13 Different Types of Aptitude Tests (2022)

ZA POMOCĄ ASAVARI SHARMAContent marketer at Adaface

13 Different Types of Aptitude Tests (2)

Hiring quality talent is the chief goal of every recruitment program - and yet, at the end of the onboarding process, recruiters often find skill gaps in the people they have chosen.

Clearly, they are unable to get a complete picture of their candidates' abilities somewhere down the line despite assessing resumes and conducting structured interviews.

Are you in a similar boat? According to Bersin by Deloitte, the average cost per hire in the US is $4,000. No company can afford to hire someone after investing much time and money only to find that the person is a bad fit!

In this regard, pre-employment aptitude tests are an objective way to evaluate a candidate's skills and shortlist only those who meet specific hiring criteria. Let us take a closer look:

What are aptitude tests?

We will talk about the basics first. What is aptitude? Essentially, it is the inherent ability to perform certain tasks well. There are different types of aptitude, such as mental prowess, a flair for conversation, or an innate talent for painting.

Different jobs require their aptitudes to be completed - the aptitude needed to be a good banker, for instance, is different from what it takes to be a good churchwarden.

An aptitude test evaluates a candidate's ability based on the specific skills needed for a particular job. Such tests are candidates' most accurate predictors of job performance and success.


The tests are structured to deliver universally accepted results by recruiters and assess a candidate's responses to various situations in addition to how well they can solve problems and execute tasks.

Aptitude tests are handy for hiring for all kinds of job roles and hierarchies - from campus hiring and entry-level assistant jobs to analytical and executive-level roles.

What is more - aptitude tests (situational judgment and personality testing) are also conducted for recruiting C-suite-level executives.

13 Different Types of Aptitude Tests (3)

Depending on the skill being tested for, an aptitude test can have a number of formats - numerical, verbal, non-verbal, and abstract.

By incorporating aptitude tests into the recruitment process, hiring managers can quickly filter out the candidates with the optimal mix of skills rather than having to interview them all individually to find out.

Tests like this also help keep things objective and accurate, which benefits both the company and the candidate pool.

Types of aptitude tests

Choosing the proper test for a recruitment process is critical, as the results play a big part in determining the candidate's overall suitability for the job. Here are the top 13 commonly used aptitude tests:

1. Syllogisms

Syllogism is a popular psychometric test that assesses logical reasoning and deductive skills. It consists of a central premise, a minor premise, and a conclusion that follows from those two premises. The candidate is asked to state whether the given conclusion logically follows from the information in the premises.

2. Vocabulary test

This is a standardized psychometric test that assesses the candidate's vocabulary. It is commonly used in jobs related to communications or education.

(Video) APTITUDE TEST Questions and ANSWERS! (How To Pass a JOB Aptitude Test in 2021!)

3. Word problem test

This math test includes word problems that the candidate has to read, understand, and then solve. It tests reading and comprehension skills in addition to numerical ability.

4. Verbal analogy test

This measures a candidate's fluency in English and their ability to understand the relationships between complex ideas. It is often featured in tests like the SAT or GRE.

5. Numerical reasoning test

This is a standardized test that captures the candidate's general numerical aptitude. A numerical reasoning test is commonly used to measure how well the candidate can handle numerical data in a job setting, such as bookkeeping or running numbers for a machine learning algorithm.

6. Verbal reasoning test

This kind of test assesses the candidate's ability to process written material and reach factual conclusions from it. The verbal reasoning test could involve a series of true or false questions or ask the candidate to write a short summary of the salient facts in the material. The nature of the material could vary depending on the industry being tested for.

The test screens for verbal ability skills and shortlists candidates who can write and articulate concisely and clearly. Candidates must demonstrate an understanding of written English and must communicate effectively in business situations.

7. Spatial reasoning test

This measures the candidate's innate ability to remember shapes, detect patterns in their structure and sequence and manipulate them without physically touching them. Spatial reasoning is a critical ability in various technical fields, astronomy, and the natural sciences. It is also used to test for physically demanding jobs like military positions or field guides.

8. Critical thinking test

This test evaluates a candidate's ability to identify inconsistencies in reasoning, recognize assumptions, evaluate arguments, calculate possible outcomes of a decision, and make an objective decision.

