3 Ways Aptitude Testing Can Provide an Advantage in Recruitment

3 Ways Aptitude Testing Can Provide an Advantage in Recruitment

As much as we’re all looking to learn new skills and develop them, so much of what makes us able to thrive in the workplace is tapping into what comes naturally.

It’s why aptitude testing is becoming a more and more important part of the recruitment strategy for a lot of companies, with advances in research and methods making it easier to find out what inherent talents people possess.

Below are three ways in which a business can incorporate aptitude testing into their employment model and benefit.

1. Find Out Best Fits for Employees

The main way in which aptitude tests can give an edge to businesses is by letting them know more about candidates and more about their staff.

Aptitude tests can be used to assess the ability of an applicant or an employee to carry out particular roles within a company. That means the person being tested is subject to a variety of different exercises, ranging from numerical tests to problem-solving.

Although there’s no magic number when it comes to the length of an aptitude test, the average test takes about 30 minutes to complete. These tests should be strictly timed. When complete, an employer will have a much more accomplished picture of what areas their employee or applicant can thrive in, thus helping the business to make more efficient staffing decisions.

Aptitude testing also gives an insight into what areas candidates will need to develop if they are successful in their application, helping to put new staff on an upward trajectory.

Also, when looking to recruit for a role from a large pool of applicants, an aptitude test can help filter down a large number of hopefuls, saving time and allowing employers to focus on the most suitable candidates.

2. Enrich Employees’ Knowledge of Their Skills

Those taking the tests can also benefit, as the results can offer an insight into areas where they can improve and potentially open up new avenues of growth if it’s discovered they excel in an area they didn’t expect to.

While plenty of people will have an idea of their general intelligence and may have taken an IQ test to gauge that, an aptitude test assesses different talents; it is better suited to gauging someone’s suitability to a particular role.

It could benefit your business to use an external agency to deliver your aptitude test, so you can be sure of complete confidence in the results. The Thomas aptitude test too has been put together on the back of thorough research. Dr Peter Dann in the Human Assessment Laboratory at the University of Plymouth took 15 years to develop the Thomas test.

3. Standardisation Gives Recruiter Confidence

The fact that tests are standardised allows recruiters and employers to look at results and know there is consistency.

When recruiting from a large pool, implementing this type of standardised testing is an excellent way to ensure there is no bias, especially when ensuring the business provides equal opportunities to candidates from different backgrounds.

It also allows those who may not excel from an academic perspective on their CV or those who struggle in face-to-face interview settings another environment to impress.

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