What is an aptitude test used for?

Aptitude test: this is how you pass it

Regardless of whether it is about an apprenticeship, a university place, a scholarship or a job: companies and organizations often turn to you Aptitude test back. Applicants are often nervous about the prospect of another exam situation, especially if they have just finished school and felt they were “safe”, so to speak. For companies, such selection tests are a good opportunity to see whether the candidate fits the company and meets the necessary requirements. What you should know about proficiency tests ...

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Aptitude test: what does it mean?

First of all, a short explanation of what the aptitude test is about, because various terms are used synonymously, for example it is also said:

Even if in some cases there is more precise talk of a psychological attitude test - what is meant is always the same: It is about a Selection process, to which applicants looking for an apprenticeship, a job or (less often) a university place have to undergo.

Depending on the course, there are also aptitude tests for those wishing to study. A distinction must be made between two types:

  • Tests as self-assessment: This mostly means existing tests for study orientation on a voluntary basis. Interested parties can anonymously receive information about certain subjects online and answer questions about them. These tests can help to clarify such questions as whether someone is even suitable for a degree, which strengths and inclinations exist, which degree is suitable.
  • Subject-related selection and study aptitude tests: These tests are also referred to as aptitude test, because those interested in courses such as psychology and medicine must undergo an aptitude test here. For subjects such as architecture or design, an aptitude test can determine how strong an applicant's artistic and creative aptitude is. To put it quite banally: If you want to study opera singing but can't hold a note, let alone read notes, it will be difficult.

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Aptitude tests for applications

Aptitude tests in professional life enable companies to take a differentiated personnel selection hold true. There is never a guarantee that there will be harmony between employer and employee. Nevertheless, this tool can help to minimize the risk, because the costs for companies if they later have to recognize that they have hired the wrong candidate are high.

In contrast to tests for career and study choice, aptitude tests have consequences for the future in that a failure or a rejection means that applicants either initially apply Acquire knowledge or completely reorient it have to.

For example, anyone who takes an aptitude test with the police or the armed forces must complete a written part set to a sports test. If the requirements are not met in one of the two areas, an applicant unfortunately has bad cards.

But until then, applicants have the opportunity to use numerous tips to prepare for the written part of the recruitment test. Because whoever receives an invitation has the first hurdle already overcome.

Can you then convince in the aptitude test, an interview will usually conclude the triad - unless a trial working day is planned.

Structure and special features of tests

Regardless of whether you are applying as a mechatronics technician, an industrial clerk or an administrative clerk: aptitude tests are common in many industries and are by no means restricted to those just starting out on the job.

An assessment center is often carried out for academic professions. Several applicants come together here to solve various tasks, including an aptitude test.

For managers, this looks different in that they usually undergo an individual assessment. But they cannot do without a thorough examination: Companies are too expensive Wrong decisions in the choice of personnelthan they would forego it.

What do the tasks in such a proficiency test look like? First of all, it usually consists of these areas:

  • General knowledge
  • concentration
  • logic
  • mathematics
  • spatial imagination
  • linguistic understanding
  • technical understanding

Anyone who is shaking in their thoughts because they are not a math ass, a physics crack or a linguistic genius, rest assured: Ultimately, they build Aptitude tests on school knowledge on. Nobody is expected to be the next Einstein or Goethe. The background to these tests is often different.

Of course, to some extent it comes down to that logical and analytical skills of a candidate to test. Another aspect is just as important. These tests are also called psychological aptitude tests because your behavior is assessed as a whole.

Because the tasks are basically designed so that there is time for the complete task never enough. Much more important than the complete solution is therefore rather the accuracy of the information provided. In addition, companies want answers to the question: How does an applicant line up under time pressure? Can he handle the stress or is he losing his head?

The point is not to torture potential employees, but to be as sure as possible that with similar stressful situations in the later day-to-day work the applicant does not immediately collapse due to excessive demands.

You have to expect this content

As mentioned, there is often a large overlap between aptitude tests and assessment centers, although the role-plays will not be part of it.

What will be part of your exams:

  • General knowledge

    Questions about general knowledge are the classic. Again, nobody expects you to be a walking encyclopedia. But a company would like to know who it is getting involved with.

    For many, good general knowledge is an indication that common values ​​and ideas are supported. Those who keep themselves up to date and inform themselves about current and past political and social issues are also more likely to be trusted to find out more in other areas.

    Knowledge in this area is particularly important when it comes to the external image of a company, for example at public events, social events. Anyone who scores well in an aptitude test in this area shows that they have enough material for small talk outside of work topics.

  • concentration

    When it comes to aptitude tests, it is important for HR professionals to see if you can concentrate properly when it matters. Because personal characteristics and external circumstances also contribute to increasing or reducing the ability to concentrate in the workplace. Anyone who constantly uses their smartphone, for example, is more likely to hinder this feature.

    Your ability to concentrate will be tested with exercises for memory and attention. For example, you may want to look at 30 terms for 60 seconds and then list them from memory. Concentration can vary depending on your personal biorhythm and time of day.

    Open-plan offices and the work behavior of colleagues - such as loud phone calls, frequent bursts into the office - can be another factor. But you can increase your concentration by consciously identifying time wasters and disruptive factors.

    In addition to a conducive work environment, you can maintain or increase your ability to concentrate through your very own behaviors by observing regular fluid intake and enough sleep, but also providing relaxation in the form of breaks and walks. For the aptitude test, the best way to get a grip on such exercises is to use various memory training techniques.

  • Logical thinking

    Aptitude tests include logical thinking tasks. This characteristic is important for companies because it allows you to identify problems and solve them appropriately. In addition to solving the actual task, speed is actually also important here.

    For these logic tests, a series of numbers is often used, which the applicant then has to add meaningfully. Another possibility are associations with certain terms or so-called brain teasers.

    Even if the tasks can never be predicted exactly in such aptitude tests: Logic tasks and a quick grasp can be trained. Especially since your problem-solving skills are important from a company perspective. This shows that you can handle the pressure in the situation. If the opportunity arises, applicants should explain their approach in order to provide insight into the procedure.

  • personality

    Another area of ​​an aptitude test may be related to identifying your personality. Here companies want to get an idea of ​​how motivated an applicant is. What about his self-assessment, his communication skills, his sense of responsibility?

    These things cannot really be trained, at least not three weeks in advance, because they are part of your character and system of values ​​and norms. Therefore, there are no right or wrong answers here, just the hint to answer the questions in a way that you can find yourself in them.

    If you only write what you suspect is desired, you will not be happy in the long term because you are constantly pretending to be. There is a dispute about the informative value of personality tests. Various well-known tests are too different in structure.

    But it is also clear that companies try to find someone who fits the prevailing corporate culture.

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