Cognitive aptitude is also known as general intelligence and is the single most predictor of job performance. The employment aptitude tests are critical to all mid and higher-level jobs and test the candidates on aptitude. Assessment of the aptitude of an individual is performed to determine the cognitive ability and personality of the candidate. These are particularly performed for students and before employment in organizations. These tests are used in the selection process of a myriad of job sectors and are used to scrutinise the individuals for specific job requirements as well.

Everything you need to know about aptitude assessment:

Aptitude assessment is performed in many different forms, depending on the range of skills required for the different roles. There are two broad types of aptitude assessment, namely fluid reasoning and crystallized reasoning. Fluid reasoning is the ability of the individual to perceive new things and absorb new information to solve problems in any situation. It is again classified into three different types and those are as follows,

Abstract reasoning: This is the ability of an individual to think laterally and to examine problems in an unusual and unique way to make logical connections between the two concepts.
Spatial reasoning: Spatial reasoning is the ability of the candidate to visualize and also manipulate two and three-dimensional shapes or patterns or designs.
Visual reasoning: This is the ability of the person to visualize patterns and shapes with different levels of complexities so as to achieve the desired outcome.

Assessment of aptitude or a competent workforce helps with the task. Creating a cognitive framework for each of the job types that exists is not possible at the practical front. Cognitive intelligence tests are thus crafted for job groups that demand the same cognitive abilities and have the same competency framework.

Benefits of performing aptitude tests and assessment on employees:

The aptitude tests are tests that are used to assess the likelihood of the candidate to be successful in his job role and to eliminate any bias in employment by the administration. The following are the inherent benefits of performing aptitude tests and assessments on employees.
These tests are used in the selection process of a myriad of job sectors and are used to scrutinize the individuals for specific job requirements as well.
There are cognitive and aptitude assessment tests available to test different job roles of different complexities within the hierarchy of the organization.
These tests are available both for lateral hiring and for hiring employees from the campus as well.
These aptitude assessments are designed specifically to cater to the level of aptitude of fresher and entry-level candidates for an organization.
They can also be used as an online screening tool for candidates.
The various skills that are tested in this assessment test are abstract reasoning, communication skills, problem-solving skills, and critical thinking ability.
These tests are made specific to roles and the required proficiency levels and the different levels of assessment are curated at varying levels of skills and difficulty levels.

These assessment tests can be equated for professionals at administrative roles, for executive roles, for functional and supervisory roles, for managerial and business head roles, and for leadership and strategic roles as well.

Components of aptitude assessment:

In order to make a cognitive assessment effective in choosing the right talents for a job, it is mandatory to identify the right candidates from the talent pool. The different components of aptitude assessment are as follows,

Abstract reasoning: This is the ability of an individual to think laterally and to examine problems in an unusual and unique way to make logical connections between the two concepts.
Problem-solving: The Assessment on problem-solving helps in curating whether the candidate has proper reasoning skills and if they are able to contemplate between positive and negative solutions to a problem etc.
Language and comprehension: The ability of the candidate to comprehend different expressions and thoughts with the help of proper words and sentences along with the grasp of good English grammar is assessed.
Language and comprehension: The ability of the candidate to comprehend different expressions and thoughts with the help of proper words and sentences along with the grasp of good English grammar is assessed.

Why it is important to conduct aptitude tests?

Aptitude assessments Create a cognitive framework for each of the job types that exists is not possible at the practical front. Cognitive intelligence tests are thus crafted for job groups that demand the same cognitive abilities and have the same competency framework. Assessment of aptitude or a competent workforce helps with the task. Creating a cognitive framework for each of the job types that exists is not possible at the practical front.

Higher intelligence is an indication of success in a job and is measured based on performance evaluation, on how well they encounter a task on the job, ratings of performance by supervisors, and the position of the candidate on the job hierarchy. It has been revealed that the correlation between the work performance of the candidate and their predicted cognitive intelligence is between 51% and 84%. The smart, intelligent, and automated hiring system by conducting aptitude tests is gaining tremendous importance in the modern-day hiring strategy. It helps to embrace automation in the entire hiring strategy and helps in cutting down manual efforts in all steps of the hiring.

Bottom Line:

In order to test the capability and skill of candidates, there are many types of psychometric tests that are followed. It mainly depends on the various skillsets for specific job roles, based on which organizations can pick the appropriate test. In order to test the intelligence and knowledge of individuals, a number of multiple reasoning tests are followed. Tests such as verbal reasoning, numerical reasoning, logical reasoning, multiple reasoning, diagrammatic reasoning, deductive and inductive reasoning can be followed. With such tests, the candidates are to be involved in problematic situations and they should have the capability to find effective and feasible solutions for the situations.