Error Checking test

What Is Error Checking Test?

Error Checking Test is a type of aptitude test that assesses your ability to quickly evaluate and identify any errors in complex data sets (called strings) such as codes, any combinations of alpha-numeric characters, etc.

Generally speaking, error checking tests assess your ability to compare a string of figures or numbers and match them up to one of the options offered.  You will be presented with a string of either numerical, alphabetical, or alpha-numerical data and you have to compare this string to either a number of different possibilities or to a line in a piece of text.  Error checking aptitude tests are conducted under severe time constraints. A typical error checking test will give you 20 seconds per question.  Therefore, without an understanding of how they work, what they look like and how to answer them quickly, you will not be able to do yourself justice.  With proper training, you will be able to achieve a much better score result. Practice does not mean years or even months. In fact you could improve your test performance in matter of weeks if not days so it is well worth putting in this little bit of effort in order to secure your desired job.

Is Error Checking an Aptitude Test?

Error Checking test is commonly (and perhaps, mistakenly) categorised as an “aptitude test” referring to one’s innate ability to easily detect errors in complex data sets.  However, practice shows that anyone can rapidly improve their error (data) checking skills by understanding types of data strings, errors, and by practicing such tests.  Therefore, labelling it as an “aptitude test” is questionable at best. Perhaps, it better fits the label of “ability” rather than “aptitude” test.

Practice Makes Perfect

Because Error Checking Test is not really an aptitude test it is possible to improve your performance much more quickly than you can improve your numerical or logical (inductive or abstract) reasoning skills. Aptitude test tutorials or aptutorials can be used to achieve this goal.  The best way to prepare may be to use a combination of tutorials and practice tests for maximum results on the actual error checking test.

Data Checking (Aptitude or Ability) Tests

Data Checking Test is similar to Error Checking Test with slight differences.  One key difference of the Data Checking Test is that you have less data to work with.  The data checking test is a more simple form of the error checking test with fewer items to check through.  For example, you may be given a table containing many alpha-numeric strings and have to compare them to one string that you have been given.  You will then have to check the correct one off the table of strings.

Who Takes Error Checking Tests?

• Error checking aptitude tests can be used for a variety of positions including:
• Administrative staff in the private and public sector
• Commercial staff in sales
• Marketing
• Business development and financial services
• Customer staff in call centres
• Education
• Health
• Hospitality and leisure
• Operational staff in engineering, construction, manufacturing and transport

Kenexa Style Error Checking Test

Specifically, in a common Kenexa format error checking test, you will be provided with two sets (or lists) of data strings to compare such as codes, currency values, credit card numbers, dates, car plate numbers, etc.  For each given string of data, you should say whether the two sets contain the SAME or DIFFERENT items. This specific test format (with the two sets of data strings) is used by test providers such as Kenexa.

The two sets will have headings named “Same” and “Different” respectively.

If the given data strings in both sets match exactly, the correct answer must be “SAME”.

If the given data strings are different, the correct answer must be “DIFFERENT”.

An example is provided below:

Error Checking Test Tips for Success

Potential employers/recruiters would like candidates to perform to the best of their ability during their assessment. Therefore making sure that candidates are fully prepared and ready for their test is in everyone’s interest. The following are tips and advice regarding Error Checking Testpreparation.

1. Read all instructions: Although it may seem like common sense, a surprising number of candidates skip important details in the instructions. The instructions may contain vital information regarding the test, which may be pivotal in correctly answering the questions. Always take the time to read every piece of information provided to you by the test publisher and the employing organisation.
2. Practice before hand: Research suggests that the validity of cognitive ability tests is increased after candidates have practiced. Therefore, it is in everyone’s best interest to ensure that candidates are well prepared for a psychometric test. Candidates can find free or cheap example psychometric tests online quite easily, and it is recommended that you try one out before completing the real thing.
3. Up-to-date web browser: Modern psychometric tests use specialist online testing platforms to deliver tests to candidates. Therefore, candidates are advised to ensure that their web browser is up to date, helping avoid any issues regarding compatibility. Similarly, candidates may need to disable any popup blockers when undertaking an online error checking test.
4. Stay calm: Psychometric tests can feel particularly nerve-racking, and error checking tests are no exception. It is recommended that you make every attempt to keep calm during your test, as excess test anxiety may serve to negatively impact your performance. Getting plenty of rest the night before, completing well within the deadline and preparing thoroughly will serve to keep you calm during your error checking test.
5. Work quickly and accurately. Accuracy is very important as incorrect answers may count against you. Error checking tests typically have short time limits compared to other cognitive ability tests. Therefore, it is very important to perform both quickly and accurately when completing an error checking test. Working quickly may require some practice to ensure top performance.

