Psychometric assessments are given by approximately 65% of employers to find the best candidates for jobs. Work experience and longevity on a job are no longer the only considerations an employer uses when looking for a potential employee. Assessments are believed to be accurate indicators of future job performance.
There are two distinct parts of a psychometric assessment: aptitude tests and personality assessments. This article will discuss the six types of aptitude tests.
Aptitude tests assess an individual's verbal and numerical abilities as well as abstract reasoning capabilities. These tests are always multiple choice with definite right or wrong answers. They are also timed tests.
There are more than 5000 aptitude tests available to employers with new tests being added on a regular basis. All of these tests are diverse in their names and acronyms, but they can all basically be classified into six distinct types:
verbal reasoning numeric reasoning abstract reasoning spatial reasoning mechanical reason data checking
We will describe each aptitude test and explain why an employer would want to give this test to applicants.
Verbal Verbal ability is tested because the employer needs to know if a prospective employee communicates well. These tests usually include grammar, analogy (the association of words), and following written instructions. There may also be tests in spelling, reading comprehension and completion of sentences.
Numeric Most employers are interested in an applicants ability in basic mathematics even if this ability is not used much on the job. These tests may involve basic arithmetic such as adding, subtracting, multiplying, and dividing skills. Also tested is the ability to recognize number sequences and some mathematical skills such as fractions, decimals, etc. Calculators are normally banned while taking numeric tests.
Abstract reasoning This test measures intelligence and the ability to learn new skills or information quickly. Diagrams are used to test logical sequence.
Spatial This test is given only if the job requires the applicant to have good spatial abilities. This test measures the ability to manipulate shapes mentally.
Mechanical This test requires specific knowledge of levers, pulleys, gears, springs, tools, electrical circuits and shop arithmetic. This test is given only if the job requires this specialized knowledge.
Data checking Data checking measures the ability to quickly and accurately find errors in data. Two columns of information are compared and determined if they are the same of different. This test is usually given to clerical and data entry cnadidates.
These six aptitude tests that are included in psychometric assessments give an employer an accurate measurement of the skills and abilities of prospective employees.
There are two distinct parts of a psychometric assessment: aptitude tests and personality assessments. This article will discuss the six types of aptitude tests.
Aptitude tests assess an individual's verbal and numerical abilities as well as abstract reasoning capabilities. These tests are always multiple choice with definite right or wrong answers. They are also timed tests.
There are more than 5000 aptitude tests available to employers with new tests being added on a regular basis. All of these tests are diverse in their names and acronyms, but they can all basically be classified into six distinct types:
verbal reasoning numeric reasoning abstract reasoning spatial reasoning mechanical reason data checking
We will describe each aptitude test and explain why an employer would want to give this test to applicants.
Verbal Verbal ability is tested because the employer needs to know if a prospective employee communicates well. These tests usually include grammar, analogy (the association of words), and following written instructions. There may also be tests in spelling, reading comprehension and completion of sentences.
Numeric Most employers are interested in an applicants ability in basic mathematics even if this ability is not used much on the job. These tests may involve basic arithmetic such as adding, subtracting, multiplying, and dividing skills. Also tested is the ability to recognize number sequences and some mathematical skills such as fractions, decimals, etc. Calculators are normally banned while taking numeric tests.
Abstract reasoning This test measures intelligence and the ability to learn new skills or information quickly. Diagrams are used to test logical sequence.
Spatial This test is given only if the job requires the applicant to have good spatial abilities. This test measures the ability to manipulate shapes mentally.
Mechanical This test requires specific knowledge of levers, pulleys, gears, springs, tools, electrical circuits and shop arithmetic. This test is given only if the job requires this specialized knowledge.
Data checking Data checking measures the ability to quickly and accurately find errors in data. Two columns of information are compared and determined if they are the same of different. This test is usually given to clerical and data entry cnadidates.
These six aptitude tests that are included in psychometric assessments give an employer an accurate measurement of the skills and abilities of prospective employees.
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Talent Q enables employers to recruit and manage talent through sophisticated assessment of the personality and intelligence of its people. Visit us for more information on psychometric testing and personality assesment.
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