Mental aptitude tests
An accurate insight into the candidate: their latent aptitudes and untapped potential.
Before the personal interview and trade tests, all candidates go through our testing programme. Its purpose is an accurate insight into the person: their abilities, latent aptitudes and untapped potential, some of which even they may be unaware of. Our tests were developed by leading experts in psychology and assessment, as a graded set of levels I, II, III and IV matched to successive levels of seniority in a modern organisation.
What the tests measure
English comprehension and vocabulary, mathematical acumen, logical reasoning, non-verbal reasoning, mental ability and creativity, set at the level the candidate will have to perform at. They also measure how well a candidate performs under pressure, reads social and emotional cues (vital for teamwork), processes information quickly and accurately, and uses visual and auditory memory.
Types of test
Skills tests
Simple tasks tied to an important function of the job, such as keyboard speed or data entry.
Knowledge tests
How much a candidate knows about a specific, job-relevant topic.
Ability tests
Cognitive ability, using workplace scenarios: what would you do in this situation?
Personality tests
Openness, extroversion, agreeableness, conscientiousness and emotional stability. Often used for sales roles.
Why it matters
- Aptitude tests are accurate predictors of a candidate’s potential for success.
- They show strengths and weaknesses that an interview alone may miss.
- They let the candidate see the skills the role calls for, so they can judge their own fit.
With more than one applicant for most positions, being able to compare them fairly matters. Setting out how candidates will be evaluated also forms the framework on which future performance, and future development goals, will be measured.
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