What Are Implications of Aptitude Tests?

Aptitude tests are used by many organizations in their process of recruitment. Such tests are very effective in revealing a candidate’s talents, strengths and limitations. Such tests focus not alone on past accomplishments of a candidate but can apprise employers about capacity for future performance.

Like any tool, aptitude tests have their own disadvantages. They can suit certain types of evaluations but flop in other areas. For example, coaching programs can provide training to some candidates and can misconstrue their abilities and talents.

When designing a general aptitude test, you must first determine what you want to accomplish. Do you desire to test vocational skill, professional ability or intelligence?

What are factors evaluated by aptitude tests?

  • Abstract reasoning: this is the capability of a candidate to contextualize information and recognize patterns quickly, which is a critical measure for candidates to enter management cadre.
  • Manual dexterity: This test judges the ability of candidate to perform micro-manual and manual tasks.
  • Spatial visualization: this part evaluates ability of a candidate for cognitive manipulation of 2D and 3D images.
  • Numerical aptitude: evaluates the proficiency of candidate in maths.
  • Literary skills: assesses literary abilities of candidate
  • Creative skills: judges the skill of persons for non-divergent and out of the box thinking.
  • Organizational skills: rates the skills of the person in managing multiple variables which are dynamic.
  • Spelling: a further judgment of linguistic skills of the candidate.
  • Leadership candidates: this will reveal the capacity of the candidate in managing human resources if given an executive role.
  • Accuracy and perceptual speed: If needed for particular role these skills can be part of spatial visualization and abstract reasoning.
  • Scientific skills: In certain jobs, it is required to assess scientific knowledge.For example, the job of a lab technician.
  • Understanding and mechanical reasoning: This tests the ability of the candidate to cognitively comprehend the working of machines.


  • Gets rid of cultural effects: Some candidates mightbe capable of using cultural advantages to earn success in education and employment. Thankfully, aptitude or standardized tests put all test takers in an equal, level playing field. They make sure that they are designed not to have a socio-economic or cultural bias.
  • Efficient, objective comparison: Many companies use aptitude tests to improve their hiring or promotion exercises. In comparison to interviews, such tests are typically more efficient at judging if candidate can handle responsibility. In addition, aptitude tests allow employers the ability to do a fair comparison of job candidates, without bias towards ethnicity or physical attractiveness.
  • Standardization: You can be assured of valid and reliable results due to standardization of many aptitude tests. In case there emerges any legal issue regarding your recruitment process, you can deal with them by using results of aptitude tests. Hence prior to using an aptitude test as part of recruitment process, ensure it is standardized and compliant with the law of the land.
  • Evaluates training needs: Various persons in your organization need different skills for efficiency in their work. For example, some may need to improve soft skills like customer care while others may need to improve time management. By aptitude assessments, you can establish training needs of your employees and conduct a suitable training program.

These are some aspects about aptitude tests.


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