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Test your skills and assess the weak and strong areas

Aptitude test is the assessment in which the ability of a candidate to carry out a certain task is evaluated. In these tests, the candidate does not have any prior training or information. The thinking performance or logical reasoning of the candidate is judged in these tests. Aptitude tests consist of multiple choice questions that are required to be solved within strict time duration. Based on the results, the abilities of the candidate are judged by the corporate employers and they decide whether or not to select the candidate

These tests are used by organization to decide as whether the candidate is able to handle different situations of stress and pressure without losing patience and can manage the work flow as well as subordinates efficiently. When a person is able to select the most appropriate options that can handle the situation in best possible manner then he/she is considered eligible for the applied job. There are several types of aptitude tests such as critical thinking, numerical reasoning, situational judgment etc. 

Inductive reasoning:

The abilities of problem-solving of a person are judged in inductive reasoning. It is sometimes also referred to as tests of diagrammatic style or reasoning tests. If the person is able to perform flexibly when the information is not familiar and able to find appropriate solution is measured in inductive reasoning. When someone canto show good performance in inductive tests, it indicates that he/she has better ability to think both analytically as well as conceptually. From some specific cases, reasoning is made in order to derive a rule that is applicable in general situation. To make generalizations, inferences are drawn from the observations.

Logical reasoning:

The test that forms any assessment’s fundamental part is termed as logical reasoning. In the general logical reasoning, there is no requirement of numerical or verbal reasoning. The corporate employers make use of the logical reasoning test most of the time for the purpose assessing the candidates at the time of recruitment. It is termed to be a type of psychometric testing.

The general statement of measuring the mental ability of a person is said in a fancy manner with the word psychometric. The non-verbal skills of a person are tested in the logical reasoning. In this, the candidate is required to manipulate and interpret numbers, shapes, patterns etc. in certain situations, corporate employers test specific skill set of the candidate with the help of these tests. The mental ability of the candidate is reflected in the basis of his performance in logical reasoning on the basis of which the employers judge his ability for the job.

At Assessment Training, one can test his/her mental ability on the basis of the tests such as situational judgment, inductive reasoning, logical reasoning etc.  Select the test you want to take, fill in the required details and get access to high level questions testing the mental ability and skills. This will help you to determine the areas in which you are strong as well as those on which you need to work hard and require more practice. We also offer extensive preparation packages for test publishers, such as Cubiks, CEB/Gartner (SHL), IBM Kenexa, Talent Q, Saville Consulting, Thomas International, Raven’s Progressive Matrices and many more.

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Guidelines on the importance of Assessment and Training modules

Many organizations these days are coming up with assessment tests and imparting training to the employees before they are finally hired by the corporate entities. It is always beneficial to assess an employee which in turn will fetch the corporate with the fields which are easily accessible through the employee’s knowledge. Training is imparted to enhance the qualitative approach of the workforce since major development of any organization depends on the skill sets of the professionals. It thoroughly increases the efficiency of the employees and their working gradually becomes more and more effective.

An assessment of the employee with the skills one already possesses is of no value unless an efficient training is imparted to them. Assessments and training have become a vital part when dealing with placing the employees into professional domain to attain their maximum worth.

The benefits of any assessment done fetch us with the information in following ways:

There are numerous ways in which efforts can be expected out of an employee

Understanding the working style of an employee and the levels of combination with which one can interact with the rest of the work force.

A better knowledge of an employee’s behavior

The above knowledge pattern extracted out of an employee’s assessment doesn’t turn out of any utility without incorporating it with knowledgeable training modules.

In the global business scenario of today’s era one needs to follow these methodologies by providing with substantial instruction modules. Training is always pursued to attain a quantitative approach towards a profit-driven work-front. Candidates can be trained to knowledge which lands them into a world of nearby perfection to set their skills into application worth the usage of daily work profiles.

The key concern is how training can be conducted to hold the tag of being effective and efficient, primarily to judge the behavioural pattern and thinking capability of the candidate. The training should possess a major feature of being focused to the topic on which it is imparted to reduce the inefficiency in employees. It enables the employee to learn the work profile in the best manner which in turn will extract the maximum output in his work methodologies and make him gradually more efficient.

Empowered with the analytical tools the modules of training should be designed to extract maximum potential of the candidates. Once trained the candidate can be assessed on owing a thorough knowledge of their roles and responsibilities. The main aim and purpose of any assessment procedure is to help in directing the resource file to its destination mode. In simpler words to provide the organization with the right candidature to achieve its mission of working, improvement in the production levels, which in turn is sure shot to improve the quality of its products and services. The assessment can be done by diagrammatic reasoning, the numeric calibrations or verbal reasoning.

Assessment-Training is a company which deals with providing many modules of assessments concerning what is expected when approaching any corporate entity. Sample mock tests are designed with the creative educators with high level of accuracy when compared to the real ones. We also offer extensive preparation packages for test publishers, such as CEB/Gartner (SHL), Cubiks, IBM Kenexa, Talent Q, Raven’s Progressive Matrices, Saville Consulting, Thomas International and many more.

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Is Pre-Employment Testing Effective?

When I have a discussion to people regarding pre-employment test, even confidence, knowledgeable HR experts, they certainly have one reaction. Their face starts to pale, speeds up their heart rate, they start to stutter complaining. We can notice the war in their minds: I wish to like this pre-employment testing, I am not sure about the legitimacy but I want to keep safe my company.

It is not that they are not interested in this type of testing. Some of them think that using more ways to confirm they are bringing on the suitable candidate would very much improve their business.

The difficulty is that pre-employment testing was generally highly subjective and unreasonable (either unintentionally or intentionally), and now the courts have strict rules in place to confirm that any testing is openly related to the non-discriminatory and position. Some companies have selected to eliminate all pre-assessment testing rather than risk utilizing a test that may be unfair. It is the recognizable throwing out the kid with the water, and most experts distinguish it as such.

Thus, to reply the first, most important question: Is pre-assessment or employment testing officially authorized? And you will feel secure to know that absolutely "yes", if the test is related to job related, properly administered and non-discriminatory then Yes, it is legal.

Widely Used Testing

Probably you have known e someone who has undergone pre-assessment of pre-employment testing. A few of the common testing are:

Inductive reasoning

Logical reasoning

In-Tray Exercises

Critical Thinking tests

Assessment centres

Actually, even in the interviews can be observed as "tests" based on your view point.

Is Pre-assessment or employment Testing Prophetic of Job Success?

Not all type of testing is planned to be especially prophetic of job success. Like, Inductive reasoning and background checks are utilized to confirm companies are not mistakenly hiring a criminal, and credit checks are crucial for people who may be managing large money. These types of checks don’t confirm success; except they reduce the danger of catastrophic breakdown.

However, some other type of testing is utilized to determine the person’s success. The main challenge is that while these pre-employment tests are legal if administered appropriately, generally they are not mainly helpful in forecasting how well an applicant will do in the position. Personal interviews, which any particular spend enough effort and time to conduct appropriately, have just a 14% chance of forecasting whether the interviewee selected is the best one for the position! Also the most prophetic of the traditional methods- Critical Thinking tests and cognitive testing-is just about 53% projecting success rate of a candidate. You can say that you are probably better off spinning a coin than appealing in the effort and cost of most of the ways of selecting new candidates. If you are an employer and worried to find and prepare pre-employment tests then no need to worry, you can check assessment-training.com, here you can find different type of tests that can help you to choose best candidate for your company.