Aptitude Tests
Pre-employment aptitude tests save recruiters a lot of time and money, by rapidly evaluating candidates' cognitive abilities. This allows for highly effective shortlisting. Test Candidates offers many of the most recognised aptitude tests, such as numerical, verbal, logical and mechanical reasoning, plus error checking and emotional intelligence. Each test is created by psychometric experts and scientifically validated.
Abstract Reasoning Tests
Abstract reasoning tests assess how a candidate approaches analysing unfamiliar information by testing their ability to spot patterns and trends.
Explore testBasic Math Tests
Basic Math Tests focus on a candidate's numerical skills, particularly their ability to perform arithmetic operations, understand number sequences, and solve simple mathematical problems. These tests offer insights into a candidate's aptitude for roles requiring quantitative reasoning and data interpretation.
Explore testCognitive Ability Tests
The cognitive aptitude test assesses a person's intellectual skills, offering insights into their capacity for tackling challenges and exercising analytical reasoning across diverse activities.
Explore testDeductive Reasoning Tests
Deductive Reasoning Tests gauge a candidate's ability to draw specific conclusions from general statements or premises. They assess logical thinking and the ability to apply rules or principles in new contexts, providing employers a window into a candidate's analytical and problem-solving capabilities.
Explore testDiagrammatic Reasoning Tests
Diagrammatic reasoning aptitude tests are a type of intelligence test that measure a person's ability to reason using diagrams.
Explore testEmotional Intelligence Tests
Emotional intelligence tests can help employers assess candidates' abilities in four key domains including perceiving, using, understanding, and managing emotions.
Explore testError Checking Tests
Error checking tests assess a candidate's attention to detail and their ability to spot errors.
Explore testInductive Reasoning Tests
Inductive Reasoning Tests evaluate a candidate's skill in identifying patterns and making logical predictions based on incomplete information. These tests offer a glimpse into a candidate's creative problem-solving skills and their ability to adapt to new situations or concepts.
Explore testLogical Reasoning Tests
A 10-minute, 10-question logical reasoning test for employers who need people to work out rules from unfamiliar information. If you are a candidate looking to practise, the example test on this page is free; the rest of the page is written for the people sending it.
Explore testMechanical Reasoning Tests
Mechanical reasoning tests are frequently used for technical positions and measure a candidate’s capacity to apply mechanical principles to solve problems.
Explore testNumerical Reasoning Tests
Numerical reasoning tests demonstrate a candidate's ability to deal with numerical data quickly and accurately under time pressure.
Explore testSituational Judgement Tests
Situational Judgement tests assess how a candidate approaches various scenarios in the workplace. These tests are designed to assess a candidate's response to typical workplace scenarios.
Explore testSpatial Reasoning Tests
Spatial reasoning aptitude tests are a widely used tool in the field of intelligence assessment. These tests measure an individual's ability to think spatially and solve problems in three-dimensional space.
Explore testVerbal Reasoning Tests
Verbal reasoning tests assess a candidate's comprehension skills through the presentation of a short passage to text.
Explore testLook beyond a single score
Different tests assess different abilities. A range of results can help you see how candidates compare within the same assessment.
These sample distributions explain the chart format. They do not establish which test is more difficult or more predictive.
Choose tests around the work
Start with the tasks a successful candidate will perform. Use an assessment to explore those skills, and keep the selection consistent for candidates applying for the same role.
Consider the time you ask candidates to invest. Choose the tests that will help you make a decision, then use the results alongside interviews and other evidence.