Key Takeaways

• One of the best practices in using aptitude tests for hiring is to ensure the test's job-relatedness through a job requirement analysis.
• Using a wide range of aptitude question types is also a best practice in using aptitude tests for hiring.
• Keeping the test duration under 40 minutes is another best practice to make aptitude tests more effective during the hiring process. The completion rate for aptitude tests and hiring tests in general always exceeds 75% whenever the test duration is under 40 minutes.

Introduction

Ensure Aptitude Tests' Job-Relatedness

• One of the best practices in using aptitude tests for hiring is to ensure the test's job-relatedness through a job requirement analysis. This is a best practice in implementing pre-employment testing, which includes aptitude tests.
• This is a best practice because it ensures that the right job-relevant traits are measured so that the right people would be placed in company positions.
• According to the experts from Criteria Corp, aptitude tests that are specifically designed for particular positions should not be used for other positions. Test selection decisions must be made on a position-by-position basis to ensure job-relatedness.

Use a Wide Range of Aptitude Question Types

• Using a wide range of aptitude question types is also a best practice in using aptitude tests for hiring.
• This is a best practice because the most popularly used aptitude tests for hiring feature a wide variety of question types. This is for the purpose of "providing a holistic assessment of fluid and crystallized intelligence" by measuring core brain functions such as memory, attention, speed, and visualization. The tests also measure a job candidate's "development areas and propensity to be trained."
• According to Mettl experts, the most popularly used aptitude tests for hiring include spatial reasoning assessment, logical reasoning test, verbal ability test, numerical reasoning test, and general mental ability test.

Keep Aptitude Tests Under 40 Minutes

• Keeping the test duration under 40 minutes is another best practice to make aptitude tests more effective during the hiring process.
• This is a best practice because data revealed that job candidates complete tests more frequently when the test length is not longer than 40 minutes. The image below reveals the data which Criteria Corp gathered.
• The completion rate for aptitude tests and hiring tests in general always exceeds 75% whenever the test duration is under 40 minutes.
• According to Criteria Corp experts, 40 minutes seem to be "the point at which test fatigue begins to discourage candidates."

 

Source

Use Private Tests and In-House Tests

• Using private sector aptitude tests in conjunction with in-house original aptitude tests is also a best practice.
• This is a best practice because it allows for a relatively easy way of measuring detailed data. Also, it saves effort and cost, since creating in-house tests takes more effort and cost.  
• Private tests are used to measure basic skills, while original tests are used to measure specialized areas that are more challenging to discern using private tests.
• Some also use general aptitude tests and specific aptitude tests. General aptitude tests measure a person's potential to adapt and learn, while specific aptitude tests are designed for more focused predictions. 
• According to Learning Box experts, this practice "not only saves time and effort in creating questions, but also provides a more accurate measure of the data you are looking for."

Define the Aptitude Test's Purpose

• Defining the "purpose of conducting aptitude tests" is also a best practice because aptitude tests normally vary regarding test items, testing methods, and intended use.
•  Defining the purpose enables the company to identify the type of aptitude test to use.
• According to Learning Box experts, "When creating questions in-house, it is important to clarify the purpose of the aptitude test, such as whether the test will be used for employment selection or for assignment and human resource development, and to consider the desired test format and the budget that can be allocated for the test."

Research Strategy