How to create an aptitude test suitable for your company? Introducing tips and situations where it can be used.

learningBOX, Admin Blog

How to create an aptitude test suitable for your company? Introducing tips and situations where it can be used.

In recent years, many companies have introduced aptitude tests as part of their hiring process. The data that can be measured and the methods of utilization vary depending on the content of the test, but some may say, "I want to know which aptitude test can measure the data that my company is looking for.

In this article, we will explain the basics of aptitude tests, including tips for conducting aptitude tests that are appropriate for your company, as well as the benefits of conducting aptitude tests and the format in which they are administered.
We will also introduce services that can create original aptitude tests, so please refer to them if you are having trouble with recruitment activities or personnel evaluation.

Contents

  1. In what situations are aptitude tests useful?
  2. What does the aptitude test measure?
  3. Aptitude test test format
  4. Tips for conducting aptitude tests appropriate for your company
  5. Original aptitude tests are more practical with tools

 

In what situations are aptitude tests useful?

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An aptitude test is a test to diagnose a person's aptitude for a job or a new position. The test can be used to diagnose a wide range of things, including basic skills, personality, adaptability to the workplace, and general common sense.

Below are some examples of situations where aptitude tests are useful and the benefits of implementing them.

Increased visibility of your company

By advertising during the hiring process that "we will provide individualized feedback on the results of the aptitude test," you can expect to increase your company's visibility. Most job hunters are searching for the kind of company that is right for them. An aptitude test that provides an objective diagnosis of the trends in the type of work for which you are suited will be very useful.

In addition to the test results, it is a valuable opportunity for the examinees to hear the opinions of the field side. It will be an opportunity for the examinee to get to know the company by saying, "That company gives me feedback on my aptitude test, so I might want to apply there. If you are using aptitude tests for new graduate recruitment, it is particularly effective to use them during the internship period or in the early stages of new graduate recruitment, when students are more motivated to analyze themselves.

Make your company look attractive

By conducting feedback interviews in addition to the aptitude test, you can create opportunities to make contact with examinees. In addition to providing more opportunities to showcase your company, if you are courteous and approachable to the examinees during the interview, you can make your company look more attractive, such as "I feel like I will be followed closely after joining the company," or "I would like to work here because the atmosphere seems good.

If a feedback interview is to be conducted, you must choose an appropriate test that provides a feedback sheet that is easy for the examinee to see and understand.

Selection by employment examination

Aptitude tests are useful in determining personality, basic skills, and general common sense, which are difficult to see in an interview. It is possible to prevent mismatches between a company and its human resources by providing data on whether an applicant is a good fit for the company and the type of work he/she is suited for.

It is difficult to grasp an applicant's personality only through dialogue such as an interview, and it is not uncommon for the interviewer to be biased in his or her evaluation of the applicant. An aptitude test that can evaluate applicants objectively and impartially can reduce the burden on human resource personnel during the selection process.
It should be noted, however, that a poor aptitude test result does not necessarily mean that the applicant is not suitable for the job.
 

What does the aptitude test measure?

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The items measured in aptitude tests are mainly divided into two categories: ability tests and personality tests. Since the data obtained from each of these tests is different, select the test items according to what you want to measure. It is also possible to conduct only one of the two tests.

The following sections describe the elements that can be measured by the ability and personality tests.

Ability test: Measures basic abilities such as reading comprehension, calculation, graphics, and general common sense

The ability test is a test that measures whether an applicant has the ability to acquire or practice the skills and knowledge required for a job, and whether he or she has the ability to think and respond in order to perform the job, from the perspective of logical thinking, numerical processing ability, and so on.

The questions are similar to those on a general achievement test, such as whether the examinee can read sentences correctly and perform simple calculations, and are not very difficult.

Personality test: measures human nature, cooperativeness, etc.

Personality tests quantify an applicant's personality, such as human nature and values, and measure whether the applicant will fit in at the workplace and whether the applicant is close to the type of person the company is looking for.
Personality test results are useful not only in employment screening, but also in determining post-employment assignments and human resource development.

In addition, although it is a separate test from the personality test, it can also measure workplace adaptability, such as willingness to be an asset to the company after joining the company and willingness to work, as well as stress tolerance.
Knowing what types of stress you are vulnerable to can help you avoid the risk of early separation from the workforce.
 

