APTITUDE TEST
INTRODUCTION:
An aptitude test is a way for employers to assess a candidate's abilities through a
variety of different testing formats.
Aptitude tests will test the ability to perform tasks and react to situations at work.
This includes problem-solving, prioritisation and numerical skills, amongst other
things.
Aptitude test is a structured systematic means of testing jobs candidates aptitudes to
perform specific tasks and react to a range of different situations given.
Aptitude test each have a standardized method of administration and scoring with the
results quantified and compared with all other test takers.
DEFINITION:
Aptitude test are tests that will predict the success to some degree
It help us to measure the probability of success in an activity.
-BINGHAM AND FREEMAN.
IMPORTANCE OF APTITUDE TEST:
Aptitude test can provide information that helps in determining the:
Learning readiness
Individualizing instructions
Organizing class room groups
Identifying under achievers
Diagnosing learning problems
Help students in their educational and vocational plans
Help to predict success to some degree
It help to measure the probability of success in an activity
USES OF APTITUDE TEST:
ADMISSION:
Aptitude test can be used in admitting candidates for various types of professional
training such as engineering, medicine and training etc.
GUIDANCE:
Aptitude test can be used for the purpose of guidance in selecting subjects for
studying in educational institutions.
SELECTION FOR JOBS:
The employer can use aptitude test for selecting persons for jobs.
SCHOLASTIC APTITUDE TEST:
Scholastic aptitude test are helpful in giving educational and vocational guidance to
students.
TYPES OF APTITUDE TEST:
The following is a list of the different types of aptitude tests that are used by the
employers as part of their candidate recruiting and assessment processs:
Abstract reasoning
Critical thinking
Diagrammatic review
Document review
Fast track test
Graduate management admission test
GTIOS psychometric test
Inductive reasoning
Perceptual speed
Personality and preference inventory
Rust alpha
Sift ability test
Situational judgement test
Spatial visualisation
Thomas international general intelligence assessment
UK clinical aptitude test
Verbal reasoning
Watson reasoning
Watson glaser
Numerical reasoning critical thinking
GTIOS psychometric test
Numerical reasoning
Perceptual speed
Personality and preference inventory
Watson glaser critical thinking
Aptitude and ability test are designed to assess the logical reasoning or thinking
performance
They consists of multiple choice questions and are administered under exam condition
They are strictly timed and a typical test might allow 30 minutes for 30 or so
questions
The test will be compared to that of a control group so that judgenents can be made
about the abilities
Multiple choice
Exam conditions
Aptitude and
ability test Strictly timed
It may asked to answer the question either on paper or online.
The advantages of online testing includes immediate availability of results and fact
that the test can be taken at employment agency promises even at the home.
This makes online testing particularly suitable for initial screening as it is obviously
very cost effective.
Aptitude and
ability test
Pencil and paper Online
CLASSIFICATION OF APTITUDE TEST:
Aptitude test can be classified as
Speed test
Power test
SPEED TEST:
In speed tests the questions are relatively straight forward and the test is concerned
with how many questions you can answer correctly in allotted time .
Speed test tends to be used in selection ai the administrative level and clerical level,
POWER TEST:
A power test on the other hand will be present a smaller number of more complex
questions.
Power test tend to be used more at professional or managerial level.
APTITUDE TEST:
Aptitude test is the examination that attempts to determine and measure the person
ability to acquire through future training, specific set of skills ( intellectual , motor
and so on).
The test assume that people differs in their special abilities and that these differences
can be useful in predicting future achievements.
TESTS PREDICTING ACADEMIC SUCCESS IN COLLEGES :
A major use of the aptitude tests is prediction of academic success.
Aptitude tests are used to make decisions regarding admission into various graduate
and professional programmes:
1. The Scholastic Assessment Test (SAT)
2. The Graduate Record Examination (GRE)
3. Miller Analogies Test (MAT)
4. Professional School Tests
1.SCHOLASTIC ASSESSMENT TEST (SAT) :
The Scholastic Assessment Test (SAT) was formerly known as the Scholastic
Aptitude Test.
It was first published by the College Board in 1926.
It is used for admission into various colleges.
The test is continuously revised and updated.
The SAT, with its two parts- SAT-I and SAT-II, assesses reasoning skills and mastery
in high school subject matter.
The SAT scores are anchored to the scores of a standard reference group which has a
mean of 500 and standard deviation of 100
2.GRADUATE RECORD EXAM (GRE):
The Graduate Record Examination (GRE) is a multiple-choice and essay test.
It is used for admission into graduate programmes in many fields and selection of
candidates for advanced training.
The test measures verbal, quantitative, and analytical writing aptitude as well as
offers subject examinations in a number of fields like Biology, Computer Science,
History, Mathematics, Philosophy and Psychology.
The scores obtained in the Verbal (GRE-V) and Quantitative (GRE-Q) sections are
expressed as standard scores with an approximate mean and standard deviation of 500
and 100 respectively.
The Analytical Writing section is rated on a 6-point scale. The GRE norms vary
widely among institutions and among subject fields.
For example, the requirement for admission into Physics department could be a
substantially higher score on quantitative section than on the verbal section.
But for admission into English department a higher verbal score than the quantitative
score may be required.
