More How to Win at Aptitude Tests. Liam Healy

      More How to Win at Aptitude Tests

      Liam Healy

       Contents

       Cover

       Title Page

       Introduction

       1: About Aptitude Tests

       2: Numerical Tests

       3: Tests of Verbal Ability

       4: Tests of Abstract Ability

       5: Tests of Technical Ability

       6: Tests of Speed and Perception

       7: Personality Tests

       8: How to Deal with Tests and the Testing Process

       Appendix I – Answers to the Tests

       Appendix II – Further Information

       Copyright

       About the Publisher

Introduction

      Welcome and well done. You have probably picked up this book for one of three reasons:

      1 You, or someone you know, are about to take some aptitude tests and you think you may need a hand;

      2 You are facing some choices regarding your own career and you want to find out what you are good at and what you are not so good at;

      3 You have heard about aptitude tests and know that a lot of companies use them for recruitment or development purposes, so you want to brush up your skills – just in case.

      The numerous test examples and detailed information in this book will help you prepare for test sessions, and give you an idea of what to expect during an actual test session, so reducing your anxiety about having to face what can be the most daunting part of a recruitment process. The reasons why companies use tests to make decisions and how they use them, are explained. Tests are very often followed by post-test feedback and interviews, and the best approaches to these are described.

       Practice Tests

      In this book you will find examples of the most common types of test in use today, as well as examples of some of the less common. For every type of test, preparation and practice strategies are included, as well as detailed answers to the questions. For the most basic ability tests, through to graduate and managerial level reasoning and problem-solving tests, this book is likely to be your best single source for preparing for that all-important test.

      With the increasing emphasis companies place on the ‘softer’ behavioural skills, a specially written personality test has also been included – you are more likely to face this type of test than any other. This will help give you a complete picture of what you are like as a person. Whatever type of test you are going to face, this book will show you what to expect.

       Reduce Your Anxiety About Being Tested

      It is only natural that when faced with an unknown task you will be nervous. This is true whether you are a school leaver applying for your first job, or a senior executive applying for your final post before retirement. Aptitude testing is used for more than just recruitment; for many companies it plays a pivotal role in development as well – in either case, knowing what to expect will enable you to produce a performance which is less hindered by nerves and which reflects more closely your actual skills and abilities.

       Handling the Selection Process

      Being invited to sit a test (or tests) is only one part of the selection process. This book explains what tools an employer may use to assess the skills and abilities that they are interested in. The other types of selection tool you may also come across, such as assessment centres, interviews, work samples and job simulations, are also described.

      Because most employers use structured interviews to validate the results of tests, the post-test interview is covered in detail. This includes advice on how to recover if you think your performance has been less than perfect!

      Whatever you choose to do in your life – and it is your life and happiness which are important, not simply your career – this book gives you the chance to prepare yourself for some of the challenges you may face.

      Good luck!

1 About Aptitude Tests

      An aptitude test is one of a larger group of measures of psychological characteristics collectively known as ‘psychometric tests’. Overall, psychometric tests fall into one of two categories:

      1 Tests of Typical Performance – which include things such as personality tests and interest questionnaires.

      2 Tests of Maximum Performance – which include things such as aptitude and ability tests.

      TYPICAL AND MAXIMUM PERFORMANCE

       Typical Performance Test

      A typical performance test looks at what you can typically do. This means measuring what you can do without any real effort or preparation.

       Personality questionnaires

      The most common type of typical performance test is the personality questionnaire, but they can also be used to measure things such as work preferences and interests. Personality questionnaires usually contain items (or questions) in the form of:

      Q I would rather go out and socialize with my friends than stay in and read a book.

      A (choose one)

      Agree □

      Disagree □

      Clearly, there is no ‘correct’ answer to this question. Assuming that a question measures a personal trait such as ‘enjoyment of social contact’, there is no particular meaning or value