Keep in mind that at the end of the day, it is determination and perseverance that unleashes a genius in you, not your genetic package. Two of history’s brightest minds were called something less than a genius in their childhood: Einstein was mocked for his lack of ability to express himself while Thomas Edison was called outright stupid. Still, they went on and changed the world.

We hope you have enjoyed this short information piece on the error checking aptitude test and we hope to hear from you in the near future. Good luck in your next aptitude test.

Psychometric Test Categories (Types) and Formats

Psychometric tests are used to measure suitability of a candidate for a specific job or academic course. Some organizations also use them for transparency and accountability in decision-making on various aspects of career development for example in promoting individuals to a higher job rung or assessing training needs. The leading companies in financial, transport, energy and engineering businesses employ these tests in searching for talent, underscoring the prominence that these tests have assumed globally. Examples of these groups include Deutsche bank, Deloitte, Fidelity, EDF Energy, HSBC, Goldman Sachs, Jaguar Land Rover, ICAP, Kimberly Clark, Johnson and Johnson, and KPMG, to name a few big employers.

Since these candidates are usually considered for specialized skills, the aptitude tests are tailored to the job requirements. The most common abilities measured are the verbal, numerical, and abstract reasoning abilities or aptitudes.

CATEGORIES

Verbal tests

It measures candidate’s ability to understand verbal description or arguments according to their meaning and draw conclusions. The examination involves reading a passage, and then answering a series of multiple choice questions with “True”, “False”, or “Don’t Know”, based on the information contained in the passage. “Don’t Know” implies that further information is needed to choose the correct answer. A verbal comprehension test (http://www.verbalreasoningtest.org/) focuses more on spelling, grammar, and syntax. It is therefore important that a candidate understands the language in which, a verbal test is offered.

Numerical reasoning tests

It evaluates a candidate’s numerical acumen using facts and figures presented in data tables or graphs. Candidates are assessed for their knowledge of ratios, percentage, costs analyses, trends, currency conversion, etc. Their focus is anchored on the fact that organizations always monitor their performance and need timely decisions as to whether they should change tact through increasing, decreasing or maintaining current practices for optimum productivity, efficiency and minimal losses. What do these graphs tell us? What is the logic behind some number series? Speed and accuracy are important in all the psychometric tests, most users identify numerical reasoning as particularly demanding. Developers of aptitude tests preparation packages such as Graduate Monkey with their premium Aptutorial technique- have therefore identified various strategies, tips and shortcuts that candidates can employ to do the real tests in the shortest time. A key advantage of numerical tests is that unlike the Verbal tests which require deeper comprehension of language, mathematical symbols are universal and can be done with basic understanding of test instructions.

Abstract reasoning tests (Available at: http://www.psychometricinstitute.com.au/Free-Aptitude-Tests.asp)

It is also known as the conceptual reasoning test where, it only needs one to observe a range of diagrams/symbols, identify an emergent pattern and based on this, predict what the next pattern would be. It is based on logic and does not exert language demands on the candidates.

Abstract reasoning test offered by Graduate Monkey is really a good source to strengthen your skills because it uses different diagrams, shapes and symbols to enable test takers determine their intelligence. They have to compare different images in order to find the logic behind their creation and then have to give their solution. Just because of these features, Abstract reasoning test is also named as Non-verbal reasoning, logical reasoning or inductive reasoning test.

FORMATS OF APTITUDE TESTS

Aptitude tests come with different levels of difficulty depending on the education/knowledge of an individual in the organization e.g. a senior management level would have to take more advanced test compared to a junior, clerical officer.  Common formats are SHL, Kenexa, Saville, TalentLens, Cubiks and TalentQ. The key difference in the formats is based on the fact that some test for only one ability e.g. numeric while other combine the tests.

