Aptitude Tests: Sample Online Practice Questions with Test Tips and FAQ's
Contents
- What are aptitude tests
- What are the different types of aptitude tests?
- How to prepare and pass Aptitude Tests? 17 tips
- What are aptitude tests like
- How Aptitude Tests Are Marked
- Why Are Aptitude Tests Used/What does an aptitude test measure?
- When Are Aptitude Tests Used?
- Practice Numerical Reasoning Aptitude Test
What are aptitude tests
- An aptitude test is a structured assessment that aims to evaluate graduate candidates talent and skills in completing certain tasks.
- Aptitude Tests can assess a series of core skills such as technical knowledge and comprehension.
- An increasing number of employers are now using aptitude tests as a way to assess the specific capabilities of potential employees.
- Aptitude Tests are used as a method of screening to identify high calibre candidates.
What are the different types of aptitude tests?
Broadly speaking there are three types of aptitude test:
Verbal reasoning tests which assess your ability to understand and interpret written information. Click here for a verbal reasoning practice test.
Numerical reasoning tests which assess your ability to understand and use numbers. Click here for a numerical reasoning practice test.
Inductive reasoning tests (also known as spatial or abstract reasoning tests) which assess your ability to see patterns in data and work flexibly with unfamiliar information. Click here for an inductive reasoning practice test.
- Numerical Reasoning
- Verbal Reasoning
- Logical Reasoning
- Diagrammatic Reasoning
- Inductive Reasoning
Intray exercises
A business-related scenario that assesses how well you can prioritise tasks.
Situational judgement tests
Psychological tests that assess your judgement in resolving work-based problems.
Cognitive ability tests
A measurement of general intelligence, covering many categories of aptitude test.
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.
Error checking tests
An unusual type of aptitude test that focuses on your ability to identify errors in complex data sets.
Guide to Aptitude tests
An aptitude test is a systematic means of testing a job candidate’s abilities to perform specific tasks and react to a range of different situations.
The tests each have a standardised method of administration and scoring, with the results quantified and compared with all other test takers.
No prior knowledge is assumed, as employers seek to determine innate ability at a particular competency.
Aptitude tests are usually taken online or at a testing centre, such as a firm’s offices, where they can be electronic or paper-based.
The secret to not being intimidated by tests?
Preparation
How to prepare and pass Aptitude Tests? 17 top tips
- Familiarize yourself with common types of questions
- Quiet environment with no distractions or disturbance
- Work quickly but accurately double check correct chosen option
- Practice realistic online tests
- Know the format of the test beforehand
- Focus on your weakest areas
- Understand the differences between aptitude tests
- Find out which test provider youre taking
- Find specific practice tests
- Accept a practice test beforehand
- Check what you can take in with you
- Refresh before your test to help you focus
- Manage your time carefully during the exam
- Don’t get distracted by other people
- Read all questions carefully
- Go back to missed questions at the end
- More speed, less haste
What Are Aptitude Tests Like
- Aptitude tests are typically quite short, often less than 20 minutes long, and are usually completed online before the pandemic certain graduate employers would invite candidates to the office to complete the aptitude tests.
- Tests generally have challenging time limits and often increase in difficulty throughout the test. This is to put the candidate under pressure and try to understand what their maximum level of performance is.
- Typically, tests present the candidate with some information and ask them to use this information to answer a question, usually providing a number of possible answers.
- While some aptitude tests will only focus on one type of thinking (either verbal or numerical reasoning, for example) some will have multiple sections that will test various different types of skills.
- A multi-part assessment will often take about an hour to completeand consist of three parts, situational judgement, numerical and verbal reasoning.
- Each section will be roughly 10 to 30 questions, depending on how complex each question is on a particular test. The complex each question, the fewer questions in the assessment.
- The position for which the test is being given may also determine the complexity and length of the assessment, i.e., the higher-level the job, the more questions and more complex questions are likely to be asked.
How Aptitude Tests Are Marked
- Aptitude tests are norm referenced. This means that your performance on the test will be compared to a “norm group.”
- A norm group is a group of people with similar characteristics to the candidate, a group of graduate trainees for example.
- Your score will be compared to the scores of the people in the norm group, and this will allow the assessor to understand your performance relative to others who are similar to you.
- A candidate’s score is expressed as a percentile. If a candidate scored on the 75th percentile, for example, they have performed better than 75 percent of the norm group.
- Each particular employer may have a different performance level required for specific positions.
- To be successful, the candidate must achieve a level of performance that exceeds a stated minimum.
- Candidates will usually not know what the minimum score requirement is before they take an aptitude test.
Why Are Aptitude Tests Used/What does an aptitude test measure?
- Aptitude test, examination that attempts to determine and measure a person's ability to acquire, through future training, some specific set of skills
- While aptitude tests won’t necessarily test candidates on their ability to perform a specific job within a company, they will give the employer a general sense of how well a candidate can think on their toes and demonstrate critical-thinking skills that would be reflective of the type of thinking they’ll need to do on the job.
- Administering aptitude tests allows companies to narrow down the number of candidates who have applied for a job to a more refined group that may be more qualified for the job.
When Are Aptitude Tests Used?
- Aptitude tests are most often used before a formal interview and are normally conducted online.
- Employers often use the results of the tests in conjunction with how a candidate has performed in an interview to make a final hiring decision.
- Combined, the two modes of assessment give employers a clearer picture of a candidate’s ability.
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 & Marking
Your score relates your performance to an average group. Your aptitude, ability or intelligence has a relative value to this average result.
An ‘average’ performance is all that is required to pass an aptitude test.
Most employers take people’s backgrounds into consideration for marking.
For example, maths graduates will have an unfair advantage over arts graduates on a numerical test.
Negative 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.
Before the actual aptitude test itself, you will almost certainly be given practice examples to try. Make sure you ask questions if anything is unclear at this stage.
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
You 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 the tests are difficult and often you will not he expected to answer all the questions. Be particularly cautious if the aptitude test uses negative marking; if this is not the case, answer as many questions as possible in the time given.
Remember that multiple-choice options are often designed to mislead you, with incorrect choices including common mistakes that candidates make.
Tips for Success
These five tips are well worth remembering before you take an aptitude test for real:
- Treat the test like you would any other exam.
- Work swiftly and accurately through any test.
- Work out the maximum time you can spend on any question and stick to it religiously. You can return to questions at the end. Never get stuck on any particular question, even if you think you nearly have it.
- If you are going to an assessment centre, take a calculator you understand with you. If you do not, you will be forced to use whatever they might provide you with.
- Answer as many questions as possible in the time given. But be wary of negative marking.
How To Pass Aptitude Tests: Our Top 3 Tips
Familiarize yourself with common types of questions that you will be asked. For example, numerical tests often have questions about percentages. Make sure you know how to work these out before your test!
If you’re taking an aptitude test online make sure you are sitting somewhere quiet where you won’t be disturbed for the duration of the test.
When you are taking tests, work quickly but accurately and ensure you take a few seconds to double check you’ve understood the question and that you’ve actually selected the answer you had in mind.
Practice Free Numerical Reasoning Aptitude Test Questions
Question 1: Which share has increased by the largest and smallest percentage, respectively, since yesterday?
A. Harold Consulting and Bobix
B. Bobix Wildhorse and Bobix
C. Harrison's Pharmaceuticals and wildhorse
D. Harold Consulting and Wildhorse
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