An aptitude assessment measures a person’s fluid intelligence – how quickly they can learn and retain new skills and procedures. Aptitude tests are an accurate and reliable predictor of a person’s development potential.
Whilst academic achievement undoubtedly plays a large part in selection and management decisions, it is not a truly effective measure of a person’s mental ability and potential.
Aptitude testing offers a more objective way to assess a person’s abilities. Aptitude tests can provide the answers to question such as:
- Can this person think on their feet?
- Can they cope with the mental demands of the job?
- How able are they to thrive in a high change or dynamic environment?
- Could this person be a high flyer?
- Is this person a problem solver?
Where do employers use aptitude tests?
Aptitude assessments are used in recruitment, retention, development, and performance management. They can assist businesses to recruit people who get up to speed rapidly, resolve issues around high staff turnover, identify talent for succession planning or management programmes, and boost the effectiveness of a company’s people managers.
What do aptitude tests measure?
These assessments are designed to measure your potential rather than your knowledge. They commonly include verbal, numerical and reasoning tests. For example numerical tests are designed to measure how quickly and deftly your mind can manipulate numbers - not how accurately you can do algebra or quadratic equations.
An individual’s aptitude profile can tell you if that person is likely to be able to think on their feet and cope with the mental demands of the job.
The results are used to give businesses an objective assessment of a person’s abilities, and to provide a greater level of certainty when companies make people decisions.
Take a look at a sample GIA report