Aptitude Test – Benefits and How to design it

Most organizations end up focussing on the aptitude test as part of the recruitment process. With the aid of this test, strength, weakness along with limitations of a person is highlighted. An aptitude assessment not only focuses on the past accomplishments of an individual but also prelude on how a candidate is expected to perform in the days to come. One example is the EPSO test for EU applicants.

Just like any other tool, it does have its drawbacks. For example, a hammer is a great tool to drive nails into the wall, but if you do not use it properly chances of getting hurt are high. Aptitude test could be used for a certain type of evaluations, but fall flat of the intended purposes. As per various studies, coaching tests could go on to prepare a test taker and help them outlines their strengths along with weakness. Before you are sitting for an aptitude test you are trying to figure out what you are want to accomplish. It could be to test ability or some form of vocational skill.

The Benefits of Aptitude Tests

Minimizes negative effects– A certain set of candidates might be able to use cultural advantages to achieve success in education and industry. Luckily the nature of such tests is that it puts all the test takers on a level playing field. In fact, they are not designed on social-economic biases or a cultural to have drawbacks. Pretty much like an introduction, it is not intended to formulate a bias but in some ways it does.

Efficient and objective comparisons

Many organizations go on to rely on aptitude tests to make better hiring or promotion decisions. As compared to an interview the nature of such test helps to figure out whether a person can handle responsibility. Even with the tests, it helps to ascertain comparison of candidates in a fair manner without developing unconscious learning due to attractiveness


As most of the aptitude tests tend to be standardized you can be assured of viable and reliable outcomes. If any legal dispute arises about a recruitment process you can always challenge them. So when you use aptitude test as part of the recruitment process, try to find out whether it is standardized and in line with the employment law of your country.

Training needs assessment

Various people in an organization might require varied skills in order to excel in their field of work. For some, it might be improving their customer care skills, whereas for others it could be to work on time management skills. The nature of such tests is that it enables to outline the training needs of your organization and this design an appropriate training program.


The nature of the aptitude test is that it is designed by computers. For this reason, they are cost-effective and easy to administer. It cuts down the grading process on the number of hours that a position is expected to be vacant. Sometimes it can be an important position related to recruitment and even the labour laws that are spent on it. The need of the hour is to find a viable candidate as soon as possible.

Points to keep in mind while designing aptitude test

Cultural bias

Our accomplishments along with achievements evolve around our upbringing, opportunities and education. A combination of all of them has an impact on aptitude tests. For example, the design of this test is that you might have to be proficient in the English language. It might not be with your mother tongue but in spite of your abilities, you might be disqualified for the role. To succeed in an expensive preparatory course is the right way.

Aptitude does not always point to good performance

The fact that someone has an aptitude for something does not mean that they would pass the exam with flying colours. In addition to aptitude, there are other factors that have an impact on performance. This might include motivation, training along with interest.

The test takers are stripped of their identity

This is what career along with behavioural tests goes on to do as it completely strips a person who is taking the test of their identity. So a viable difference does not exist in terms of the results. The process is kept neutral and no bias exists as far as administering test results are concerned. Since the job market has gone on to evolve at a rampant pace, some degree of individualism is the norm, some hiring managers are of the opinion that an individual interest could be of immense benefit to the needs of an organization. In addition to this quick-thinking are also important aspects that could be evaluated by a standard norm.

Non-thinkers are favoured

No point to spell out names but aptitude tests are known to people who end up memorizing. You can even learn to make aptitude tests as there is no need to hack them. For example, you can go on to achieve a media score when it comes to multiple-level maths by adopting the strategy of rough estimation. This is one of the simple modules that you can use during the course of an aptitude test as it goes on to enhance the level of success at a mammoth level.

Test anxiety

The mental equation of a candidate comes into the picture as mental anxiety comes into play when you are appearing for a test. These tests could go on to cause dizziness in terms of breath, enhanced levels of heartbeat and blood pressure. The series of emotional effects could have a negative impact on how a candidate is expected to perform that is going to cost you a viable candidate.

The job market has gone on to become competitive and top-quality candidates are on the demand. The organizations are keener to adopt creative thinkers or be it, effective problem solvers. They go on to undertake a session of brainstorming and come out with the best of solutions in terms of performance.