Assess and measure candidate aptitude at work
Mental aptitude, cognitive ability, critical reasoning, common sense. Whatever you call it, the power of your cognitive abilities can make a real difference your performance and potential at work.
What is Aptitude?
Aptitude, often referred to as cognitive ability, encompasses an individual’s competence in accomplishing specific tasks to a prescribed standard.
In a work context, these tasks are typically related to the specific job at hand, ranging from operating specialised software to executing particular functions. Aptitude can be both physical and/or mental.
What is an Aptitude Test?
Aptitude testing, also known as ability testing, presents a standardized method for evaluating an individual’s performance across diverse work-related scenarios that pertain to their aptitude. These tests go beyond mere academic performance, focusing on gauging a candidate’s potential in a work environment.
Employers frequently rely on aptitude tests to gauge how well employees will fare in a work-based setting.
Aptitude assessments offer invaluable insights into an individual’s capacity to process information, often while operating within strict time constraints. They stand as one of the most reliable indicators of job performance, especially when complemented by other psychometric tools such as personality questionnaires. Together, they paint a comprehensive picture of an individual’s aptitude in the workplace.
Engaging, work-relevant, and low-stress candidate experience
Fair for all
Fully adjustable ability tests for all candidate assessment needs
High reliabilities, free validation research, verification facility
Clevry Aptitude Tests
Clevry offers three tiers of aptitude tests: high, mid, and blue-collar, each comprising a diverse range of rigorous and cost-effective assessments.
All our aptitude tests are accessible through our online assessment platform or in the traditional paper-and-pencil format.
The beauty of Clevry Aptitude Tests lies in their flexibility. They can be mixed and matched to target the skills crucial to your organisation’s success, and the best part is, you don’t need specialised training to administer them online.
Managers, professionals & graduates.
Verbal aptitude, Numerical aptitude, Abstract aptitude
Verbal aptitude, Numerical aptitude, Abstract aptitude, Checking aptitude
Production, manufacturing & engineering.
Verbal aptitude, Numerical aptitude, Mechanical aptitude
Numerical reasoning aptitude tests evaluate an individual’s ability to manipulate and comprehend numerical data.
Candidates utilise number-based reference materials to tackle multiple-choice questions involving fundamental arithmetic, averages, percentages, and ratios.
These tests are time-bound, and candidates are permitted to use calculators throughout
Verbal reasoning aptitude tests assess an individual’s capacity to understand, analyse, and interpret written information.
Test-takers are typically presented with a passage of text on a given topic and must determine the veracity of a series of statements (true, false, or cannot say) by evaluating the information provided within a stipulated time frame.
Checking aptitude tests empower recruiters to gauge a candidate’s knack for attention to detail and the ability to spot errors in written information quickly and accurately, even under time constraints.
These tests feature a 5-option multiple-choice format, requiring test-takers to cross-reference two pieces of reference material and identify any discrepancies.
Abstract, inductive, or diagrammatic reasoning tests measure an individual’s general intellect and capacity to work with new concepts and ideas.
These non-verbal tests employ a multiple-choice format under timed conditions.
Respondents are presented with a sequence of shapes or patterns and must predict what comes next.
The mechanical ability test is designed for roles requiring individuals to engage with mechanical or technical concepts. Candidates taking this assessment will be expected to:
Demonstrate their comprehension and application of fundamental principles in physics and mechanical devices.
Encounter visual representations of mechanical processes, including gears, pulleys, levers, and hydraulics.
If you want to check a candidate’s performance, you can ask them to complete a short follow-up test to check their ability on a particular assessment. The report will incorporate and analyse the results of the verification test alongside the candidate’s original test results so you can make a well informed decision on your candidate’s ability.
Giving you choice over how your candidates’ results are displayed. Pick from Stens, T-scores or percentiles.
Traffic light scoring
Using red, amber, green (RAG) to indicate overall performance.
Developed by psychologists and recruiters
Aptitude Test Report
Our aptitude test report offers a comprehensive overview of your candidate’s performance on one or more ability tests.
The report encompasses an overview of the tests taken, detailing what they assess, how they are scored, and guidelines on how to leverage the report for maximum benefit, including interpreting the results effectively.
The aptitude test results are then delved into more deeply, offering insights into what their scores may suggest in terms of the candidate’s effectiveness in roles demanding the specific abilities measured by the assessment.
Why should I use aptitude tests in my recruitment process?
Aptitude tests provide valuable insights into a candidate’s potential job performance, helping you make more informed hiring decisions.
Can aptitude tests be customised to suit different job roles?
Yes, Clevry aptitude tests can be tailored to assess specific skills and competencies relevant to each job role within your organisation.
How do I ensure fairness and avoid bias when using aptitude tests?
Choose a reputable provider who has at least been around for a few years. Do due diligence to ensure that tests are free from cultural or gender bias, and consider offering reasonable accommodations to candidates with disabilities.
Are there best practices for integrating aptitude tests into the hiring process?
Yes, it’s recommended to use aptitude tests in conjunction with other assessments and interviews to form a more comprehensive evaluation.
Feel free to contact us to discuss how we can help you integrate and embed psychometrics into your recruitment processes.
Why am I being asked to take an aptitude test during the hiring process?
Aptitude tests help employers assess your skills and potential for success in the specific job you’re applying for.
Can I prepare for an aptitude test, and if so, how?
What happens if I don't perform well on the aptitude test?
A single test score may not be the sole determinant. It’s essential to discuss your performance with the employer, as other factors are considered.
Can I request accommodations for an aptitude test if I have a disability?
Yes, you have the right to request reasonable accommodations to ensure a fair testing experience. Contact the recruiter administering the test to discuss your needs with them.
How are aptitude test results used in the hiring decision?
Test results are typically one part of the overall evaluation. Employers consider them alongside interviews and other assessments to make a comprehensive hiring decision.