A document providing an overview of SHL tests summarizes the range of tests according to organizational roles (http://ceb.shl.com/assets/SHL_Overview_of_Ability_Tests.pdf). These tests are offered to (in ascending order) Semi-skilled, Technical staff, Administrative and clerical staff, information technology, sales, customer and call centre, Junior managers and supervisors, managers, professionals and graduates and finally, directors and senior managers. The tests offered include Work Skills series- (Transport and production, manual dexterity and finger dexterity); applied technology series, personnel test battery, Customer Contact Aptitude, Critical Reasoning, Management and Graduate item bank and Advanced managerial tests. SHL offers all the aforementioned abilities (verbal, abstract and numerical reasoning abilities). Different tests may combine evaluation of these abilities, so for example, the Advanced Managerial Test (senior managers) evaluates only verbal and numerical skills, and is offered only online. On the other hand, the Critical Reasoning Test Battery (junior managers and supervisors) test is used for all the 3 abilities. Semi-skilled workers do have some tests offered as pencil and paper formats. Kenexa tests also evaluate verbal, cognitive and inductive reasoning skills.

Saville reasoning test

This is a package developed by Saville consultants (such as Graduate Monkey), containing different tests that broadly measure comprehension and technical analysis. In addition to the tests highlighted in SHL, Saville also includes a technical aptitude test package that contains spatial, mechanical and diagrammatic reasoning. 

TalentLens test

It measures an individual’s capabilities using 4 key dimensions which are crucial to improve organizational performance. These are critical thinking, problem-solving, collaborator and team playing.  Critical thinking is appraised using the RED model. A critical thinker will therefore Recognize assumptions in any situation, Evaluate arguments, and Draw solutions (the bold letters form RED). Critical thinking (http://us.talentlens.com/online-testing) is one of the strongest predictors of job success and overall performance.  Problem solving skills are analyzed using Raven’s Progressive Matrices (http://www.raventest.net/). They assess professionals abilities of individuals, “including advanced observation and clear-thinking skills, efficient problem solving, abstract reasoning, and the ability to learn”. Collaborator and team playing skills measure one’s personality and key motivation aspects that enable individuals to fit into their job roles as well as organization’s culture.

Cubiks test

It is an international assessment and development consultancy (http://www.cubiks.com/), with great importance throughout Europe, the United Arabs Emirates, Malaysia and the USA. They pride themselves in offering “culturally sensitive, competency-driven business psychological solutions in over 30 languages”.  Here, three broad test formats are offered: Reasoning for Business ability tests (RfB series) these test Verbal Reasoning, Numerical Reasoning, and Diagrammatic Reasoning and assessments have been designed for two key levels of applications; Managerial & Graduate and Business Support. The RfB suite includes supervised and unsupervised versions and assessments are available in many languages.

The Problem-Solving test series has been designed to assess how quickly and accurately an individual can solve new problems. It, however, only tests one’s ability to solve numerical and verbal problems. Verbal questions assess knowledge Antonyms (candidates have to choose which word from a group of five has the opposite meaning to another word); Deviation from category (one must decide which one of five words has a different meaning from the others); pair of concepts (Do two words considered have the same meaning, the opposite meaning, or neither the same nor the opposite meaning?); Verbal analogy (the candidate has to decide whether the underlying meaning or idea in two statements is the same, the opposite, or neither the same nor the opposite). Finally, Logical reasoning involves the participant deciding whether three considered statements have correct/incorrect logics).

Numerical problems on the other hand cover a series of numbers, simple calculations and complex calculations. In some situations, companies will choose to test clients more than once, and for this reason,

The last test, Logiks General, is an online test that measures an individual’s general cognitive ability. This twelve minute assessment measures a participant’s ability to solve verbal, numerical and abstract problems.

Talent Q is yet another consultancy firm that prides itself with over 50 countries’ coverage and has a huge network of clientele companies such as Virgin Atlantic, Royal Mail Groupo, JT Global, Lloyds Banking Group, Ford, and AstraZeneca. Graduate Monkey can even help you in successfully applying for any of such companies. All you have to do is to take this exam.

TalentQ tests

It focuses on 4 key broad aspects: “personality and motivation”; “Ability”; “Competency-based sifting” and “360-degree feedback”. Personality and motivation tests (https://www.trytalentq.com/) measure an individual’s behavioral preference at work, with a focus on “how staff prefer to manage relationships with others, their approach to work and their sources of energy and motivation”. This is captured through “Dimensions”. Drives, on the other hand, is an online questionnaire focusing on individual’s values and motivations in the work place, and focuses on factors that “stimulate and energize individuals in their daily working lives” (https://www.talentqgroup.com/assessments/).

