An Aptitude Test, alternatively known as a Reasoning Analysis Test or a Cognitive Ability Test, measures skills related to specific job roles. Aptitude tests for employment focus on a person’s ability to collect, analyse, combine, evaluate and process information. Aptitude tests determine problem-solving abilities and the capacity to assess connections between different sets of data. This information is useful for predicting job performance and is often used for selection purposes.

At HR Profiling Solutions, we offer a range of Reasoning Analysis (Aptitude) Tests which employers can handpick according to the skills required for the role in question. The different aptitude tests we offer are outlined below. It is recommended that employers select 3-5 of the most relevant tests. Our aptitude tests are timed and so, in addition to revealing a candidate’s cognitive ability, they also provide data on speed and accuracy.

An Aptitude (or Cognitive) Test for employment or recruitment measures how an individual thinks, reasons and solves problems. It tests the individual’s cognitive ability in areas that are fundamental to achieving high levels of production and performance in the workplace.

The Aptitude (or Cognitive) tests offered by HR Profiling Solutions measure a wide range of cognitive capacities, including the ability to - apply logic to identify the root causes of problems, apply mathematic concepts to aid decision making, understand numerical relationships, identify the correct information in written texts and accurately interpret it, find solutions to problems, recognise trends, complete sequences, think logically, identify cause and effect, recognise connections and parallels, think abstractly, accurately perceive context and ‘read’ social situations, view and recall details of visual entities, manipulate shapes and map out multiple process flows simultaneously, recognise and create links between words, generate creative and useful ideas, learn and use new information.

Our aptitude (or cognitive) tests also provide employers with information on the speed and accuracy levels (relative to time taken) of an individual. Tests range in duration from 7:00 to 20:00 minutes.

HR Profiling Solutions offer nine separate aptitude (or cognitive) tests; different abilities and capacities are tested in different tests. The majority of employers or recruiters select only the tests that are most relevant to the role in question. The aptitude (or cognitive) tests offered by HR Profiling Solutions are collectively known as “Reasoning Analysis Tests”.

Cognitive Ability Tests, or Aptitude Tests, are frequently used in employment situations, and particularly in recruitment, to evaluate an individual’s current capability level - their ability to learn, solve problems and process information on the job. Completing a Cognitive Ability or Aptitude Test for recruitment removes unconscious bias from the selection process and assists organisations to make reliable hiring decisions.

Research has shown that Cognitive Ability Tests have a high correlation to job performance. Candidates achieving higher scores in relevant areas are more likely to be strongly productive, be happy in their role, and not require lengthy training periods, which can, in turn, boost retention, lift the bottom-line and minimise the risk of mis-hires.

HR Profiling Solutions specialise in supporting companies during the recruitment process and in getting the right people in the right roles, be they new recruits or existing staff members. An aptitude test allows employers to make more reliable hiring decisions, predict performance and an individual’s working style and decrease employee turnover. Aptitude tests can also be used to identify strengths and development areas.

A low score in an aptitude (or cognitive) test may indicate a low natural capacity for this area, limited previous exposure, or a need for extra support and development. A low score may also result from a person spending too much time trying to answer questions correctly, rather than quickly. Hence, employers evaluating an aptitude test, should be sure to analyse the speed vs quality factor, and consider which is more important for the role in question. The report provides details on the number of correct answers in total as well as the number correct out of those questions actually answered. The time taken by the individual is given alongside the time allowed.

Aptitude (or cognitive) tests provide a foundation for development. A lower score is useful for predicting which work areas a person may experience difficulty in. It also provides insight into the type of support a person may require to perform more efficiently and effectively.

Practice Tests

The best way to prepare for an aptitude test is to practice to build more confidence and achieve higher results. If there is a topic area you are not comfortable in, answer practice questions, these will help you learn from your mistakes. Analyse where you went wrong and complete the questions again.

Time Yourself

Most ability-based tests require you to answer a set of questions within a specific time frame. Working under time restrictions is stressful and can impact on performance. The best way to condition yourself is to set a time limit and practice answering a range of questions within the time frame.

Read the Instructions

You will receive pre-reading material that helps to explain the process. Read this carefully, so you understand how to prepare for the questionnaire and know which type of questions will appear. Before you start the test, note how much time you have and how many questions there are to pace yourself accordingly.

The term ‘Achievement Test’ is not used on this page. In broad terms, an ‘Achievement Test’ determines a candidate’s knowledge or skill level in a specific area of education, at the conclusion of a course of study in that area.

The ‘Aptitude’ or ‘Cognitive’ Test, on the other hand, assesses reasoning capacity, cognitive function and the ability to use logic and innate and learned skills to solve problems, ascertain relationships, make connections, isolate relevant details, recall visual entities, manipulate shapes and perceptively interpret social phenomena. An aptitude (or cognitive) test does not require study or preparation.