Recruiters conduct critical thinking tests to screen candidates for roles requiring strong decision-making abilities.

9. Number sequence test

This measures numerical ability in the specific context of number sequences. Typically, the candidate will be given a series of numbers and asked to find the missing one or the one that comes next in the sequence. The answer is derived by looking at the arithmetic relationship among the numbers, usually determined by addition, subtraction, multiplication, and/or division.

10. Mental arithmetic test

This measures numerical ability but is more of a speed test context than numerical reasoning tests. Typically, the candidate will be asked to quickly calculate the answers to arithmetic problems posed in rapid sequence. It measures the ability to quickly process information and deliver the right answer in minimal time.

(Video) How to Pass Aptitude Test: Questions with Answers and Solutions

11. Data interpretation test

If you want to evaluate a candidate's ability to analyze complex data, structure observations, and extract meaningful insights from meaningful data sources such as charts, tables, and graphs, then a data interpretation test is necessary.

12. Situational judgment test

This test assesses the candidate's ability to solve problems in work-based scenarios like coworker tension or manager-subordinate relations. It demonstrates how the candidate might behave in day-to-day job situations and shows the company whether the candidate's approach fits in with the rest of the team's. Recruiters conduct situational judgment tests to evaluate emotional intelligence, teamwork, awareness, and communication skills.

13. Watson Glaser critical thinking test

This critical reasoning test is commonly used to recruit people at the professional or managerial level. It assesses the candidate's ability to process evidence, make inferences and generalizations through applying logic, and reach conclusions. Critical thinking tests are a good measure of judgment, creativity, and problem-solving ability.

How aptitude tests can help with recruitment

Traditional screening methods included resume filters, telephonic interviews, and in-person interviews. While these continue to be an essential part of the selection process, they often do not provide enough insight into a candidate's core competencies.

On the other hand, an aptitude test is designed to assess candidates solely based on specific skills. There are several advantages to incorporating one into the recruitment process, which we discuss as follows:

1. Time saved

The first and most apparent benefit is the time saved. You need no longer invest your valuable time trying to sift through hundreds of applications. Instead, you get a curated list of only those applicants who made the cut on the test and thus are sure to bring only those skills onboard that the job requires.

2. Easy skill-filtering

Most modern aptitude test platforms come with an analytics feature that provides recruiters with a skills matrix of sorts or detailed insights on each candidate's performance, making it easy to see each candidate's strengths and weaknesses - and thus, what kind of training they may need.

3. Wider talent pool

Aptitude tests are conducted online and thus allow candidates to respond from any location. This makes reaching a wider talent pool easier and is also pandemic-friendly.

Aptitude tests also help carry out mass hiring strategies and empower you to automate pre-screening, taking pre-employment tests of applicants, and interview scheduling at scale.

4. No malpractice

Testing platforms usually come with an in-built proctoring solution to ensure that candidates respond fairly without attempting malpractice.

(Video) Non-Verbal Reasoning Test Questions and Answers (PASS!)

You can gather more data points if you cannot predict a candidate's potential performance once hired. Aptitude tests offer detailed information about a candidate and often highlight extra information that helps you make the best possible hire.

5. Multi-level testing

Recruiters can schedule multiple aptitude tests at different points during the hiring process for more advanced filtering. For instance, an initial test could evaluate general numerical and verbal ability, while the ones, later on, could test advanced verbal analogy and situational judgment skills.

6. No bias or discrimination

Aptitude tests are entirely objective and accurate, which removes unconscious biases in hiring and selecting truly talented candidates for any job.

Over to you

In short, an aptitude test can be instrumental in simplifying the recruitment process and ensuring that each team gets the highest-quality candidates.

With so many tests to choose from, companies in any industry will find one that suits their unique hiring needs. Consider shifting to aptitude tests today to save time and effort while attracting the best long-term hires year-round.

Test candidates for on-the-job skills with Adaface and find the most qualified candidates. Using our platform, you can automatically grade, rank, and benchmark candidates once they complete the test.

