Aptitude Tests > Introduction

Aptitude and ability tests are designed to assess your logical reasoning or thinking performance. They consist of multiple
choice questions and are administered under exam conditions. They are strictly timed and a typical test might allow 30
minutes for 30 or so questions. Your test result will be compared to that of a control group so that judgments can be made
about your abilities.

You may be asked to answer the questions either on paper or online. The advantages of online testing include immediate
availability of results and the fact that the test can be taken at employment agency premises or even at home. This makes
online testing particularly suitable for initial screening as it is obviously very cost-effective.

You may be asked to answer the questions either on paper or online. The advantages of online testing include immediate
availability of results and the fact that the test can be taken at employment agency premises or even at home. This makes
online testing particularly suitable for initial screening as it is obviously very cost-effective.

Aptitude and ability tests can be classified as speed tests or power tests. In speed tests the questions are relatively
straightforward and the test is concerned with how many questions you can answer correctly in the allotted time. Speed tests
tend to be used in selection at the administrative and clerical level. A power test on the other hand will present a smaller
number of more complex questions. Power tests tend to be used more at the professional or managerial level.
There are at least 5000 aptitude and ability tests on the market. Some of them contain only one type of question (for
example, verbal ability, numeric reasoning ability etc) while others are made up of different types of question.

First Things First

The first thing to do is to determine which type of questions you are going to be asked. Don't waste time practicing questions
that won't appear in the actual test. Types of question can be classified as follows:

Verbal Ability - Includes spelling, grammar, ability to understand analogies and follow detailed written instructions. These
questions appear in most general aptitude tests because employers usually want to know how well you can communicate.

Numeric Ability - Includes basic arithmetic, number sequences and simple mathematics. In management level tests you will
often be presented with charts and graphs that need to be interpreted. These questions appear in most general aptitude
tests because employers usually want some indication of your ability to use numbers even if this is not a major part of the
job.

Abstract Reasoning - Measures your ability to identify the underlying logic of a pattern and then determine the solution.
Because abstract reasoning ability is believed to be the best indicator of fluid intelligence and your ability to learn new things
quickly these questions appear in most general aptitude tests.

Spatial Ability - Measures your ability to manipulate shapes in two dimensions or to visualize three-dimensional objects
presented as two-dimensional pictures. These questions not usually found in general aptitude tests unless the job
specifically requires good spatial skills.

Mechanical Reasoning - Designed to assess your knowledge of physical and mechanical principles. Mechanical reasoning
questions are used to select for a wide range of jobs including the military (Armed Services Vocational Aptitude Battery),
police forces, fire services, as well as many craft, technical and engineering occupations.

Fault Diagnosis - These tests are used to select technical personnel who need to be able to find and repair faults in
electronic and mechanical systems. As modern equipment of all types becomes more dependent on electronic control
systems (and arguably more complex) the ability to approach problems logically in order to find the cause of the fault is
increasingly important.
Data Checking - Measure how quickly and accurately errors can be detected in data and are used to select candidates for
clerical and data input jobs.

Work Sample – Involves a sample of the work that you will be expected do. These types of test can be very broad ranging.
They may involve exercises using a word processor or spreadsheet if the job is administrative or they may include giving a
presentation or in-tray exercises if the job is management or supervisory level.

Don't Waste Time

Spend your preparation time wisely. Most people find themselves with only one or two weeks to prepare for aptitude tests -
don't worry, this is enough time provided that you are systematic.
1. You must find out what type of questions you are going to face even if this means asking.
2. Use the information on this website to get an idea of the different types of questions.
3. Download and look at a sample paper for each type of question you are expecting to face.
4. Go through one paper of each type and see how you get on.
5. Decide on a practice strategy.
6. Practice one paper a day right up until the actual test.
If in Doubt - Ask!
If you are unsure what types of question to expect then ask the human resources people at the organization you are
applying to. This will not count against you in any way and they should be only too happy to tell you. You have a right to
prepare yourself for any tests you are asked to sit.

Don't Make Assumptions

Try not make any assumptions. For example, many people assume that they won't have any problems with verbal ability
questions because they once got an 'A' in English. They may have a point if they got the 'A' a few months ago, but what if it
was ten years ago? It is very easy to ignore the effects of not reading as much as you used to, and of letting your spell-
checker take care of correcting your written English.

The same thing applies to numerical ability. Most people who have been out of education for more than a few years will have
forgotten how to multiply fractions and calculate volumes. While it is easy to dismiss these as 'first grade' or elementary
maths, most people simply don't do these things on a day-to-day basis. So, don't assume anything - it's better to know for
sure.

