Liam Healy - More How to Win at Aptitude Tests

Welcome and well done. You have probably picked up this book for one of three reasons: 1 You, or someone you know, are about to take some aptitude tests and you think you may need a hand; 2 You are facing some choices regarding your own career and you want to find out what you are good at and what you are not so good at; 3 You have heard about aptitude tests and know that a lot of companies use them for recruitment or development purposes, so you want to brush up your skills just in case. The numerous test examples and detailed information in this book will help you prepare for test sessions, and give you an idea of what to expect during an actual test session, so reducing your anxiety about having to face what can be the most daunting part of a recruitment process. The reasons why companies use tests to make decisions and how they use them, are explained. Tests are very often followed by post-test feedback and interviews, and the best approaches to these are described. In this book you will find examples of the most common types of test in use today, as well as examples of some of the less common.

For every type of test, preparation and practice strategies are included, as well as detailed answers to the questions. For the most basic ability tests, through to graduate and managerial level reasoning and problem-solving tests, this book is likely to be your best single source for preparing for that all-important test. With the increasing emphasis companies place on the softer behavioural skills, a specially written personality test has also been included you are more likely to face this type of test than any other. This will help give you a complete picture of what you are like as a person. Whatever type of test you are going to face, this book will show you what to expect.

It is only natural that when faced with an unknown task you will be nervous.

This is true whether you are a school leaver applying for your first job, or a senior executive applying for your final post before retirement. Aptitude testing is used for more than just recruitment; for many companies it plays a pivotal role in development as well in either case, knowing what to expect will enable you to produce a performance which is less hindered by nerves and which reflects more closely your actual skills and abilities.

Being invited to sit a test (or tests) is only one part of the selection process. This book explains what tools an employer may use to assess the skills and abilities that they are interested in. The other types of selection tool you may also come across, such as assessment centres, interviews, work samples and job simulations, are also described. Because most employers use structured interviews to validate the results of tests, the post-test interview is covered in detail.

This includes advice on how to recover if you think your performance has been less than perfect! Whatever you choose to do in your life and it is your life and happiness which are important, not simply your career this book gives you the chance to prepare yourself for some of the challenges you may face. Good luck!

An aptitude test is one of a larger group of measures of psychological characteristics collectively known as psychometric tests. Overall, psychometric tests fall into one of two categories: 1 Tests of Typical Performance which include things such as personality tests and interest questionnaires. 2 Tests of Maximum Performance which include things such as aptitude and ability tests. A typical performance test looks at what you can typically do. The most common type of typical performance test is the personality questionnaire, but they can also be used to measure things such as work preferences and interests. The most common type of typical performance test is the personality questionnaire, but they can also be used to measure things such as work preferences and interests.

Personality questionnaires usually contain items (or questions) in the form of: Q I would rather go out and socialize with my friends than stay in and read a book. A (choose one) Agree Disagree Clearly, there is no correct answer to this question. Assuming that a question measures a personal trait such as enjoyment of social contact, there is no particular meaning or value attached to either answer. In other words, neither answer is intrinsically good or bad. So, for instance, saying that a person scored 23 out of 56 on an assertiveness scale is probably meaningless, while saying that they were more assertive than average might have some relevance to their suitability for employment.

There are two other types of typical performance test you may come across tests of interest and tests of motivation. There are two other types of typical performance test you may come across tests of interest and tests of motivation.

Tests of interest are rarely used in selection processes, being more commonly used in career development. Tests of motivation are just that measures of what motivates a person. However, they are quite rare and very seldom used in selection, not least because no one can agree what exactly tests of motivation should be looking for.

A maximum performance test looks at what you can actually do when you are trying your best and this is exactly what an aptitude or ability test is. Look at the following from a numerical aptitude test: 123 456 = ? Clearly, if you do not put effort into answering this question, you will not get the answer right. Your gut feeling might produce an answer of about 500,000.

This is not the correct answer, and if you put this down as the answer you would be wrong. If you tried harder you might eventually come up with the correct answer (56,088). So, with tests of maximum performance, the questions do have right and wrong answers and so the results can be interpreted numerically with greater ease than typical performance tests. One of the things we know about intellectual ability is that people who are rated as being more intelligent than others may be so because they can solve problems more quickly. It follows that tests of maximum performance, such as aptitude tests, usually have strict time limits.

If you sat a test that assessed your numerical skills, you may find that it would be called something like a Numerical Aptitude test.

Subsequently, you may sit a test that looks exactly the same but instead is called a Numerical Ability test. They certainly look the same but there is a difference. In reality, they both measure numerical skills. Psychologists have known for a long time that intelligence, or intellectual ability, is composed of a number of separate facets. Generally, these areas are accepted as being linked to verbal, numerical, abstract, spatial and mechanical reasoning. If we were only interested in, say, mechanical reasoning, we would refer to this very specific area as aptitude or specific ability.

Very often, a persons scores on three tests for example, verbal, numerical and abstract ability are combined to produce an overall score. More rarely, because of the time involved, a test may have questions from all three. When used in this combined way, a measure of a persons overall general ability or general aptitude is obtained. Remember: Ability = general aptitude or overall ability at verbal, numerical and abstract thinking.