Hi Everyone!

Please do let me know something about the Aptitude Test for Placement.

Why an aptitude test is important for placement?
What hiring level it should be implemented at?
What types of basic aptitude questions should be there in the test?

Thanks & Regards,

From India, Gurgaon
Dinesh Divekar
Business Mentor, Consultant And Trainer
Content Marketing Strategist

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Dinesh Divekar

Dear Megha,

The replies to your questions are as below:

Q1. Why an aptitude test is important for placement?

Reply: - As per the "Theory of multiple intelligences", there are nine types of intelligence. For selecting the right candidate for the position, the companies are expected to find out what type(s) of intelligence(s) are required for a particular position. However, it would require a lot of investment, and not many companies have the finances to do it. Nevertheless, a shortcut is found by conducting the aptitude test which gauges the candidate's logical-mathematical intelligence.

The aptitude tests are also called IQ tests. But again these tests are designed to find "logical-mathematical intelligence". Assessing this intelligence is important as the execution of most jobs, a logical power is required.

Your question is on why aptitude tests are required. The answer lies in the causes of customer dissatisfaction. If you go through a list of the causes why the customers were dissatisfied or even agitated, you will find that many times the staff had goofed up because they had not shown common sense. The aptitude tests the candidate's logical-mathematical intelligence which is primarily common sense.

Not just customer dissatisfaction, but you look at the job errors, you will find that many errors are caused because of the employment of the low-IQ folks. Managers yell at their staff for "not doing a good job". But they cannot do a "good job", because of their lower IQ!

Additionally, an employee with a higher grasping level:

a) Shows foresight and takes preventive problems
b) Requires fewer instructions from the manager
c) Has a higher level of creative abilities as well
d) Reduces the dependence of the company on "seniors in the industry". The persons with a high take-off level, even at the junior level, overtake the seniors easily.
e) Generally have a good memorising ability. This ability increases their productivity. I have seen people mugging up even technical manuals!

Q2. What types of basic aptitude questions should be there in the test?

Reply: - Aptitude tests are conducted generally for the freshly passed graduates. These can be conducted even at a slightly higher level also. However, there is no hard and fast rule as such. A few MNCs conduct aptitude tests while hiring managers also.

Q3. What types of basic aptitude questions should be there in the test?

Reply: - A lot of tests are available on Google. However, to know their suitability, one needs to take guidance from a professional psychologist. While it is easy to download something from the internet and start using it, there are risks of conducting an unsuitable aptitude test for a particular position also. The unsuitability could result in wrong recruitment. The cost of the wrong recruitment could be far greater!

Personal Experience: - During my days as Training Manager, I use to conduct the IQ tests of the candidates. I found that the higher the score of the IQ test, the higher was the take-off level during the training i.e. both were directly proportional.

Additional Comments: - Mere conducting the IQ tests is not sufficient. Along with it, you need to conduct tests on written communication as well. The ability to put the thoughts in sequence, choice of words, vocabulary gets tested while testing written communication skills. However, to conduct these tests, a company needs to have competent evaluators as well! From where to get them? Contact undersigned :-)


Dinesh Divekar

From India, Bangalore

An aptitude test is important in the hiring process as it helps in knowing the candidates’ analytical, practical and logical skillset, basically screening the candidate at an early stage of recruitment. As an employer, you should make sure to design your aptitude test as per the characteristics you need in a person to designate the roles and responsibilities of the vacant position.

An aptitude test should be implemented at freshers’ and middle levels. However, no one size fits all, so it depends on you if you want to assess the skills of a candidate with an aptitude test or with any other process.

From India, Noida

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