Ability is measured with the help of two tests: “Aspects ability” and “Elements”. Aspects ability measures verbal, numerical and checking skills and is useful for recruiting frontline, customer service and sales staff. On the other hand, “Elements” measure verbal, numerical and logical reasoning and is suitable primarily for graduate, professional, managerial and executive level roles.

Competency-based sifting measures behavioral preferences at work in relation to the most relevant competencies for the job, through “aspects styles”. Lastly, 360-degree feedback is a “MultiView (http://m.mcn.com.au/multiview/)”, competency-based feedback questionnaire that identifies strengths and development needs of employees. It aims to facilitate performance improvement. 

Psychometric interviews can be done in different ways, depending on how the tests are designed.  Some tests can only be done online while others are pen and paper based. This, therefore, means that in some instances, one can get instant feedback on performance while in others, candidates have to wait for their results. Requirements differ too- whereas some tests allow use of tools such as calculators, in others, these are prohibited. Since they are primarily meant to objectively identify the most suitable candidates from many competitors, these tests usually give lesser time to answer all of the questions and some candidates complained about this factor. Optimum conditions for gauging one’s prowess are set during this examination- quiet, well lighted rooms and clear instructions to avoid ambiguity. Overall it is assumed that candidates sitting in these tests are in good health.  The evaluators have the discretion to define a pass mark, and in some instances, use other criteria when none of the candidates achieve the set threshold. Numerous sites such as Graduate Monkey, SHL online and Psychometric institute have developed resources that applicants of aptitude tests can use to prepare for the real test.  Some packages are accessed at a fee e.g. £19 while others are offered free of charge.

Why Large companies Use Aptitude tests?

Many organizations worldwide have incorporated aptitude tests in the recruitment process particularly for graduate jobs. This is because depending on the job, graduate recruitment tends to attract thousands of job applicants especially when advertised online. This could partly due to the rapid development of online social networking sites where organizations or individuals can share job vacancies to interested parties free of charge (save for the time taken to post!). Consequently, the hiring company would be overwhelmed by the sheer number of applications. Hiring graduates could be tricky particularly in situations where all have papers that meet minimum requirements e.g. a distinction in chemistry. A way has to be found through which a smaller number of applicants is selected to go to the final interview panel.

Companies have therefore employed various forms of graduate online aptitude tests to help downsize the number of applicants. Thesegraduate ability tests/ aptitude test for recruitment/incorporate various questions that test for specific skills sets and knowledge. Getting a distinction does not mean one can do what he purports to. Online sites have been developed to support candidates in preparing for company aptitude tests.  Popular practice test packages include Kenexa reasoning tests and Cubiks test. These tests contain sample aptitude tests for graduates that measure numerical, verbal and logical reasoning albeit using different test terminology.

Graduate test preparation also benefits from access to recruitment test tutorials that are constructed very similarly to the ‘real thing’. These are materials that contain questions popularly asked in these exams but most importantly, invaluable tips of answering them in a timely manner. Some sites do provide free graduate test videos to enrich the learning experience.

A google search of “list of large companies that use aptitude tests” returns more than a million hits, perhaps as an indication of just how widespread these tests for job recruitment are. Some of the companies listed in one of the hits (http://www.practiceshltests.com/list-of-companies-using-shl-aptitude-tests) include: Barclays capital, Betfair, BNP Paribas, British Airways, Capital One and Centrica.

Others are: Danone, Deloitte, Deustche bank, EDF Energy, Fidessa, Goldman Sachs, HSBC, ICAP, Jaguar Landrover, Johnson and Johnson, Kimberly Clark, and KPMG.  Lloyds Banking group, London Stock Exchange, M&G Investments, Moore Stephens, Natwest, Nomura, PricewaterhouseCoopers (PWC), PZ Cussons and Rio Tinto also employ aptitude tests. Also in the list are: Royal Bank of Scotland (RBS) Royal Bank of Canada (RBC), Smith ad Williamson, Tesco, Thales Group, Thames Water, Transport for London (TFL), TUI Travel (Thomson and First Choice Holidays), TulletPrebon, and Yorkshire Water.

Evidently, aptitude tests are used by a wide range of organizations. Financial institutions dominate the pack but transport companies and companies in the energy and water sectors also employ these tests. An important feature of these companies is that they are the dream career destinations for many graduates. This implies that with the advancement of platforms for knowledge sharing and social networking sites, many college students will increasingly line up for these jobs therefore the aptitude tests will increasingly be employed around the world.

