Organisations use many methods to assess applicants: application forms; interviews; written tests and exercises; group discussions and practical exercises. They use these to choose the most appropriate candidate for each vacancy. Different methods provide different sorts of information. One method that is increasingly used is aptitude tests.

Aptitude tests are structured systematic ways of evaluating how people perform on tasks or react to different situations. They are characterised by standardised methods of administration and scoring with the results quantified and compared with how others have done at the same tests. They are increasingly administered on a computer.



No test is perfect, and some candidates such as those with disabilities, may be at a disadvantage when taking this type of test. Employers should make allowance for this.

Tests are usually only part of the overall assessment procedure. Employers will use them alongside interviews, application forms, academic results and other selection methods, so test results won't usually be the only information looked at.

APTITUDE, ABILITY AND INTELLIGENCE TESTS

Administered under timed examination conditions. These tests assess your logical reasoning and become increasingly difficult throughout the test. They commonly take the form of multiple choice with right and wrong answers.

You are not expected to finish the tests, although of course you may do so. Your score relates your performance to a 'normed' group. So, your aptitude, ability or intelligence has a relative value to it. This is important to an employer who may want to know how well you can do something in relation to other applicants, the general population or people already doing the job.

Your score can be used in different ways. There may be a pass mark, which, by achieving, you get the job. Or the employer may have planned to interview a certain number of candidates and provided your score puts you in this group you will continue on to the next stage of selection. Alternatively, your score could simply be a further measure considered by an employer alongside a variety of other measures, such as interviews etc.

PROGRAMMING APTITUDE TESTS

Sometimes, for computing jobs you will get a programming aptitude test. Some of these use "pseudocode", flowcharting, or assembler language. You can find some examples at www.psychometrics-uk.com/bapt.html "How to pass professional level psychometric tests" by Sam Al-Jajoka (Kogan Page 2001) has a chapter called Psychometric Tests for IT Recruitment which has an example assembly language test. Ask at Careers reception to use our reference copy.

PERSONALITY QUESTIONNAIRES

Personality Questionnaires are used in order to determine your typical reactions and attitudes to a variety of situations. They could be trying to identify how well you get on with others or your normal reaction to stressful situations or just simply your feelings about the kind of people you like to work with.

It is unlikely that these questionnaires will be timed or indeed have right or wrong answers. Do not let this lack of exam conditions fool you. Some employers will know precisely what they are looking for in terms of an ideal Personality Profile and it is up to you to meet their expectations. It is unwise to try to fake the answers. These questionnaires usually have some type of internal checking where the same question is asked with slightly different wording early and late in the test to try to detect dishonest answers. Ultimately, there is little point in pretending to be the kind of employee a firm is looking for if that is not the case. Find something else you will enjoy doing!

SOME PREPARATION TIPS

Practice makes perfect. Evidence suggests that some practice of similar tests may improve your performance slightly on actual tests. However, don't spend too long practising. It may be wise to brush up on your exam technique and perhaps become more familiar with the types of test you may face. The practice tests in this section should help. Even basic word and number puzzles may help you become used to the comprehension and arithmetic aspects of some tests. There are practice numerical and verbal aptitude tests on the CAROUSEL program available in the Careers Service, and on the campus network, and a test with numerical reasoning, logical reasoning, and diagrammatic reasoning components on the CAREER GUIDE computer in the Careers Service (ask at reception to use it). The Civil Service Fast Stream Self Assessment Package - a practice numerical and verbal skills aptitude test is also available on a computer in the Careers Service. There is also a Starting Points leaflet on Psychometric Tests you can pick up from the Careers Service.

Treat it as you would any other occasion when you visit an employer. Plan your journey to the test site, arrive on time and appropriately dressed. Listen to the instructions you are given and follow them precisely.

Before the actual test, you will be given practice examples to try - make sure you ask questions if anything is unclear at this stage.

Work quickly during the test, but pay attention to your accuracy. Try not to get bogged down on any one question, but remember that questions may get harder as you proceed. You can only score points for questions you answer, not for those you don't.

Educated guesses are worthwhile. In math's tests you may be able to use the technique of estimating the answer rather than working it out exactly, to save time.

If you have a numerical test coming up and haven't done any maths since school then brush up on your numeracy. Stop using a calculator for everyday calculations, practice your multiplication and division, ability to calculate percentages, and to read graphs and tables. Similarly if your English is weak brush up on this.

REMEMBER - Listen to the instructions. They are crucial to your success in any Psychometric Test!

NOW, WOULD YOU LIKE MORE PRACTICE?

Several books on the subject of tests, including many practice examples, are available for reference in the Careers Service building - ask at the Reception Desk. These include:

How to Pass Graduate Psychometric Tests

How to Master Psychometric Tests

Learn to Succeed at Selection Tests

How to Pass Selection Tests

How to Pass Numeracy Tests

How to Pass Verbal Reasoning Tests

How to Pass Computer Selection Tests