13 Different Types of Aptitude Tests (4)

Results are displayed along with scores and a breakdown of achievements for individual skill sets. This makes it easy for recruiters like yourself to spot top-performing candidates since they are benchmarked against the rest of the candidates.

So what are you waiting for? If you would like to change how you identify the top talent for your company through aptitude tests, hopefully, this blog has given you the perfect start. Good luck!


How many types of aptitude test are there? ›

There are mainly three parts to an aptitude test. They are:Numerical reasoning,Logical ability,Verbal ability. But based on the job's needs, other kinds of aptitude tests are also used for specific roles. For example, visual reasoning is used to assess designers.

What are different types of aptitude? ›

Types of aptitude
  • Logical aptitude.
  • Spatial aptitude.
  • Organisational aptitude.
  • Physical aptitude.
  • Mechanical aptitude.
  • Science, technology, engineering and math (STEM) aptitude.
  • Linguistic aptitude.

What are the aptitude tests? ›

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 your ability to perform tasks and react to situations at work. This includes problem-solving, prioritisation and numerical skills, amongst other things.

What are aptitude tests for students? ›

An aptitude test is an exam used to determine an individual's skill or propensity to succeed in a given activity. Aptitude tests assume that individuals have inherent strengths and weaknesses and have a natural inclination toward success or failure in specific areas based on their innate characteristics.

Why are aptitude tests important? ›

An aptitude test plays an important role in understanding the personality of the person. When a person is aware of one's strength, they can make an informed decision. Students can gain the requisite skills based on the outcome of the aptitude assessment which helps them succeed in their chosen career or profession.

What is visual aptitude test? ›

This test assesses candidates' ability to spot small visual quality differences in products. It taps both visual acuity and attention to detail.

Why Aptitude Test is used in education? ›

An aptitude test helps students understand the area of interest and strengths better. It provides clarity to students on which career path is most suited based on their skill sets. Aptitude tests are designed to determine an individual's skill or ability to succeed in a particular niche/field.

Is an IQ test an aptitude test? ›

Simply put, an IQ (Intelligence Quotient) test measures statistically how intelligent a person is while an aptitude (General Intelligence) test measures how well that person can apply their intelligence to different scenarios.

What is an example of aptitude? ›

What are aptitudes? Aptitudes are an individual's inherent talents and abilities for learning or doing certain things in different areas. For example, a person's ability to carry a tune is considered an aptitude. Most people have several related talents, such as singing, reading music, and playing a musical instrument.

How do you master aptitude test? ›

But for now, let's get started with the tips...
  1. Test Tip 1: Practice. ...
  2. Test Tip 2: Know your test. ...
  3. Test Tip 3: Don't get your friends to help. ...
  4. Test Tip 4: Make the most of online tests. ...
  5. Test Tip 5: Realistic simulation. ...
  6. Test Tip 6: Be alert and stay focused. ...
  7. Test Tip 7: Ask for feedback. ...
  8. Test Tip 8: Know when to move on.

Can you fail aptitude test? ›

An employment aptitude test is not a pass or fail exam. Although there are right and wrong answers, a candidate cannot fail. Rushing through the questions or spending too long on a specific question can result in a low score. So, the candidate needs to answer the questions to the best of their ability.

Do aptitude tests matter? ›

They are used to assess candidates in terms of their skills, knowledge, ability and personality. Aptitude tests are an accurate way of predicting the potential contribution of a candidate and the likelihood of them achieving success within the organization.

Is an IQ test an aptitude test? ›

Simply put, an IQ (Intelligence Quotient) test measures statistically how intelligent a person is while an aptitude (General Intelligence) test measures how well that person can apply their intelligence to different scenarios.

What is multiple aptitude test? ›

a battery of separate tests designed to measure a wide range of relatively independent functions and to yield a profile of a person's abilities in different areas, as contrasted with a single global IQ. Different batteries measure different patterns of abilities.

How can I prepare for aptitude test? ›

But for now, let's get started with the tips...
  1. Test Tip 1: Practice. ...
  2. Test Tip 2: Know your test. ...
  3. Test Tip 3: Don't get your friends to help. ...
  4. Test Tip 4: Make the most of online tests. ...
  5. Test Tip 5: Realistic simulation. ...
  6. Test Tip 6: Be alert and stay focused. ...
  7. Test Tip 7: Ask for feedback. ...
  8. Test Tip 8: Know when to move on.

