The Real Reason Aptitude Tests Are Really Hard And How To Tackle Them (2024)

FAQs

The Real Reason Aptitude Tests Are Really Hard And How To Tackle Them? ›

They are designed to be challenging so that you can differentiate between those with high reasoning skills and those with lower skill level. People will be better at certain aptitude tests types than others, e.g. someone with strong numerical ability will find numerical reasoning tests easier than other test types.

These tests are used to understand your intellectual potential rather than your knowledge of a specific subject. Employers and educational institutions use these tests to identify if you have the aptitude to excel in demanding roles or programs — therefore these tests have to be “hard”.

What to do if you keep failing aptitude tests. If you've been struggling with psychometric tests despite following all our tips, don't worry too much. There are many intelligent and successful individuals who don't do well on these tests, sometimes due to ADHD, extreme test anxiety, or other reasons.

Practice, practice, practice: Practice is the key to mastering any test. Look for aptitude tests online or in exam preparation books and practice solving different types of questions. Focus on the areas where you feel less confident and reserve yourself a simulation of test conditions.

Why are aptitude tests difficult? For most candidates, the difficulty of aptitude tests lies in completing the tests under timed conditions. In numerical or logical reasoning tests, candidates tend to have about a minute or so to read the question, analyse the graphs and patterns, and choose the correct response.

In most cases, if you fail an aptitude test you will not progress to the next stage of the application process. You may be able to reapply for the position at a later date and retake the aptitude test.

Some students perform poorly on tests for reasons other than lack of preparation or poor study skills. This common problem is called test anxiety and it occurs when students are too nervous to recall learned material during an exam.

The minimum mark required to pass an aptitude test depends upon the cut-off percentile set by the test provider or employer. This is often set at between the 30th and 50th percentile. To improve your chances of getting ahead, it is key to score higher than the 70th percentile.

Practice regularly: Aptitude skills such as numerical, verbal, and logical reasoning require regular practice to improve. Dedicate some time of your day or a few times a week to practice. Take practice tests: Taking practice tests can help you become familiar with the types of questions and format of tests.

Scoring well in an aptitude test may depend on the natural intelligence and abilities of a candidate; but with practice, knowledge acquisition and learning, any person can develop and improve these skills.

Can you still get hired if you fail an assessment test? ›

Hiring managers have to take into account the results of failed pre-employment assessment tests, especially if they feel these candidates are a great fit and should still be considered. While it's possible to lower cutoff scores, one must apply this new standard to all applicants.

To ensure that only the highest-performing candidates are to be selected, you can set a passing percentile at 70% or 80%. This means that the candidates must score higher than the benchmark score to get selected. In some cases, a passing percentile may be set at 50%, depending on the number of job applications.

An aptitude test is designed to measure the potential for achievement in an individual, whilst an IQ test is a standardized test designed to measure intelligence. Both are now increasingly encountered in recruitment, selection and assessment procedures.

Aptitude tests cover a lot of different assessments that measure different abilities and skills, so there is very little chance of getting through them when you practice in one day. Instead, one week may be the appropriate time for practice so that you get ready for aptitude tests.