THE JOBSEEKER'S GUIDE TO
The secret to not being intimidated by tests?
WHAT ARE THE DIFFERENT TYPES OF APTITUDE TEST?
These are the most common types of aptitude test that you will encounter:
Numerical reasoning tests
These tests require you to answer questions based on statistics, figures and charts.
Verbal reasoning tests
A means of assessing your verbal logic and capacity to quickly digest information from passages of text.
A business-related scenario that assesses how well you can prioritise tasks.
Tests that measure your logical reasoning, usually under strict time conditions.
Situational judgement tests
Psychological tests that assess your judgement in resolving work-based problems.
Inductive reasoning tests
Tests that identify how well a candidate can see the underlying logic in patterns, rather than words or numbers.
Mechanical reasoning tests
These assess your ability to apply mechanical or engineering principles to problems; they are often used for technical roles.
Watson Glaser tests
Designed to assess a candidate’s ability to critically consider arguments; often used by law firms.
Abstract reasoning tests
Another name for inductive reasoning tests.
Spatial awareness tests
These tests assess your capacity to mentally manipulate images, and are often used in applications for jobs in design, engineering and architecture.
Test Structure for Aptitude Tests
Tests are timed and are typically multiple choice. It is not uncommon for some available answers to be deliberately misleading, so you must take care as you work through.
Some tests escalate in difficulty as they progress. Typically these tests are not designed to be finished by candidates.
SCORES AND MARKING
Many aptitude tests incorporate negative marking. This means that for every answer you give incorrectly, a mark will be deducted from your total (rather than scoring no mark). If this is the case, you will normally be told beforehand.
In any test that does incorporate negative marking, you must not guess answers, even if you are under extreme time pressure, as you will undo your chances of passing.
PRACTICE IN ADVANCE
Evidence suggests that some practice of similar aptitude tests may improve your performance in the real tests. Practice exam technique and try to become more familiar with the types of test you may face by completing practice questions.
Even basic word and number puzzles may help you become used to the comprehension and arithmetic aspects of some tests.
PREPARATION BEFORE THE TEST
Treat aptitude tests like an interview: get a good night’s sleep, plan your journey to the test site, and arrive on time and appropriately dressed. Listen to the instructions you are given and follow them precisely.
You will normally be given some paper on which to make rough workings. Often you can be asked to hand these in with the test, but typically they do not form part of the assessment
TAKING THE TEST
TAKING THE TESTYou should work quickly and
accurately through the test.
Don’t get stuck on any particular question: should you have any problems, return to it at the end of the test. You should divide your time per question as accurately as you can – typically this will be between 50 and 90 seconds per question.
Remember that multiple-choice options are often designed to mislead you, with incorrect choices including common mistakes that candidates make.
TIPS FOR SUCCESS
Aptitude Tests. Find out more here https://www.studentjob.co.uk/blog/1717-a-beginner-s-guide-to-aptitude-tests and take a range of free practice tests https://www.wikijob.co.uk/aptitude-tests-home
Psychometric Tests. Find out more about Psychometric tests https://www.wikijob.co.uk/content/aptitude-tests/test-types/what-psychometric-test
SHL. Take SHL simulator tests https://www.cebglobal.com/shldirect/en/practice-tests