If you are going to apply for a job and want to have tips about successfully passing your recruitment aptitude test, then you should have to be familiar with the nature of job along with gathering some relevant skills. Also, you should be confident within yourself and have faith in your expertise. You can also take sample graduate online test to have an idea about questions and your insight on the subject.

Comparative analysis of your skills, academic background, career guidance tests evaluation and past experience is also important to qualify for a job. Other things that companies determine from the graduate test include your hobbies, family support, preferred work environment, age, personality, and ethical values. All these factors help companies to shortlist their desired candidates and evaluate on the basis of their performance in past jobs and efficiency. Normally, companies have certain requirements of age and experience and they create tests according to the expertise or mind set of candidates. Like there are some tests for senior citizens where they are required to answer different questions associated with their past lives. They are inclined towards emotional quotient as the people, taking tests, have achieved a lot of success in their professional lives.

Technology changes, preferences change. It, therefore, goes that aptitude tests will change. New concepts will surface. New terminology like “aptutorial”, coined by Graduate Monkey; will inevitably become lingua franca for job and college applicants. This could ultimately shift the cost ofhiring graduates on to the candidates themselves since these tests are not entirely free of charge. However, given that these tests could be the “mountain” standing between the graduates and their dream jobs, all efforts to secure a seat at the interview panel are worth the pain.

A look into Aptitude test and its importance

A look into Aptitude test and its importance

The Oxford online dictionary defines aptitude test as “a test designed to determine a person’s ability in a particular skill or field of knowledge” (http://www.oxforddictionaries.com/). They are also referred to as cognitive ability or intelligence tests. These tests assume that different people possess different special abilities but most importantly, that these variations are important in predicting future achievements.   The first known use of aptitude test was in 1919, and increasingly, they have gained worldwide acceptance particularly in human resources circles. Aptitude tests are now an integral part of an employee recruitment process and Fibonicci argues that 70% of recruitment companies worldwide use aptitude testshttp://fibonicci.wordpress.com/.

But just how important are these tests? With the advancement of information and communication technology, job openings can be viewed by millions of people worldwide, in spans of seconds after they are advertised online. Such is the importance of globalization. A Kenyan graduate can therefore apply for a job in a Scandinavian country. With thousands of applications streaming in, the potential employer therefore needs a standardised, verifiable, accountable but most importantly, relevant way of downsizing these applications to a manageable number, taking care not to eliminate best applicants.  Overall, candidates are selected depending on the threshold set for acceptable scores.

This process therefore saves an employer time since a much smaller number of candidates can be invited for interviews.  Provided that the testsvalidly identify people with the right skills and knowledge, the employer (or hiring firm) can rest easy that they can choose from the crème de la crème of the candidates. This is particularly important for specialised jobs where the recruit has to know his job and know it really well. These tests are also important in identifying further career development needs. These tests also strengthen objectivity in the employee selection process.

Aptitude tests measure various skills including logical, verbal, numerical and mechanical. The content of these tests is customised to the job requirements. Some of these tests are briefly described here:

SHL reasoning test:

These involve mathematical tests in which various form of questions are asked, and the candidate required to choose from multiple choices, the appropriate answer.

Kenexa reasoning tests: these contain three practice tests on i) SHL numerical reasoning ii) verbal reasoning and lastly, logical reasoning tests.  Numerical tests require candidates to critically evaluate numerical information presented in tables and graphs. 12 questions should be done in 17 minutes, therefore speed is of the essence here.  The second test (verbal), simply measures one’s comprehension of information presented. Candidates are required to read through the text and answer as “true” or “false”, the statements presented in relation to the passage. Only half a minute is typically allocated for each test question. The third test, on logical (or abstract) reasoning requires candidates to study some diagrams, and identify a pattern that will be used to determine how the next diagram should look like. This test contains 12 logical reasoning questions, and should be done within 6 minutes. Candidates are required to click a “finish” button to submit the answers.

Saville reasoning tests

This is a package developed by Saville consultants, and entails different tests that broadly measure comprehension and technical analysis. In addition to the tests highlighted in Kenexa, Saville package includes a technical aptitude test package that contains Spatial, mechanical and diagrammatic reasoning.  Aptitude test packages therefore come with different levels of complexity largely depending on the depth of skills and knowledge sought for by the recruiter.

