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Everything you should know about online aptitude assessment tests


First, if you are going to ask job seekers to perform psychometric tests as part of the application process, you need to know what these tests are. How do you know which candidates are most suitable for vacancies?

Although aptitude assessment tests measure a candidate in various areas, the basic definition of psychometric tests is that it is a measure of the mind.

Depending on the nature of your company and industry with which you are involved, you might give more emphasis to a psychometric test area than another, but in general psychometric tests measure:

Skill / Fitness


Within these tests you will have an idea of ​​the candidate’s capabilities, how they work in certain situations, what their strengths and weaknesses are and how they relate to other members of the team. Instead of simply relying on the candidate’s appearance, test results, or previous experience, you can get an idea of ​​whether a person will thrive within your company’s configuration.

The advantages of psychometric tests for employers

Companies of all sizes can use psychometric tests

Psychometric tests do not necessarily have to be reserved for large companies wishing to recruit graduates. SMEs can also use the method as part of their overall recruitment strategies. While it is important to ensure that candidates receive the appropriate tests, it is possible that small and medium businesses do not necessarily adapt the tests that are bigger than the ones. Rather, they can be used to give a more general idea of ​​the skills and personality of the candidates.

Psychometric tests mean that it does not just depend on the interviews

Of course, interviews and the right questions for the interview are crucial to the recruitment strategy of any company, but if you are responsible for taking your business, you will know that interviews do not always go according to the plan when you look for it. They employ more qualified students, graduates or graduates within your company.

Some candidates can be absolutely perfect for their work, but they do not have fun. This could be due to the nerves, due to the lack of prior interview practice, or the candidate may have a bad day.

On the other side of the coin, some candidates may have a lot of confidence or expertise in the art of the interview and offer a wide range of well-tested answers to their questions. Does this necessarily mean that this person is the best option for vacancies?

Recruitment is about to fill vacancies with the right people for the job and, on their own, the interviews do not measure the capacity. Aptitude assessment tests provide a benchmark where you can compare results with other candidates who submitted the application and even with previous candidates that could thrive within your business. The introduction of this type of test means you do not need to sit and grow your brain, trying to remember everything that each candidate said in an interview. Rесruіtіng nеws tаffс аn tаkе uр а lоt оf vаluаblе tіmе аnd саn аlsо рrоvе соstlу, еsресіаllу іf thе bеst уоung tаlеnt іsn’t fоund strаіght аwау.