How to Choose the Right Aptitude Tests For Your Team

Do you ever wish there was a way to determine a worker’s abilities before you hired them? Are you looking for a way to streamline your hiring process and improve success? If so, then it’s time to implement aptitude tests into your screening routine.

Doing so can help you determine a worker’s aptitude before you hire them. It can help you understand what strengths they can bring to your team and how quickly they can react to certain situations.

See below for an in-depth guide on how your company can go about choosing the right aptitude test for your business model moving forward.

1. Consider Multiple Facets

Contrary to popular belief, aptitude tests aren’t only for the hiring process. They can also be used for HR teams to maximize in-house talent and extending your staff’s intelligence.

For that reason, you should consider finding aptitude tests for multiple facets of your business: pre-employment, on-boarding, and development.

You can use an aptitude test such as our Elite Profile System to get quick results and a test that achieves both scientific and psychometric standards. It can be customized to achieve virtually anything that you want it to.

This includes accomplishing things such as:

  • Sales Profiling
  • Manufacturing Worker Assessment
  • Pre-Employment Testing
  • Mechanical Aptitude Testing
  • Healthcare Worker Testing
  • Character Profile Testing
  • Tests for Engineers
  • Tests for Call Center Agents
  • Workplace Safety Tests
  • Cognitive Testing of Staff
  • Tests for Restuarant Workers
  • Industrial and Distribution Workers
  • Leadership and Management Testing

As you can see, these tests can be used to help your management and HR team maximize the full potential of your staff. 

When purchasing a test for the first time, consider the customizability of the test. Just like our Elite Profile System, the test needs to be able to bend to the needs your company has for pre-hiring tests and beyond.

2. Create Some Goals

There is a reason that you and your company are currently on the hunt for an aptitude test format. 

Perhaps your team has been burned by recent hires and are wanting to refine what makes a candidate a good fit for your company. Maybe you’re wanting to reassess what qualities you should look for when hiring a new staff member.

Regardless of what brought you to this point, it’s important to establish some goals for your business. In other words: what are you and your company looking to get out of the test that you implement?

For example, what kind of data are you wanting to gather from the tests you have your candidates perform? What information are you hoping becomes available to you, your managers, and your HR team to help in the hiring process?

Perhaps your goals are after the hiring process. You might want to use the test as a way of analyzing the skills that you have on your current team. 

That information can also be used to find what skill set your company currently lacks, which you can then look for exclusively the next time you’re hiring. It can help fill a weakness for your company’s staff.

3. Search for High Return on Investment

When looking into new aptitude tests to integrate into their model, many businesses make the mistake of choosing a free test. Many of these free tests are designed for personal use, not a business. Consequently, you will get mixed results at best.

They might not use any psychometric or scientific component, which essentially means they are of no benefit to you. 

In other words: you don’t want to make your hiring process dependant on the answers of a generic or inaccurate test. 

Instead, look for a high return on your investment. Customizability is your best friend, here. The more customizable the test is, such as our Elite Profile System, the more ways it will help you in your business!

The right aptitude test can be used to help you build your team, discover what skills need to be strengthened, and how you can help them grow as a professional. 

4. Search for a Candidate-Friendly Test

Your candidates will be happy to complete the aptitude test as long as you have had some engagement with them and communicate why it is important to complete them. That said, you still want to be respectful of their time and energy.

Why? If you purchase a test that’s too long or complicated, candidates will rush to complete it, which could cause you to risk missing out on the best talent, or blow it off completely. Candidates have been ignored for so long that top talent just won’t invest their time if they feel they don’t have a chance.

Instead, find a test that is both accurate and offers a candidate-friendly experience. One that is quick, efficient, mobile-ready, and renders the results quickly.

5. Look for Psychometric Components

It’s been mentioned in this article, but bears worth repeating: an aptitude test without psychometric components to it is of no use to your business.

This allows you to get inside the mind of your candidates. It allows you to see beyond the skills they have and how they will fit in with your current team.

For example, if you’re hiring for your sales team, you might choose to steer clear of hiring any introverts to your staff. Tests with psychometric backing can help you identify a candidate’s social skills to find the perfect fit.

Find the Best Aptitude Tests for Your Company

Now that you have seen all of the ways that aptitude tests can help your company with team management, be sure to use them effectively.

Be sure to read this article for tips on how to create a culture of caring and employee well-being within your staff!

For more inquiries, please be sure to reach out via our contact us page and we will be happy to assist you further.