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.

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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.

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.

 Aptitude Test– What does it Evaluate?

If you’re a graduate looking for work after university, chances are that many of your employers require you to take an aptitude career test. You’ve probably, at some point, wondered why so many employers require these tests and what they all mean.

Well, many employers use a variety of different exams to test you on various skills they expect you to have mastered before you take on a job in the position they’re hiring for. Depending on the kind of job you’re applying for, employers use aptitude career tests to help determine if you’re a competent, well rounded candidate.

For example, the Cubiks test, which is a common test many businesses you might be applying for expect you to take, tests one’s problem solving skills, especially when it comes to numerical and verbal literacy. Many of the verbal problem solving questions you’ll be expected to answer concern how well you’ve got a handle on the English language- for example, you might be asked about antonyms or how to use deduction and reasoning. When you’re being quizzed on your numerical reasoning, you might be expected to complete a variety of simple and complex equations to ensure you’ve got a good handle on basic, mathematical skills and concepts.

Often times, many numerical reasoning tests will have you interpret information in graphs and charts to see if you’ve got a good handle on how to interpret data and statistics. These are important skills you’ll have to use on a daily basis in many of the jobs you’ll be applying for.

Abstract reasoning test, which is a common component of many aptitude tests you’ll be expected to take, involve testing your ability to analyze information and solve problems with complex thought processes. You’ll have to be able to make deductions, form theories, and understand the various relationships between verbal and non-verbal concepts.

The OneTest cognitive ability test relates to how well you’re able to reason and utilize various thinking styles in order to answer a variety of different questions. You’ll be tested on numerical, verbal, and nonverbal reasoning as well as your English proficiency and your deductive reasoning skills. And often times, you’ll only be given 23 seconds to answer each question, so quick that thinking is key.

A very important skill many employers will test you on is how well you’ve got a handle on mechanical reasoning. If you’re applying to become an engineer or are entering a technical field, you’ll probably be expected to take a mechanical reasoning test. During this test, you’ll be expected to utilize your knowledge of simple machines and physics in order to solve a variety of mechanical scenarios. And if you’re entering a mechanically inclined field, your employers want to know you’ll have the right skills and tools to be able to handle complex machinery and physical applications.

The TalentLens test is designed to test how well you can utilize various critical thinking strategies. For example, you’ll be tested on how well you can clarify your understanding of a subject, whether you can analyze and interpret the processes you took to reach a logical conclusion, and if you can make logical decisions based on the evidence you’re provided with.

Another common type of test you may be expected to take is the SHL aptitude test, which many employers use to test prospective employees. Some of the sections the SHL aptitude test covers include sections on numerical, verbal, or logical reasoning. Some employers such as PwC may even require a SHL personality questionnaire which is a type of psychometric assessment.

The Kenexa reasoning test also involves sections on numerical, verbal, and logical reasoning. Many employers will have prospective recruits take the logical reasoning portion, which involves using inductive reasoning to complete patterns and answer questions logically. Kenexa verbal testsare often tailored for individual positions and not only question how well you can utilize your verbal reasoning skills but can give your prospective employer a good idea on your managerial skills. Kenexa format is popular in investment banking and fund management industry.

And last but not least, one of the other tests you may be expected to take is the Saville reasoning test, which covers how well you’ll be able to use abstract critical reasoning in order to make a decision in various situations.

In order to pass any ability test or aptitude test you may be expected to take, it is important that you’re well prepared and know what to expect so you’re not caught off guard on test day.

Whether that means seeing aptitude test tutorials (aptutorials) or studying the different types of questions you may be expected to tackle during actual tests your employers are having you take, being prepared will give you a better chance to receive the highest aptitude test marksand be able to ace any aptitude exam. After all, many employers rely on the percentage of candidates who are efficient enough to pass aptitude tests to know whether they’re right for the job and it is their responsibility to prove that they are – before they give them a chance for an interview!