Thus, both departments could have quite different norms for the quantitative and
verbal sections.
3.MILLER ANALOGIES TEST (MAT) :
The Miller Analogies Test (MAT) has been published by Pearson Assessments.
It is used for selection for admission into graduate courses.
The test consists of 120 complex analogy items selected from academic subjects.
The test has to be completed within 60 minutes. Parallel forms of the test are
available.
The test is available in both paper-and pencil and computer formats.
It is a valid predictor of graduate school grades and time taken to finish a graduate
degree.
Like GRE, the MAT norms are different in different institutions and different
departments.
4. PROFESSIONAL SCHOOL TESTS
Different professional bodies have developed their tests for admission into different
professional schools.
Names include the Medical College Admission Test (Association Intelligence and
Aptitude 123 of American Medical colleges, 2000), the Dental Admission Test
(Division of Educational Measurements, Council on Dental Education, 1994), the
Law School Admission Test (Law school Admission council, 2005), and the
Graduate Management Admission Test or GMAT (Educational Testing Service,
2004).
These tests, like the scholastic aptitude tests, measure verbal and numerical ability. In
addition, they also contain items relevant to their respective profession.
The GMAT is available in a computer-adaptive format only and candidates can take
the test online at different centres throughout the world.
ADVANTAGES OF APTITUDE TESTS :
1.APTITUDE TESTS ALLOW OBJECTIVE COMPARISONS:
Most of the aptitude tests available in the market are standardized tests.
Hence, they make it possible to select individuals objectively, be it for admission into
schools or employment in organizations.
Standardized aptitudes like SAT or GRE can compare students from different areas
objectively.
Other metrics like marks, Grade Point Average (GPA) or class rank cannot be
effectively used for making objective comparisons.
Schools differ from each other with respect to their marking standards.
In one school, the marking may be very strict while in another school, it may be
lenient. Aptitude: Concept and Measurement
2.APTITUDE TESTS ARE EFFICIENT:
Standardized aptitude tests are reliable and valid.
They have been found to be accurate in predicting the potential for success in
comparison to other modes of selection, such as interview, essay type test or letter of
reference.
These tests can also assess a person’s strengths and weaknesses quite accurately.Thus,
they help place the right candidate in the right place.
3.APTITUDE TESTS HELP ASSESS THE TRAINING NEEDS OF THE
ORGANIZATION:
Aptitude tests help find out the key areas or the gaps in which the employees of the
organization require training.
Accordingly, training programs can be organized, for instance, in customer care or
time management or dealing with conflicts etc.
This helps increase the employee efficiency, thereby increasing the overall
organizational productivity.
4.APTITUDE TESTS CAN MINIMIZE ANXIETY:
Many people cannot show their true ability due to anxiety in a face-to-face interview
situation.
For them, aptitude tests provide an opportunity to show their best performance
without feeling nervous or anxious.
5.APTITUDE TESTS ARE LESS TIME-TAKING AND COST EFFECTIVE:
Since aptitude tests are usually group tests, a large number of candidates can take the
test simultaneously.
Many of the aptitude tests can now be administered online.
This expedites the scoring process.
LIMITATIONS OF APTITUDE TESTS :
1.APTITUDE TESTS ARE CULTURALLY BIASED:
Performance on a test depends on the individual’s social and cultural experiences,
such as her/his upbringing, education and environmental opportunities etc.
Most aptitude tests do not favour minority and economically disadvantaged students.
If an aptitude test require proficiency in English language and the test taker’s mother
tongue is not English, the test scores would not reflect her/his true potentiality.
2.APTITUDES DO NOT NECESSARILY RESULT IN GOOD PERFORMANCE:
An aptitude test always predicts the probability of performance/success.
There is never any certainty that the prediction will come true.
Besides aptitude, there are also other factors like training, motivation and interest
which contribute to success.
3.APTITUDE TESTS NEED CONSTANT MODIFICATION:
With technological advancements and organizational changes, job descriptions and
requirements are also changing.
New types of jobs are evolving.
Unless aptitude tests change according to the organization’s evolving needs, existing
tests may not be of much help.
4.TEST ANXIETY MAY AFFECT PERFORMANCE NEGATIVELY:
While taking the aptitude test, the test taker may be apprehensive of her/his
performance due to test anxiety.
This would result in a decrease in performance.
Thus, the scores may not be indicative of her/ his true ability.
CONCLUSION:
Aptitude test are very essential for the employers in the selection of employees in the
selection of employees with appropriate aptitude towards their profession.
Aptitude can be simply understood as an ability to acquire a specific type of skill or
knowledge.
It refers to one’s potentialities.
It is the result of interaction of heredity and environment.
Aptitude embraces any characteristic which contributes to learning, including
intelligence, achievement, personality, interests and skills.
These are the qualities of an individual that can be harnessed by appropriate training.
BIBLIOGRAPHY:
D,Elakkuvana bhaskara raj and Nima bhaskar , A Textbook of Nursing Education,
Emmess Medical Publisher , Edition 2013 . Page No:274 -275.
Neerja KP, Text Book of Communication and Education Technology for Nurses,
Jaypee Brothers Medical Publisher,1stedition 2003, Page no:430-441
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