...name the job and You will have a different aptitude test!
A fast-changing world means the nature of jobs changes too quick. New jobs appear all the time as a result of technology advancements. As with such changes comes the need to employ the correct staff. Consequently, today, the variety in types of aptitude screening tests has never been greater. Here I want to run you through a good selection of these.
Identifying the earliest forms of ability test is hard. For a start, you have to work out what exactly you are actually testing. Which aptitude? Is it physical capability or mental agility?
In the early days the bias was towards dextrous rather than mental ability. Businesses were simple and many were predominantly labour-intensive. An ‘office job’ is more 20th and 21st century. A basic education in the eighteenth and nineteenth century might see you getting work as a clerk.
In the early 1800s Sir Francis Galton was the first person to create a specific ability test. It related to mental agility. Fifty years later his work was expanded on by two men, Alfred Binet and Theodore Simon. Eventually, in 1915, they produced the Binet-Simon Intelligence Scale. The motive behind these types of tests differed from those of today.
Today you may take an ability test to establish how capable you are in a certain job. Back then the tests were taken to establish how mentally retarded children were. The philosophy was the same, the implementation was what differed. Eventually the work progressed to the USA
In 1916, the first Stanford-Binet intelligence scale was created and adopted by the US military. This was then followed by the well-known SAT, or Scholastic Apttitude test, which is still used today.
The GATB or General Aptitude Test Battery was developed in 1947 from over 100 separate tests for different jobs. The GATB saw these 100 tests condensed into twelve different tests. In turn these measured nine different aptitudes.
Early on there was a struggle to identify the difference between aptitude and intelligence. Once understood, floodgates opened for the creation of many different types of aptitude or ability tests. Let’s look at what was involved in the GATB. This should give you a good idea of what a test comprises.
Nine principal aptitudes were being measured with the GATB. These included general learning ability and verbal aptitude. Also, there was spatial aptitude, motor co-ordination, form perception and finger dexterity. Finally there was numerical aptitude, clerical perception and manual dexterity.
Today’s type of ability test concentrates on five main aptitudes. Spatial reasoning tests your ability to visually manipulate certain objects. A numerical reasoning aptitude or ability test is often time restricted. Surprisingly, this test has nothing to do with numerical ability. Instead the test is designed to see how you can interpret figures, graphs and charts. You may be asked to give your opinion on trading figures.
A mechanical aptitude or ability test is usually self-explanatory. This type of test simply examines your ability to understand mechanical problems. The verbal aptitude or ability test is again usually a timed test. This will test your skills at analysis. A typical example is for you to be given certain information. You then have to answer questions based on the information given. The idea is to make you ‘think on your feet’.
Then there is the abstract reasoning test. This is a test where many prospective employers look for good results. The abstract reasoning test is also called a conceptual reasoning test. It is used to measure your ability to think laterally. It also tests to see how well you can see patterns and trends.
So, there are a good number of types of aptitude tests. However, that doesn’t mean there is only this number of actual tests. Different jobs each have their own specific aptitude test. A mechanic’s test will differ from a hairdresser’s. An office manager needs a different aptitude to a bus driver. As you can see, no two tests will be the same.
Just think about it. Don’t you want to do something you know you can be good at? You’re more likely to enjoy something you have an aptitude for. There are many types of aptitude test available today. You have nothing to lose by taking one or two. They will help you decide on your future.
We find value in differences between learning, interpreting and overall opinions. Please share your thoughts freely about this topic, but always remain respectful. Thank you for your contribution.