap between theoretical knowledge and practical application. Also, a candidate may have less than the desired level of knowledge, yet have a fast learning curve which cannot be measured in a knowledge test. Or vice-versa where a candidate may have the requi- site level of knowledge but lacks the ability to adjust to new work conditions.
* Personality tests: The objective of the personality test is to assess if an applicant’s personality can translate to job performance. Several attributes may be measured including but not limited to emotional intelligence, integrity, keenness to learn and extroversion. In practice, these tests are commonly used for sales and customer service positions.
Given societal norms and people’s desire to project themselves favourably, responses to a personality test may be faked or misrepresented. A well-designed test should be able to detect inconsistencies and misrepresentations.
THE UPSIDES
There are significant advantages in conducting aptitude tests as part of the recruitment process. Such tests are pretty accurate when it comes to assessing an applicant’s strengths and weakability, nesses and provide in-depth insights into certain key aspects where an interview alone may not suffice. Advantages include:
* Objectivity: Some information is hard to gather in any other way. For instance, if one’s quantitative zbility had to be assessed, a test would give a far more definitive feedback than any interview question.
* Time-saving: Tests may be administered among hundreds or even thousands of candidates at the same time and are by far the most efficient way of gathering responses.
* Comparative: The test scores can also be compared, not just to pick the best performers but also to contrast with relevant groups to better predict job performance.
Another definite plus that is rarely examined is from the candidate’s perspective.
Aptitude tests also give the job applicant an idea of what skills the job may demand and the opportunity to examine if he or she would not just fit the role but
actually enjoy it.
THE DOWNSIDES
Aptitude tests must be customised to the different job roles in an organisation. Each job requires different skills and the tests must be able to benchmark them. In the current scenario, job descriptions and requirements are rapidly evolving…so it is important that the tests are also tailored to match the changing trends.
Also, predicting human performance is far more complex than predicting machine performance. There are too many variables involved. As a result, predictions based on
Aptitude Tests can sometimes be off the mark, regardless of how well-designed they may be. Reasons for such tests falling short include the manner in which the test was administered, the test-taker’s social circumstances or emotional mind-set at that time, or quite simply the manner in which the test results were interpreted.
WAY FORWARD
All points notwithstanding, the advantages far outweigh the disadvantages which is why aptitude tests are here to stay, at least for the near future. The mode of testing may change, skills may change, questions types may change. But aptitude tests in some format or the other will continue to assess the talent pool for requisite job skills.
After all, even in our everyday lives, tests of one kind or another are being used all the time, as we constantly judge people against our experiences.
Sometimes we are right, sometimes we aren’t. What a scientifically designed Aptitude Test does is assert probability, in terms of who is more or less likely to succeed.