Predict Job Performance
Aptitude tests support reliable hiring decisions, increase staff retention and enhance productivity.
Aptitude tests are one of the most effective tools for predicting job performance and commonly used by HR Professionals for selection purposes. Aptitude tests support reliable hiring decisions, increase staff retention and enhance productivity.
An employment aptitude test measures a person's cognitive ability, including how they think, reason and solve problems. These tests evaluate how well a person applies reasoning skills to reading comprehension, working with numbers, finding solutions to problems, abstract thinking, and the ability to learn and use new information.
We specialise in supporting companies to enhance their recruitment processes using our advanced aptitude testing platform FinxS. Using our FinxS Aptitude tests, you will make more reliable hiring decisions, predict performance and working style of candidates, and decrease employee turnover.
Aptitude tests assess a candidate's current level of ability and require no study. From this information, organisations can capture a candidate's current skill level and predict how they will work in a role. In comparison, achievement tests assess what a candidate has learned. These tests demand learning, research, and education to gain a high score.
An aptitude test is the best test to assess a person's current ability and capability to learn. Pre Employment aptitude tests are great predictors of job performance and require no study. Recruiters and managers use aptitude tests to identify strengths and development areas to inform learning and development plans for their employees.
Unlike an aptitude test, an achievement test will not predict job performance or analyse a person's capability to learn. Achievement tests assess the extent of what a person has learned. These tests are not limited to skills and may include current knowledge regarding topical matters and historical events. An achievement test is most commonly administered at school, rather than the workplace and is typical of exams experienced during college or university.
Aptitude tests measure a vast range of skills related to specific job roles such as numerical aptitude, language comprehension and logical thinking. Different aptitude tests measure different abilities. Employers can specifically handpick aptitude tests to reveal the traits the job role requires. HR professionals commonly use an aptitude test for recruitment as it reveals candidates who can work fast and accurately.
Reasoning skills provide a solid foundation for learning, critical thinking, and analysis. Without reasoning skills, we would merely be following one another robotically, without any opportunity to develop critical thinking or challenge current patterns of thinking. Candidate's who score highly in an aptitude test have strong reasoning skills and can find creative solutions to old problems, think on their feet and process information quickly and accurately.
FinxS Aptitude Tests provide insight and understanding of an individual's working speed and accuracy within nine different cognitive areas, including Abstract Logical Reasoning, Understanding Logical Processes, Spatial Reasoning, Understanding Social Context, Numerical Reasoning, Verbal Reasoning, Mathematic Logical Reasoning, Word Association and Memory Test. We recommend picking 2-3 of the tests most relevant to the job role.
The tests focus on a person's ability to actively and thoroughly collect, analyse, combine, evaluate and process information. The tests reflect a candidates ability to solve various problems and assess the connections between different sets of data. The tests measure both the speed and accuracy of answers which translates into the working style of the candidate.
High Aptitude Test Scores
Candidates that score highly in a test tend to quickly understand new concepts, ideas, connections and patterns of thinking, outside of their previous experience. High scoring candidates respond well to training and development in new processes and systems. Top scorers often bring a valuable 'fresh pair of eyes' to long-established processes or systems.
Low Aptitude Test Scores
A low reasoning test score may indicate a person needs extra support and development in the test area. Employers should consider using step-by-step approaches rather than broad concepts, both during induction and when a significant change occurs later in employment. A person may also have opted to take their time and answer questions correctly rather than quickly. When evaluating the aptitude test ensure you analyse the speed vs quality and which trait is more important for the job.
The Reasoning tests provide self-insight and create a foundation for development. The tests help to predict which work areas the person may experience difficulty. It also provides insight into what type of support the person may require to perform more efficiently and effectively.
FinxS Reasoning Reports
Organisations with successful hiring processes place emphasis on recruiting employees with the right ability for a role. These organisations understand that robust aptitude tests help select top talent, increase employee retention and avoid high turnover.
FinxS Reasoning Reports allow HR Managers and Recruiters to dig deeper into the results and analyse a person's speed vs accuracy. Allowing you to decide if it is more consequential to hire a candidate who can perform under pressure or who takes the time to correctly analyse information?
Add additional meaning to the results and analyse candidates against a chosen comparison group. Compare results at an organisational level or compare them against other candidates from New Zealand. The FinxS Platform also allows for benchmarking at a global level.
An employment aptitude test is not a pass or fail exam. Although there are right and wrong answers, a candidate cannot fail. Rushing through the questions or spending too long on a specific question can result in a low score. So, the candidate needs to answer the questions to the best of their ability. If there is still time left at the end of each section, we recommend the candidate takes the time to double-check their answers, especially on the more complicated questions.
Aptitude tests assess a candidate's skills, abilities, and cognitive function. There is a whole range of aptitude tests, and the skills analysed will depend on each test. The tests involve a combination of maths, verbal concepts, abstract thinking, and others.
The best way to prepare for an aptitude test is to practice to build more confidence and achieve higher results. If there is a topic area you are not comfortable in, answer practice questions, these will help you learn from your mistakes. Analyse where you went wrong and complete the questions again.
Most ability-based tests require you to answer a set of questions within a specific time frame. Working under time restrictions is stressful and can impact on performance. The best way to condition yourself is to set a time limit and practice answering a range of questions within the time frame.
Read the Instructions
You will receive pre-reading material that helps to explain the process. Read this carefully, so you understand how to prepare for the questionnaire and know which type of questions will appear. Before you start the test, note how much time you have and how many questions there are to pace yourself accordingly.
Primarily, questions will include data candidate's need to read carefully before answering. Some questions will ask candidates to evaluate if the data is true or false, and others ask them to fill in the blanks within the data. Some questions are implicit and require the candidate to read through the information carefully to pick up subtleties. We recommend you administer tests that are relevant to the job role to gain an in-depth insight into how the candidate is likely to perform.
Organisations commonly use an aptitude test for recruitment as the questions evaluate whether candidates work fast and accurately. The questions also reveal where an employer may need to invest to develop their future employees.
All of the tests have a time limit, and questions usually become more difficult as the candidate progresses. The answering format of an aptitude test will vary depending on the test administered. Some will be multiple choice or instruct candidates to fill in the blanks. Other questions will require a written answer or ask candidates to interact with graphics on the screen.
Discover our Range of Cognitive Assessments