PSYCHOMETRIC TESTS - NUMERICAL REASONING

Prior to the personal interview and the trade tests, ALL candidates are taken through these testing programs. The main purpose of this test is to have an accurate insight about the inner man, his abilities, his latent aptitudes and untapped potential zones of which even the man himself might be unaware. Our Mental aptitude tests are developed by leading experts in the field of psychology and assessment. These consultants have specially devised a set of Mental Aptitude Tests with different levels I, II, III, IV, graded to successive hierarchies within a modern economic establishments. The tests feature all the standard features: English language - comprehension and vocabulary, Mathematical acumen, Logical reasoning, Non Verbal reasoning, Mental Ability, Creativity. These tests take into consideration what level of hierarchy the candidate has to perform and ascertain his suitability for the post.

The tests precisely quantifies to what degree applicant is capable of performing under mental duress, measure of an applicant's ability to comprehend nuances of social and emotional expressions, the test plays a crucial role in successful team work and employee interaction – a qualification vital in today's professional work place, quantifies the applicant's language skills and verbal comprehension, quantifies both the visual and auditory memory abilities of the applicant ,quantify ability to process information , both quickly and efficiently etc.

Aptitude tests afford our clients an opportunity to make a more informed decision when it comes to hiring. With often more than one applicant applying for a position, the importance of being able to make comparisons can’t be underestimated. The tests assess many factors which are very important in terms of choosing the right candidate. They can assess an applicant’s ability to problem solve, reason, write coherently and get along with others.

Types of tests include:

• Skills Tests: Typically these are easy tasks relating to an important function of the job, such as keyboard/typing speeds or data entry.
• Knowledge Tests: These are designed to measure how much a candidate knows about a particular aspect of the job. A knowledge test should be based on a particular topic that is relevant to the job to ensure a candidate has the required level of knowledge.
• Ability Tests: Typically these tests are used to measure cognitive or mental ability. Ability tests have been related to performance levels and are based on presenting candidates with workplace scenarios and asking them to explain what they would do in a given situation.

Personality Tests: Many personality tests exist, but, the most commonly used in employment screening measures five basic factors of personality –

(1) openness to experience, (2) extroversion, (3) agreeableness, (4) conscientiousness, and (5) emotional stability. This test is often used for sales positions and there is evidence that personality testing can be used to predict performance. ¹

Typically, aptitude tests are delivered in a time controlled environment, either at the employer’s premises, or at a testing center operated by a third party who designs and

Advantages of Aptitude Tests

There are certain advantages to administering aptitude tests in conjunction with the interview process:

1. Studies² have shown that overall the tests are quite accurate in predicting the potential for success. There are further advantages too in using the tests to help identify the right candidate for the job

2. The tests are also fairly accurate when it comes to assessing a person’s strengths and weaknesses. Interviews alone may not provide the in-depth look at the candidate that is required, so the addition of an aptitude test offers greater insight into the candidate’s potential for success.

3. Aptitude tests can afford the candidate an opportunity to examine the types of skills the position calls for. It is very important that the job applicant feel that they will be the right fit for the position.

End Result

Matching candidates to job vacancies often marks the beginning of what is known as employee-relationship-management (ERM). Setting out how candidates will be evaluated and selected is integral to forming the basis of this relationship and can form the framework on which future performance will be measured. Whilst a sound job description will help potential employees understand the responsibilities and expectations necessary to undertake the role, the application of knowledge and skills tests at an early stage can help identify future development goals.