Normally, aptitude tests are conducted on yearly basis before appraisal so as to evaluate the expertise and self esteem of candidates. There are a number of scientific tests designed in a general manner and appraisal is usually given by the qualified counsellors. The answers of aptitude testquestions are created with different degrees of agreement and disagreement. Then evaluation sheets are made mentioning scores of candidates that rate their skills according to the number of questions answered.

Apart from these facts, satisfaction is also an important thing for your success in a certain field so you should keep on improving your skills up to the level that will help you to become more and more preferable by the companies. If you are not sure about these tests, you can also watch someaptitude test tutorials in order to have an idea.

Due to the rising demands for aptitude test preparation, several online resources have been developed. Graduate Monkey test tutorials can be accessed via www.graduatemonkey.com.  This tutorial package contains a range of helpful aptitude test questions as well as answer test questions. Also featured are video test tutorials, aptitude test guides as well as sample aptitude test papers. Candidates can access any of these by paying a premium of at least £19.  Some of the key benefits of using these practice materials include tips for time-saving for complex questions as well as confidence building. “Aptutorial”, is the new memorable name encompassing all these; aptitude test candidates will do well to utilise the resource.

WHY I CHOOSE GRADUATE MONKEY FOR APTITUDE TEST PREPARATION?

Aptitude tests are increasingly preferred worldwide for short-listing candidates for consideration of interviews. These examinations are commonly used by employers and academic institutions for consideration of select jobs or courses, respectively. A key advantage of using these tests owes to the fact that they eliminate candidates who may not meet aptitude or ability requirements of the job and thus saves organisations invaluable time that would otherwise have been spent interviewing a larger number of candidates. Suppose 1000 candidates applied for a job posting, what is the appropriate way of cutting down this number to a manageable size? Short listing involves a trade off. Sometimes in eliminating some applicants, it is possible that the most qualified ones get knocked off and those who do not fit the required profile do make it to the interview.

Aptitude tests serve a dual function: downsizing the number of applicants while enhancing chances of short-listing those who closely fit the requirements of the job. It also provides a transparent way of the selection process, since labour laws worldwide prescribe punitive measures against any forms of discrimination. Job interviews do cost a lot of money to organizations, depending on specific arrangements that organisations have put. For example, some organisations do compensate interviewees for travel, hotel costs and meals. It is highly desirable that the people who make it to the interview are good value for money.

Understandably, this exam is the game changer for the vast majority of applicants. It is referred to using such analogies as the guillotine, the hangman, the sieve, hurdle and chopping board. It is important that applicants for jobs prepare sufficiently for aptitude tests. Luckily, innovative tools are available to support candidates, and these can easily be accessed on the internet. One such tool is the Graduate Monkey, hosted on thewww.graduatemonkey.com website.  This interactive site offers several aptitude tests preparation packages at only a fraction of an average graduate salary for a 4 month period. I highlight some of the practice tests offered here and thereafter, reasons why I would choose it for my preparation.

Some of the tests include:

1. SHL numerical reasoning: this test enhances one’s chance of passing mathematical tests. It consists of a set of 18 questions, to be done within 25 minutes. It exposes users to diverse data contexts thereby readying them for any questions that could prove tough in the real test.

Abstract (Logical) Reasoning (SHL and Kenexa style): Also called Logical reasoning tests, these are part of non-verbal tests because they rely on “visual presentations of problems and their solutions”. Candidates study a series of patterns, identify the change of these patterns, and consequently predict the next pattern in the sequence.  These tests are also called diagrammatic tests and their main aim is to assess a candidate’s ability of diagrammatic reasoning. Test content could also be in the form of signs or symbols, called operators. These operators dictate how the next sequence ought to change. A key advantage of these tests is that they do not require any prior knowledge or language skills.

These tests can be purchased as single packages or under one consolidated pack. The consolidated pack comes at only £59 and it offers a significant saving to graduates. These arrangements therefore offer candidates flexibility in payment and materials access.

Various aptitude test preparation packages are used in preparing candidates. These include an aptitude test guide, aptitude test tutorials,consisting of aptitude test tutorial videos. They help candidates consolidate knowledge, improve speed and build up their confidence confidence. The films feature animations to provide visual insights on how some things work.  In addition to these are aptitude test e-books.  These contain explicit notes on how to solve various problems, and key shortcuts that would help save time.  Furthermore, practice aptitude tests and practice reasoning tests are offered to enhance exposure, help candidates in self-timing and boosting confidence that is requisite in scoring high on the real test.