Deciding on a Practice Strategy

You should make your own decision about which types of question to practice. You could either concentrate on your
weakest area or you could try to elevate your score across all areas. Whichever strategy you choose - keep practicing.
Because of the way that aptitude tests are marked, even small improvements to your raw score will have a big influence
on your chances of getting the job.
 Aptitude Tests > Interpreting Test Results

Aptitude & Ability tests are used to make inferences about your competencies, capabilities, and likely future performance on the job. But what do your test scores mean

and how are they interpreted?

There are two distinct methods that employers use to interpret your scores. These are called criterion-referenced interpretation and norm-referenced interpretation.

Criterion-Referenced Interpretation.

In criterion-referenced tests, your test score indicates the amount of skill or knowledge that you have in a particular subject area. The test score is not used to indicate

how well you compare to others - it relates solely to your degree of competence in the specific area assessed. Criterion-referenced assessment is generally associated

with achievement testing and certification.

A particular test score is chosen as the minimum acceptable level of competence. This can either be set by the test publisher who will convert test scores into proficiency

standards, or the company may use its own experience to do this.

Proficiency Level Words per Minute Max errors/100 words

1 50 2

2 70 2

3 100 1

For example, suppose a company needs clerical staff with word processing proficiency. The test publisher may provide a conversion table relating word processing skill to

various levels of proficiency, or the companies own experience with current clerical employees may help them to determine the passing score. They may decide that a

minimum of 50 words per minute with no more than two errors per 100 words is sufficient for a job with occasional word processing duties. Alternatively, if they have a job

with high production demands, they may set the minimum at 100 words per minute with no more than 1 error per 100 words.

Norm-Referenced Interpretation

In norm-referenced test interpretation, your scores are compared with the test performance of a particular reference group, called the norm group. The norm group

usually consists of large representative samples of individuals from specific populations, undergraduates, senior managers or clerical workers. It is the average

performance and distribution of their scores that become the test norms of the group.
This illustration shows the distribution and mean scores for a variety of groups for a specific test. A score of 150 on this test would be average for someone working for

the organization at an administrative level but would be below average compared to the organizations graduate trainees, where the average score was 210.

Within the field of occupational testing, a wide variety of individuals are assessed for a broad range of different jobs. Clearly, people vary markedly in their abilities and

qualities, and the norm group against which you are compared is of crucial importance. To make sure that the test results can be interpreted in a meaningful way, the test

administrator will identify the most appropriate norm group. This is done by comparing the educational level, the occupational, language and cultural backgrounds, and

other demographic characteristics of the individuals making up the two groups (norm group & test group) to establish their similarity.

Aptitude Tests > Understanding Different Types of Scoring Systems

Whenever you take a psychometric test either as part of the selection process or as a practice exercise you will usually see your results presented in terms of numerical

scores. These may be; raw scores, standard scores, percentile scores, Z-scores, T-scores or Stens.

Raw Scores
These refer to your unadjusted score. For example, the number of items answered correctly in an aptitude or ability test. Some types of assessment tools, such as

personality questionnaires, have no right or wrong answers and in this case, the raw score may represent the number of positive responses for a particular personality

trait. Obviously, raw scores by themselves are not very useful. If you are told that you scored 40 out of 50 in a verbal aptitude test, this is largely meaningless unless you

know where your particular score lies within the context of the scores of other people. Raw scores need to be converted into standard scores or percentiles will provide

you with this kind of information.

How Scores are Distributed

Many human characteristics are distributed throughout the population in a pattern known as the normal curve or bell curve. This curve describes a distribution where most

individuals cluster near the average and progressively fewer individuals are found the further from the average you go in each direction.

The illustration above shows the relative heights of a large group of people. As you can see, a large number of individual cases cluster in the middle of the curve and as

the extremes are approached, fewer and fewer cases exist, indicating that progressively fewer individuals are very short or very tall. The results of aptitude and ability

tests also show this normal distribution if a large and representative sample of the population is used.

Mean and Standard Deviation

There are two characteristics of a normal distribution that you need to understand. The first is the mean or average and the second is standard deviation, which is a

measure of the variability of the distribution. Test publishers usually assign an arbitrary number to represent the mean standard score when they convert from raw scores

to standard scores. Test X and Test Y are two tests with different standard score means.

In this illustration Test X has a mean of 200 and Test Y has a mean of 100. If an individual got a score of 100 on Test X, that person did very poorly. However, a score of
100 on Test Y would be an average score.

Standard Deviation.

The standard deviation is the most commonly used measure of variability. It is used to describe the distribution of scores around the mean.

The value of the standard deviation varies directly with the spread of the test scores. If the spread is large, the standard deviation is large. One standard deviation of the

mean (both the plus and minus) will include 66% of the students' scores. Two standard deviations will include 95% of the scores.

