Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
The hiring process demands time and effort. However, the race to fill positions fast and eliminate work disruption encourages organizations to hire quickly, often leading to unsuitable hires.
According to research by CareerBuilder, the average cost of one bad hire is nearly US$15,000.
One reason behind mis-hires is reliance on traditional hiring practices. The conventional methods use a candidate’s CV to measure their suitability for the open position. Hiring managers also rely on their intuition and information gleaned from an interview to validate the final selection.
One way to mitigate this challenge is by using different types of aptitude tests.
An aptitude test is a widely accepted medium for employers to evaluate candidates’ intelligence and abilities during hiring. It has different formats depending on the skill being assessed. These tests are designed to gauge how candidates react to a specific situation besides their ability to perform tasks or solve problems.
Additionally, using aptitude tests help:
Abstract Reasoning Test assesses candidates’ ability to think laterally and from unique perspectives. It also considers the ability to make logical connections from the available sets of information.
A high level of abstract reasoning is related to creativity and helps solve novel problems. Therefore, learning new skills is easy for people with strong abstract reasoning abilities as they can process ambiguous information effectively.
On-the-job application of abstract reasoning:
Spatial Reasoning Test evaluates candidates’ ability to understand and visualize two-dimensional and three-dimensional patterns and shapes.
On-the-job application of spatial reasoning:
Verbal Ability Test evaluates an individual’s command of language and is one of the critical aspects of ensuring good communication. Recruiters can assess candidates’ job readiness and evaluate their working skills using language and comprehension.
On-the-job application of verbal ability:
Logical Reasoning Test evaluates candidates on their logical inference. It is candidates’ ability to draw sensible conclusions based on given information and statements. Logical thinking is critical in daily life and various business scenarios. Likewise, critical thinking is a creative way to approach a problem involving validations using comprehensive judgment and assumptions.
On-the-job application of logical and critical reasoning:
Visual reasoning skills are candidates’ ability to create a mental image of an object to find a conclusion. It is also an effective tool for making technological designs. Hence, Visual Reasoning Test helps evaluate candidates’ non-verbal abilities.
On-the-job application of visual reasoning:
Decision-making is assessing various aspects of a problem and deciding on a solution using skills and acquired knowledge. Decision-Making Test have situational questions that seek sound judgment from the candidate.
On-the-job application of decision-making skills:
When using a CV for screening, any candidate may be projected as ideal for a job position based on the information present. However, aptitude tests help gauge candidates objectively, allowing accurate, data-backed evaluation.
Pre-employment aptitude tests help organizations find top talent by measuring the following:
Aptitude tests help evaluate soft skills, such as teamwork, leadership, communication, and the ability to perform under pressure.
Aptitude tests help assess candidates' inherent strengths, like logical reasoning, problem-solving skills, and attention to detail. These intrinsic qualities are hard to measure with other conventional hiring techniques.
Aptitude tests give organizations valuable insights into applicants' potential. This helps the organization predict a candidate's future work-based performance.
Aptitude tests evaluate the work values, ethics, and personal motivation of candidates with ease.
Organizations can easily assess targeted work competencies using different types of aptitude tests, depending on the job’s requirements. However, three core competencies are essential, irrespective of the industry:
This is the ability to use available information using numerical and analytical reasoning.
This refers to finding creative solutions to existing problems using abstract reasoning.
This refers to solving problems using rational and logical thinking. It also involves the ability to think of 'out-of-the-box' solutions.
To help organizations measure the abovementioned competencies, Mercer | Mettl offers reliable and scientifically validated tests designed by leading industry experts. Some of the tests provided by Mercer | Mettl are:
Mercer | Mettl has an existing question bank of more than one million+ questions covering 3000 skills. Organizations also have the power to customize their question banks.
Furthermore, the Mercer | Mettl proctoring tool ensures that the integrity of the assessments is maintained. Organizations can opt for ID-based authentication along with AI-based and human proctoring for anti-cheating controls.
Once aptitude tests are administered, the reports generated are specific to each candidate. These reports are benchmarked to organizational standards and offer a clear picture of how well the candidate will perform if hired.
Using different types of aptitude tests is a proven way to measure candidates’ abilities and potential to improve those abilities with appropriate training. Since people differ in skills and abilities, an aptitude test is a method to understand and gauge their talent. It helps recruiters gain predictive insights into the candidates for various job roles.
There are different types of aptitude tests, and recruiters must be aware of the most suitable ones for specific job roles. Here are a few examples of the questions asked in aptitude tests.Question 1: The daily income of two people is in the ratio of 4:7. If each receives an increment of US$10 in their daily income, the ratio is altered to 3:5, find their daily salaries. (Choose the right option) --a. USD120 and USD210,b. USD180 and USD315,c. USD80 and USD140,d. USD200 & USD350.Question 2: In a certain coding system, ‘APRIL’ is written as ‘CSVNR.’ How will you code ‘AUGUST’? (Choose the right option) --a. CXKZXZ,b. CXKZYA,c. CWIWUV,d. CXZKZ.
There are mainly three parts to an aptitude test. They are:Numerical reasoningLogical abilityVerbal abilityBut 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.
It depends on the job requirement and abilities needed for a job role. Recruiters must know the corresponding tests and put candidates through them for their respective roles. For example, while recruiting for a designer's role, the candidate must be assessed for spatial and abstract reasoning skills.
Various aptitude tests cover candidates’ abilities and ensure fair and unbiased assessments. These aptitude tests also provide thorough reports on their specific abilities.
Originally published August 18 2020, Updated July 13 2023
Aptitude tests, also known as cognitive tests, are assessments to measure the cognitive acumen of a person. Aptitude tests measure skills such as abstract reasoning, visual reasoning, logical reasoning, problem-solving, decision-making, numerical ability, verbal ability, etc.