Aptitude test test format

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There are two types of aptitude test formats: paper tests and web tests. While it is possible to take the test at your company's testing site, it may also be convenient to take the test at one of our nationwide testing centers. Each testing method and venue has its own advantages and disadvantages.

written test

A paper test is a written test. Since the test is administered by gathering examinees at a venue, it is necessary to arrange a venue and provide supervisors and other personnel, but the risk of fraud can be reduced by setting the venue and time.

There are two types of paper tests: objective and descriptive. The objective type is easy to score and tabulate, while the descriptive type is unique in that it can also measure writing ability.

Web Test

A web test is a test conducted over the Internet from a computer or smartphone. Since the test can be taken at any time and place as long as there is an Internet environment, there is no need to arrange a large venue or assign a supervisor, thereby reducing costs.

Web testing, which can be taken anytime and anywhere, is attractive because it is less burdensome for the examinee and less complicated for the company to compile and analyze test results.

Test Center

When taking the test at a test center, test takers go to test sites located in major cities throughout Japan. Generally, the test centers are operated by aptitude test providers, so the testing itself can be outsourced, reducing the amount of time and effort required. Since supervisors are assigned to the test, the risk of fraud is also reduced.

Test takers must travel to the venue, but since test centers are located nationwide, this reduces the burden of travel compared to conducting the test in-house. However, it should be noted that there is a cost associated with outsourcing.
 

Tips for conducting aptitude tests appropriate for your company

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The advantage of private aptitude tests is that they are easy to use, but they do not necessarily match the culture of the company or the items to be tested. In order to implement an ideal aptitude test, it is necessary to consider various points, such as setting objectives, the number of questions, and the balance of response time.

Below are some ideas and tips for creating an aptitude test suitable for your company.

Define the purpose of conducting aptitude tests

Since each company offering aptitude tests differs in terms of test items, intended use, and testing methods, it is important to clarify the purpose of implementing the tests at your company.

When creating questions in-house, it is important to clarify the purpose of the aptitude test, such as whether the test will be used for employment selection or for assignment and human resource development, and to consider the desired test format and the budget that can be allocated for the test.

Consider the balance between the number of questions and response time.

In aptitude tests, it is also important to balance the number of questions and response time. If the number of difficult questions or the number of questions is too large and the response time is too short, the applicant may not be able to answer all the questions in time and accurate data may not be measured.

The length of the test may also be too long, which may cause physical and mental strain on the examinee and hinder the accurate measurement of data, and may also cause the examinee to convey a negative image of "this company's aptitude test is too short or too long" to others through social networking sites.
Particular attention should be paid to cases where both private tests and the company's own original tests are used, as these tests tend to have a larger number of questions and a longer test time.

Use in conjunction with private testing to get more detailed data.

Combining private sector tests with in-house original tests makes it relatively easy to measure detailed data. It is recommended that private tests be used to measure basic academic skills and personality, while original tests be used for more specialized areas or areas that are difficult to discern with private tests.

If all of the questions are original, it will require more effort and cost to create the questions. It is recommended to use private tests for the basic content, and to use original tests for the parts of the test that cannot be determined from private test data alone. This not only saves time and effort in creating questions, but also provides a more accurate measure of the data you are looking for.
 

Original aptitude tests are more practical with tools

Aptitude tests are commonly used as a means of employment selection, but they can also be used for personnel evaluation and staffing, and can also be useful in appealing to people seeking employment or changing jobs. Aptitude tests vary in format and test items. After understanding the usefulness of aptitude tests, clarify the purpose of implementing aptitude tests in your company and consider the direction of the test content.

For those who wish to create their own original aptitude tests, we recommend our learning management system "learningBOX," which offers a wide range of functions necessary for e-learning.
LearningBOX can be configured in detail according to learning patterns such as classes and qualification exams, and web tests can be conducted by creating content for aptitude tests.

Up to 10 accounts available for free and indefinitelyFree PlanYou can use the system on a trial basis first, as there is also a You can learn more about the system and how to use it.Materialsis also available. If you are having trouble creating and implementing original aptitude tests, please consider learningBOX.


 

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