Aptitude Tests > Question Types and Scoring

You may be asked to answer the questions either on paper or using a PC or palm-top, as online testing is becoming increasingly popular. The advantage of online

testing is that once the test is completed, an analysis of the results can be calculated straight away. This means that the organization can continue with the selection

process with the results ‘in hand’ rather than keep you waiting or send you home and call you back in at a later date. Another advantage is that you can take the test at a

recruitment agency or even in your own home. Online testing is particularly suitable for initial screening as it is very cost-effective.

Some of the advantages of online testing are:

• Increased cost-savings - no printed material is needed.

• Increased security - test data can be easily encrypted.

• Increased speed - scoring and interpretation are done immediately.

• Increased standardization – question presentation is uniform.

Whichever type of test you are given, the questions are almost always presented in multiple-choice format and have definite correct and incorrect answers. As you

proceed through the test, the questions may become more difficult and you will usually find that there are more questions than you can comfortably complete in the time

allowed. Very few people manage to finish these tests and the object is simply to give as many correct answers as you can.
Your score is then compared with the results of a control group which has taken the tests in the past. This control group could consist of other graduates, current job

holders or a sample of the population as a whole. Your reasoning skills can then be assessed in relation to this control group and judgments made about your ability.

Aptitude Tests > Speed and Power Tests

There are at least 5000 aptitude tests on the market at the moment. The types of question you can expect will depend on which aptitudes and abilities that are needed in

the job you are applying for. Aptitude and ability tests are classified as maximum performance tests because they test what you can achieve when you are making

maximum effort. There are two different styles of maximum performance test; speed tests and power tests.

In a speed test the scope of the questions is limited and the methods you need to use to answer them is clear. Taken individually, the questions appear relatively

straightforward. Speed test are concerned with how many questions you can answer correctly in the allotted time.

For example:

139 + 235

A) 372 B) 374 C) 376 D) 437

A power test on the other hand will present a smaller number of more complex questions. The methods you need to use to answer these questions are not obvious, and

working out how to answer the question is the difficult part. Once you have determined this, arriving at the correct answer is usually relatively straightforward.

For example:

Below are the sales figures for 3 different types of network server over 3 months.

Server January February March

Units Value Units Value Units Value

ZXC43 32 480 40 600 48 720

ZXC53 45 585 45 585 45 585

ZXC63 12 240 14 280 18 340

In which month was the sales value highest?

A) January B) February C) March

What is the unit cost of server type ZXC53?

A) 12 B) 13 C) 14

In summary, speed tests contain more items than power tests although they have the same approximate time limit. Speed tests tend to be used in selection at the

administrative and clerical level. Power tests tend to be used more at the graduate, professional or managerial level. Although, this is not always the case, as speed tests

do give an accurate indication of performance in power tests. In other words, if you do well in speed tests then you will do well in power tests as well.

These speed and power definitions apply only to maximum performance tests like aptitude and ability tests and not topersonality tests.

Aptitude Tests > Verbal Ability Tests

These tests usually involve grammar, verbal analogies and following detailed written instructions. They can also includespelling, sentence completion

and comprehension. Because they depend on understanding the precise meaning of words, idioms and the structure of the language they discriminate very heavily

towards native speakers of the language in which the test has been developed. If you speak English as a second language, even if this is at a high standard, you will be

significantly disadvantaged.

You will usually find questions on all of the following:

• Spelling

• Grammar

• Sentence Completion

• Analogies

• Word Groups

• Instructions

• Critical Reasoning

• Verbal Deductions

These tests are widely used since most jobs require you either to understand and make decisions based on verbal or written information or to pass this type of

information to others. In practice, the more straightforward types of question (spelling, grammar and instructions) tend to be more applicable to administrative roles and

the reasoning and deduction type of questions to management roles.

Spelling Questions

Questions where you have to identify incorrectly spelt words are common in all levels of verbal ability tests. The test designer needs to choose words which are fairly

common and in regular usage but which are often spelt incorrectly. There would be little point in using obscure words which only a small percentage of candidates could

be expected to know. This means that you will almost certainly have heard of the word and know its meaning. This requirement to use words which are in everyday use

but which are commonly miss-spelt means that the test designer has a relatively restricted list of words to choose from.

Example Questions

1. Which of the following words are incorrectly spelt?

A) separate B) ordnance C) obviously D) sucess E) none of these

2. Choose the pair of words that best completes the sentence

The -------- of the timetable caused some ----------

A) rivision B) revision C) revission D) revition

A)inconvenience B)inconvenience C) inconvenience D) inconvenience

3. The following list of 20 words contains 10 that are incorrectly spelt. Write the letter that corresponds to each incorrectly spelt word in the answer

box

A. occurence

B. dissipate

C. weird