Learn what a Ramsay mechanical test is, how they're scored and what competencies are assessed. Then practice online MAT-4 questions with answers explained.

Like many aptitude tests, there is no previous knowledge of the job or role needed in a mechanical reasoning assessment , but a sound understanding of mechanics and physics is important.. There are a wide range of employers that use Ramsay mechanical aptitude tests as part of their pre-employment screening process.. The Ramsay MAT-4 is a multiple-choice assessment, presented as a series of images, diagrams or illustrations – usually of everyday objects – with a mechanical or physics-related question.. Ramsay creates tests based on specific industries and job roles, so the assessments themselves can differ depending on the job applied for.. As with any aptitude test, specific knowledge is not required – but you do need to have a solid scientific and mechanical knowledge to be able to answer the questions correctly.

Applying for a role in the public sector? Prepare for the 2022 online assessment tests with 17 practice tests and 224 questions & answers written by experts.

These types of establishments are not set out to make a profit but simply reinvest revenue back into the business objectives.. Public service – these are services provided by government to people living within its jurisdiction.. In the UK there are more than 5.4 million people employed by the Public Sector.. There are a range of opportunities within this sector, especially for the younger generation as there are over 4,000 positions each year for graduates.. Below we have highlighted some of the key qualities that are required in the Public Sector:. Most roles within this sector are highly regulated and as such you will be required to write reports, which will require strong writing skills.. Patience and resilience; it is likely that you will be working with vulnerable individuals.. You will need to inspire people in order to bring the best out of them.. These tests are an opportunity for you to show creative flare and ‘outside the box’ thinking.. The numerical reasoning test assesses your ability to evaluate, analyze, and interpret numerical information that will be provided to you in charts, graphs, and tables.. It’s particularly to practice numerical reasoning tests before you take the exams to improve your accuracy and the speed you can answer the questions.

Full step-by-step 2022 Deloitte Ultimate Assessment Guide for candidates (jobs, internships, graduate schemes). Practice tests for Deloitte. Online Immersive assessment. Tips to pass tests and video interview.

Fill in your Deloitte application online Answer each and any question asked honestly Match your application to Deloitte’s core values Use keywords from the job post in your resume. Deloitte Online Application Deloitte Online Immersive Assessment: Online Aptitude Tests Deloitte Job Simulation: HireVue Video Assessment Deloitte Interview and Presentation Deloitte Graduate Programmes Deloitte Assessment – FAQ. In the Deloitte Online Immersive Assessment you are expected to answer questions ranging from numeracy to situational judgement questions as you work through a scenario based assessment .. The difficulty of Deloitte Online Immersive Assessment is that you yourself need to work out where to gather the data and information from, as this assessment is no longer in the style of standard aptitude tests, which usually present one passage and corresponding question at the time.. In Deloitte’s reasoning numerical test you will be presented with a few passages with tables, charts and other types of data presentation, and will be required to quickly analyse the information given and answer questions There is no actual time limit, however you will be expected to answer all 21 questions in a timely manner.. In the Deloitte Job Simulation assessment , you will find a variety of questions that come in different formats including, written video, multiple choice responses, Deloitte email task and rank order questions.. While answering Deloitte’s Job Simulation questions, especially with situational judgement questions, try to put yourself in the context presented in the prompt and consider what course of action would be ideal for the Deloitte employee.. Candidates who have made it to Deloitte’s online assessment round will typically be asked to complete a Deloitte email task among the other tests.. Deloitte Graduate Programme Deloitte Career Shapers Spring into Deloitte Summer Vacation Scheme Industrial Placement BrightStart Higher Apprenticeships Entry Level Apprenticeships. Deloitte typically conducts 3-4 rounds of assessment tests, these tests include: – Deloitte assessment tests include: – Numerical reasoning tests – Situational judgement tests – Verbal ability tests – Video-based interview (HireVue) – In-tray and e-tray exercises – Live interview – Presentation and / or a group exercise

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