An aptitude test measures how quickly someone takes in new information and solves problems. Below you read which parts such a test has, what a score means and where to practise.
Of all selection instruments, the aptitude test is the strongest predictor of how someone will do in a new role. That is because it measures what every workplace asks for: taking in new information, seeing connections and reaching a solution.
The test runs on a clock. That is part of it: speed is part of what is measured. Almost nobody finishes every item, so there is no need to worry about that.
Figure series in which you look for the rule behind the series. Language and arithmetic play no role.
Calculations and questions on tables and graphs, such as percentages and ratios.
Texts where you decide which conclusion does and does not follow from what is written.
The outcome is set against a norm group, so you see how someone scores compared with similar candidates.
The instruments hrmforce uses, plus the practice area where candidates can try freely.
A raw score says nothing on its own. Only compared with a norm group does it become clear whether someone scores high or low, and that norm group should match the role. A score that is high compared with vocational candidates can be average compared with graduates.
An aptitude test says something about learning ability, not about motivation, collaboration or experience. So place it next to a personality test and an interview.
Read the scientific accountability →Open directly, no form required. The publisher of the instrument is listed with each file.
By doing items of the same type and then reading the explanation. Practising mainly helps against nerves and for pacing. The practice test gives questions per part with the correct answer and the reasoning.
That depends on the norm group and the role. A score is always expressed against a comparison group, not as a school mark.
Usually 25 to 60 minutes in total, with its own time limit per part.
Scrap paper and a pen are usual for the numerical parts. Whether a calculator is allowed is stated in the invitation; stick to what it says.
They measure related things with a different purpose. An IQ test gives a general intelligence figure, an aptitude test measures the working and thinking level a role asks for.
An adviser shows which level and norm group fit your role.