Aptitude tests are used to measure an individual's cognitive abilities. Employers use aptitude tests to evaluate a candidate's suitability for a role and objectively compare candidates.
Aptitude tests can be designed to measure different types of general cognitive ability, or more specific role-based skills, such as data entry.
In psychology, there are two types of intelligence, fluid and crystallised.
Fluid intelligence or fluid reasoning is the capacity to reason and solve problems, without previous experience or prior knowledge.
It is the ability to analyse new problems, recognise patterns and relationships that underpin these problems and the extrapolation of these using logic.
This form of intelligence is essential for all logical problem-solving. Fluid reasoning includes inductive reasoning and deductive reasoning.
An individual with good fluid intelligence will be able to think quickly on their feet, solve problems and challenges strategically and logically.
Candidates that perform well in these tests are more likely to be effective at problem-solving, learning new skills, think strategically and be able to absorb further information quickly.
Crystallised intelligence is the ability to learn from knowledge and experience gained over time. It is not merely a test of memory; however, it does rely on accessing information from long-term memory.
Crystallized intelligence is one's lifetime of intellectual achievement, as demonstrated primarily through one's vocabulary and general knowledge. Crystallized intelligence improves slightly with age, as experiences tend to expand one's understanding.
Candidates have a predefined time to answer a series of questions, usually in a multiple choice format. Typically, only 1-5% of the population will be able to solve all the items in the available time.
Questions will display information as written statements, tables or graphs and candidates need to analyse the data provided and select the right answer. Each item has one correct answer.
Test results are shown as either percentile or sten score, which indicates where a candidate's score lies in comparison to a norm group.
These scores enable an employer to see how a candidate compares with others at a similar organisational level, experience and education.
While there is no pass score, most employers will have a threshold they expect a candidate to pass.
Saville Assessment aptitude tests available through Tazio include:
Using our aptitude tests as part of your recruitment process helps you predict how well suited someone is to meet the demands of a role, and how quickly they will learn new skills. You can test verbal or numerical reasoning, knowledge, skills and comprehension.
We offer the complete range of individual and combined aptitude tests from Saville Assessment, seamlessly integrated into a Tazio online assessment, or video interview.
We also have a team of experienced occupational psychologists who can design, build and validate bespoke aptitude tests. These can more accurately assess candidates for the skills required to perform well in your specific role, not just their general aptitude.
Finally, you can use the Tazio platform to host your own aptitude tests.