Are Aptitude Tests Fair for Promotions, or Should We Rely on Subject Expertise?

Dear All,

I wanted to know how important the Aptitude & Ability test is for promotion or selection now that these tests have become an integral part of any selection process. What I feel is that an Aptitude test requires a lot of practice, and a competent individual might lose out in the process. Is it fair to assess candidates based on Aptitude, which includes Verbal Ability, Numerical Ability, Reasoning, etc.? Would a subject matter test alone be sufficient?

I would be grateful to receive some constructive feedback.

Regards,
Varsha

Hi Varsha,

In my opinion, ability always depends on the kind of work you do. Maybe I am able to do one job really well, but the other one is not my cup of tea. On the other side, aptitude can take you places in every field. To build aptitude, you just need to keep your eyes and ears open. There is no need to peek into any book. There are a lot of things we learn in our daily activities, and that makes more sense if you are training your participants as it is easier for them to relate to their personal life.

Building aptitude is not tough, but there is no dead end.

Thanks for the response.

There were instances when I was told that if I am going to incorporate these tests, they might as well leave the organization, and these guys were extremely good in their work. There is a constant fear, which is nothing but the job security, and that the employees are being scrutinized.

But what I am trying to say is, rather than having an aptitude test, can we have a full-fledged assessment center process, which would include a group discussion, interview, psychometric test, subject matter test, and review of past performance data. This is for promotion. However, for selection, I think we should not compromise on the quality, and hence the aptitude test is important.

Regarding the ability test, ability is something which is innate. We would be good at certain work if we have the ability to do it. So, I think it should be used to measure at what level we are with respect to that particular ability since we already possess it.

I am having this constant fear that I might lose out on good guys if I assess their aptitude. If I were to be tested, even I would be dead scared.

Keep giving feedback.

Dear Varsha,

In my experience over the last 15 years, while I have been conducting psychometric tests for corporations and students, I have found that it leads to a win-win situation. When individuals are in the right profession, they enjoy every moment. This leads to a positive relationship attitude towards work, family, colleagues, and enhances efficiency and creativity.

Psychometric tests are essential tools for competency mapping and succession planning.

With regards,
Salma Prabhu

Hi Varsha,

I personally feel that numerical ability or other aptitude tests only work out for fresher employees. However, for promotions or other advancements, we need to focus on EQ. Normally, an employee who has gained some years of experience may be at a disadvantage if they cannot pass these tests. Typically, with practice, aptitude tests can be mastered. In this scenario, even if a person lacks natural talent, clearing the exam may lead to a promotion. Therefore, I believe we should consider EQ tests, which are more relevant than IQ.

Regards,
Vinay
9866254387

Hi Salma,

I am requesting a favor from you regarding the psychometric test for the corporates. Do you have any questionnaire designed for this test? If yes, then kindly forward it to ravi_incense@hotmail.com.

Thanks,
Ravi Dutt

Dear Ravi,

The types of tests to be administered are decided after an interface with the employees. A parallel process of the vision, mission, and goals is an essential process. In case you just need the questionnaire, I shall send you the 16PF questionnaire.

With regards,
Salma