Graduate Monkey: Your Key to a Successful Career

So you’re fresh out of college. You’ve worn the cap, you’ve tossed it, and now you’re filling out job application after job application. You’re hunting like a hound for your dream career but as it turns out, it’s not as easy as just graduating and jumping right into a desk with a name plate on it.
As it turns out, finding the perfect job’s going to take a few more steps than that. For one, you’ve got to know how to deal with the aptitude tests.
“What?!”you cry. “More tests? You’re kidding me, aren’t you? I just graduated college. I thought I’d never have to take an exam again!”
But even if you’re fresh out of college and you’ve had your fair share of final exams and midterms to spare, even the idea of taking yet another test can be daunting. If you’re anything like me, you’ve had your fair share of test anxiety. The sleepless nights. Biting your nails to the nubs. That double, maybe triple knot in your stomach.
Even the word exam can inspire a fair amount of terror. Believe me, we’ve all been there. Haven’t you had enough of all these tests?
And what the heck is on these tests anyway?
Well as it turns out, many employers require aptitude tests to know if you, the graduate hunting for work, are right for the job. You’ll be tested under the requirements of the SHL test- which covers a variety of fields. SHL is a company that provides a variety of tests that cover all sorts of ground employers want to make sure you have a good handle on.
There are tests for SHL numerical reasoning, SHL abstract reasoning, SHL logical reasoning, and sometimes, you’ll even be tested on how well you’ve got a handle on your diagrammatic reasoning- or how well you can interpret visual information, like charts or graphs.
Basically, these tests are so your prospective employer can rest assured that, you, the test taker, are no monkey, no sir. Your employer wants to make sure they’re got the right man or woman for the job. And you want to make sure you can take whatever they can dish.
But you’re not alone. There’s help for you out there.
Graduate Monkey is a resource designed to help prepare you for SHL aptitude tests. Offering everything from aptitude test tutorials, aptitude test video tutorials, aptitude test preparation packages, their goal is to help you knock the socks off your employer.
You might be wondering “well, what’s the minimum score you need to pass?” But why not do more than that? With a little help, you can work towards getting the highest score possible.
Employers love aptitude tests. And no two aptitude tests are the same. So the goal of graduatemonkey.com is to give you the right tools provided to ace an aptitude test and to come prepared. There are even practice reasoning tests, in addition to eBooks and tutorial videos to help you get a head start.
After all, many people (as many as three out of four applicants) who apply for a graduate level job never make it past the aptitude test level.
You don’t want to be that guy or girl.
Graduate Monkey offers monthly subscriptions for their test preparation materials- so if you’re interested, there’s a variety of options for you to match whatever kind of budget you’ve got.
Hey, you’re fresh out of college. Chances are, your diploma didn’t come with a dotted treasure map leading to Scrooge McDuck’s swimming pool bank.
If you’re looking to ace your aptitude exams, I highly recommend giving Graduate Monkey a look around because they offer aptitude test 3-in-1 prep packs.
It’s hard enough hunting for work after school. But with the right resources, you can not only find the ideal job, but you can ace whatever aptitude tests your employer dishes at you.
The key to success is having the right tools at hand.
Whether you need to ace a numerical reasoning test, a math test, or show your employer you’re not a monkey’s uncle, having the right idea of what to do on an aptitude test is the best thing you can do to ensure you’ve got it made.
Hey, you’ve spent several years in school. Isn’t it about high time you find the career that you put all your time, money, and gumption into studying for?
Successfully acing an aptitude test can make a huge difference between one day ending up at that desk with your name on it and a thinly sympathetic phone call from the hiring manager “I’m sorry, but you’re just not right for the job.”
Well, with a resource like Graduate Monkey, you could be one step closer to finding the job of your dreams.

Is Aptitude a Myth?

The fact that one can prepare and improve their score on almost all types of aptitude tests raises an important question. Does what they call aptitude tests really measure your aptitude level? Let’s review the definition of what aptitude is.