Past users of these tests strongly recommend this site, with over 2,000 likes on the Facebook page alone and nearly 100,000 views on a recently launched YouTube channel. These platforms would enhance the site’s visibility to other potential users and hopefully add the numbers of users. A key advantage of this site is that the tests can be done anywhere, any time and the subscription rates are very affordable. Unlike other aptitude tests that offer only one aspect of tests for example numerical only, this site does offer an all round exposure and therefore one needs not go from site to site trying to gain various exposures.

Jobs are really hard to come by. The available ones are very competitive and therefore there is a need to prepare sufficiently for the “guillotine”. The technological advancements and rising costs of doing business favour efficient, accountable recruitment processes. Failing to plan is planning to fail, so the mantra goes.

How to Pass Graduate Recruitment Tests?

So you’re fresh out of school and applying for the job you’ve spent the last few years studying and preparing for. You’ve got the lambskin diploma to back you up. But you’re not out of the woods yet.

Because as it turns out, as you start applying to a graduate job, many of your employers are going to require something from you as a graduate recruit – a graduate recruitment test or, a company aptitude test.

Typically, aptitude tests are meant to test you on a variety of topics that your employer feels you’ll need when you take on the job you’re applying for. One of the most common types of tests you’ll be taking- the SHL reasoning test– comes with a variety of sections, including ones that covernumerical reasoning, logical reasoning, abstract reasoning, and diagrammatic reasoning. You might also be expected to complete the Saville reasoning test – which covers a wide variety of logical reasoning questions.

In short, your employer wants to make sure that you’ve got a basic handle on all the skills and smarts that the job requires. And for many employers, aptitude tests are almost like you’re being slotted on the first day of the job – all without clocking you in. It’s an easy way to know for sure if you’re the right person for the position.

With how important recruitment aptitude tests can be, it’s imperative to make sure that you’ve got a good handle on the material involved. And if you remember anything from your days back in university, you understand the importance of studying and preparing yourself for all kinds of exams. Aptitude test preparation is of utmost importance.

The number of questions varies from test to test. For example, the typical SHL numerical reasoning exam might have anywhere from 18 questions while an inductive reasoning exam might have about 24 questions. Chances are, you’ll have anywhere from 15 to 30 minutes to complete each exam and answer test questions, depending on how many questions it has and the subject matter.

Before you take your exam, it helps to have a good night’s sleep and a well-rounded breakfast. These aptitude tests may be shorter than your midterms and final exams back at university were, but they’re no less important. After all, how well you do on an aptitude test might affect whether or not a prospective employer will want to hire you.

There’s a ton of resources out there designed to help you feel better prepared for taking recruitment aptitude tests. For one, there are recruitmentGraduate Monkey test tutorials that will help guide you step by step through various aptitude tests. Websites like aptutorial,Graduatemonkey.com and jobtestprep.co.uk have video tutorials designed to give you a good idea of what to expect when you take the exam.

There are also numerous websites out there that offer aptitude test preparation material, workbooks, and even practice tests to help you hone your skills.

Graduate Monkey, for instance, offers aptitude test preparation guides on a 4-month subscription basis. They also offer free recruitment test tutorials and videos designed to give you a good idea of what to expect and help you optimize your chances of finding your ideal career.

Well, you’ve got the resources. So what do you do?

Don’t wait until the last minute to prepare for your test. Cramming for your aptitude test in only one night before you take it won’t do you any favors.

Give yourself ample study time.

If you’re the kind of person who likes to take lots of notes and highlights passages- pick yourself up an aptitude test preparation work book. Then you can mark all the passages you need to and highlight any terms that you need to focus on.

Taking a practice test, whether that’s online or in a workbook, will do wonders for helping you prepare for the kinds of questions that will be asked on the aptitude test. Pay attention to any kinds of questions you had trouble with or got wrong- you’ll want to make sure you have a better understanding of these kinds of questions when you go to take your aptitude test.

When you’re testing for the aptitude exam, there are a few things to keep in mind.

For one, don’t leave questions unanswered. Most aptitude exams are multiple choice. If you’re confused about a question and you’re not sure what the answer is, sometimes it’s okay to guess the answer on the test, unless you’re told otherwise.

And when your aptitude test is scored, what tends to happen is, employers won’t take into account your complete score but instead how well you measure up to other applicants and people with similar backgrounds to you.

So when you take an aptitude test, it is key that you prepare yourself so you’re better able to ace the exam. After all, the best employee is a well prepared one, whether that’s on the job or while you’re testing.