How to Create Your Own Aptitude Test
What are the tips and benefits?
In recent years, many companies have introduced aptitude tests as part of their hiring process. There are different types of aptitude tests and the data varies depending on which one is utilized. However, some companies may be looking for what is the right fit for their organization to gather the appropriate data.
This article explains the tips for conducting them including the benefits, the variety types of methods and more.
Also, we will introduce the measures to design your own tests which meet your needs for your recruitment strategies and personal assessment. If you are struggling to hire employees and to assess individual abilities, this article will be helpful.
Why are aptitude tests useful?
An aptitude test is a method to measure individual aptitude for a job or a new position. It is used to assess a wide range of abilities including basic job skills, personality, adaptability to the workplace, common sense and more.
Below are some examples of situations where aptitude tests are useful and the benefits of implementing them.
Promote your company name
Aptitude tests are not just tests. You can utilize them as a tool to promote your company name.
In many cases, candidates, especially students and new graduates, are wondering if what kind of job is the right fit for them, and aptitude tests will help them to analyze objectively
evaluate their abilities and tendencies.
If they can receive individual feedback from your side after taking the test, it may possibly lead to an increase in the number of applications for it since it will be a great opportunity to know themselves by direct opinions from employees on-site in addition to the test result.
When you start working on the hiring process for new grades, promote the aptitude test during internship or at the beginning of the process because students have a tendency to start analyzing themselves during such periods.
Improve your brand image
Feedback interviews to the aptitude test will be great opportunities to make contact with examinees. In addition to showcasing your company, being courteous and approachable during the interview will make your company look more attractive. They may like the atmosphere including your company culture and personality of employees in charge of the feedback. If examinees focus on the human relationships at a workplace, communication during the interview will play an important role.
When conducting such interviews, it will be essential to select an aptitude test which provides clear test results for examinees.
Utilize as a recruitment test
Aptitude tests are useful in evaluating applicants’ personality, basic job skills and common sense which are difficult to see in an interview. They will prevent mismatches between a company and its human resources by analyzing the data since the test result shows how much they are a good fit for your company and positions that they are going to be.
It is difficult to grasp an applicant's personality only through an interview, and it can possibly happen to be biased in his or her evaluation depending on the interviewers. In that point of view, aptitude tests will play an important role to provide objective and impartial evaluation on each applicant., which leads to reducing the burden on human resource personnel during the selection process as a result.
It should be noted, however, that a poor aptitude test result does not always mean that the applicant is not suitable for the job.
What can you measure with aptitude tests?
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 items according to what you are supposed to measure. You can also 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
This test is used to determine an applicant’s cognitive ability. It includes, for example, reasoning tests, numerical reasoning tests, critical thinking tests and so on. Examiners evaluate whether he or she has abilities to acquire skills and knowledge required at a workplace.
The questions have similarities to those on an achievement test such as basic reading and calculation comprehensions. In general, the question level is not very high.
Personality test
Personality test quantifies an applicant's personality, such as human nature and values, and measures whether he or she is the right fit for a workplace or a role. Also, this test assesses whether the applicant is close to the type of person a company is looking for.
The test results are useful not only in the selection process, but also in determining post-employment assignments and human resource development. In addition to the adaptability at a workplace, they can measure willingness to be an asset to the company after joining it as well as stress tolerance.
Knowing what types of stress the applicant vulnerables to can help you avoid the risk of early resignation.
Test format
There are two types of aptitude test formats: paper-based and web-based. As for test sites, select a venue depending on the purpose comparing the pros and cons.
Paper-based test
A paper-based test is a written test. Since the test is administered by gathering examinees at a venue, it is necessary to arrange the place and provide supervisors and other personnel. Instead of the burden, it is expected to reduce the risk of fraud by monitoring.
Talking about the types, paper-based tests are categorized into two types: one is the objective type and the other is descriptive. The former is easy to score and tabulate since the answers are selectable. On the other hand, the latter allows you to measure individual writing skills.
Web-based test
A web-based test is conducted through the internet. Applicants use digital devices such as laptops or smartphones, which allows them to take the test wherever they are as long as the internet is connected. The biggest advantage is that 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 a test at a test center, examinees go to a venue located in major cities. Generally speaking, the test tends to be outsourced and conducted by aptitude test providers. The biggest advantage of outsourcing is reducing the amount of time and effort to prepare for and gather data after conducting the test. In addition, the risk of fraud will also be reduced since supervisors are assigned at a test site. Instead of these benefits, it should be noted that there is a cost associated with outsourcing.
Although examinees are required to travel to the venue, it will result in less of a burden compared to conducting the test in-house because they can choose the closest place. Compare the pros and cons of outsourcing and choose the best way for your purpose.
Back to ContentsTips for conducting proper aptitude test
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
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 the hiring process or for human resource development. Clear goals will help you find the appropriate test format and the proper use of the budget that can be allocated for it.
Balance between questions and time
In order to gather accurate data, the balance between the number of questions and answer time will be vital components. If examinees do not have time to answer all questions because of the difficulties or a large number of questions, it is difficult to measure detailed test results properly.
Also, extremely long or short test time will bring a negative impression on your organization. Due to the widespread use of social media, physical and mental burden on applicants could be a trigger to spread unpleasant comments.
Particular attention should be paid to cases where both private and in-house tests are used, as they tend to have a larger number of questions and a longer test time.
Gather more detailed data
Although the test time should be taken into account as written above, combining outsourced tests with in-house tests makes it relatively easy to measure detailed data. Outsourced tests, for example, are recommended to measure basic academic skills and personality while in-house tests are an effective use for specialized areas.
In-house development content will require time and effort to create questions. So as to lighten the burdens, take advantage of outsourced content to assess the basic skills and knowledge. In this case, you can utilize the in-house tests to compensate for the part you cannot evaluate from the outsourced test alone. These two types of tests provide both basic and specific results, which will help you gather more accurate data you want for the hiring process.
Back to ContentsFor aptitude tests, we recommend learningBOX's diagnostic test creation function!
To conduct an aptitude test, the learningBOXDiagnostic test creation functionis recommended.
The Diagnostic Test Creation function is a feature that allows the administrator to determine the characteristics and knowledge level of the learner. Learners can answer various questions prepared by the administrator and see the results according to their answers.
For example, an aptitude test for employment selection would have questions that measure the skills and abilities required for the position sought.
Based on the results of the analysis, you will be able to take appropriate action according to the aptitude and ability of the learner. In the case of employment selection, it can also be used as a reference for hiring decisions.
In addition to creating diagnostic tests, you can also manage test implementation status and results. When conducting aptitude tests, why not try using learningBOX's diagnostic test creation function?
Back to ContentsCreate your own aptitude tests
As well as the common use for the hiring process, aptitude tests can be a great tool for personnel evaluation and staffing. Moreover, they will enhance opportunities for promoting your company name when you take advantage of the diversities.
What is the purpose of implementing aptitude tests? Is the test format and content appropriate to gather results which you want for your strategies? Clear purpose is a shortcut to achieve your goals.
Our e-learning system " learningBOXis recommended for those who wish to create their own original aptitude tests, as it has a diagnostic test creation function.
Up to 10 accounts available for Free Plan without trial period. Why don't you start our trial? Click here to learn more about our system.
If you are struggling to develop content in-house for aptitude tests, learningBOX will be a big help.
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