An aptitude test is, generally, any test designed to measure one’s potential for achievement. The word aptitude is sometimes misused to mean ‘ability’ or ‘achievement’; however, there is a subtle difference between the three words aptitude, ability and achievement, which can be distinguished as follows:
• aptitude – how quickly or easily you will be able to learn in the future;
• ability – what you are able to demonstrate in the present;
• achievement – what you have accomplished in the past.
There are nine different types of aptitude, which may be summarized
as follows:
• General learning: learning and understanding, reasoning and making judgements. Example: how well we achieve at school.
• Verbal aptitude: general lexical skills – understanding words and using them effectively.
• Numerical aptitude: general mathematical skills – working with numbers quickly and accurately.
• Spatial aptitude: understanding geometric forms, and the understanding and identification of patterns and their meaning. Example: understanding how to construct a flatpack piece of furniture from a set of instructions.
• Form perception: inspecting and perceiving details in objects, and making visual comparisons between shapes. Examples:
studying an object under a microscope, and quality inspection of goods.
• Clerical perception: reading, analysing and obtaining details from written data or tabulated material. Examples: proofreading,
analysing reports and understanding graphs.
• Motor coordination: eye and hand coordination, and making quick and accurate rapid movement responses. Examples: actually being able to assemble the flat-pack piece of furniture once you have understood how it should be done, being able
to operate a computer keyboard quickly and accurately, and sporting skills.
• Finger dexterity: manipulating small objects quickly and accurately. Examples: playing a musical instrument, and sewing.
• Manual dexterity: the skill of being able to work with your hands. Examples: painting and decorating, building things
and operating machinery.

In the case of most aptitude tests there is usually a set time limit, which must be strictly adhered to in order for the test to be valid,
and there is usually an average score that has been standardized in comparison with the scores of a group of people who have
taken the same test.

In sum, either aptitude itself a fluid concept and it can be influenced through learning and practice OR no one really has a pure aptitude but what we have is hybrid form of constantly evolving ability combined with only minimal innate abilities.

Regardless of which one of the above is really true, you can always improve your test by using one or more of our aptutorials (aptitude test tutorials).

http://www.graduatemonkey.com

Add caption

Aptutorial is an aptitude test tutorial

Aptutorial is an abbreviation produced from ‘aptitude test tutorial’ or ‘aptitude tutorial‘.

Aptitude test tutorials or aptutorials are designed to help those who have to take such tests to improve their performance and score results.

Aptitude tests are used by a variety of entities such as businesses (banks, consulting firms, etc) and universities (see CAT). There are many forms of aptitude tests available. Aptitude tests have been used for thousands of years. For example, in ancient China, chancery workers were selected by checking their basic numeracy skills.   One of the modern aptitude test formats was developed during the World War I by a man named Carl Brigham who had adapted an IQ test into a more specific aptitude test format(see SAT). Also, see this source for more information (SAT)   According to Britannica (see Aptitude test definition Britannica), an aptitude test is examination that attempts to determine and measure a person’s ability to acquire, through future training, some specific set of skills (intellectual, motor, and so on).

The tests assume that people differ in their special abilities and that these differences can be useful in predicting future achievements.   General, or multiple, aptitude tests are similar to intelligence tests in that they measure a broad spectrum of abilities (e.g., verbal comprehension, general reasoning, numerical operations, perceptual speed, or mechanical knowledge). The Scholastic Assessment Test (SAT) and the American College Testing Exam (ACT) are examples of group tests commonly used in the United States to gauge general academic ability; in France the International Baccalaureate exam (le bac) is taken by secondary-school students. Such tests yield a profile of scores rather than a single IQ and are widely used in educational and vocational counseling. Aptitude tests also have been developed to measure professional potential (e.g., legal or medical) and special abilities (e.g., clerical or mechanical). The Differential Aptitude Test (DAT) measures specific abilities such as clerical speed and mechanical reasoning as well as general academic ability.

While aptitude tests are designed to objectively assess one’s innate ability, the fact that they are developed by other humans exposes them to bias and subjectivity. In addition, certain data contexts used in such tests can be readily memorized by those who can access similar questions, become familiar with test format and prepare accordingly.   Therefore, it may be possible to achieve a better score by preparing for the aptitude, which means it may be possible for a test candidate to demonstrate a higher aptitude score than he might obtain if he does not prepare in advance.Aptutorial providers such as GraduateMonkey.com rely on the idea that all aptitude tests have some degree of subjectivity and bias; thus some otherwise well-qualified candidates are disadvantaged in relation to others. Therefore, the use of aptutorials by test-takers can be justified for the purpose of creating an even playing field for all test candidates.