Aptitude
How candidates work with numbers, words and patterns
Candidate assessments without the annual subscription.
Compare the skills behind the CV with aptitude, skills and personality tests. Every test is included, you pay only for the results you unlock, and your free results never expire.
Get started free5 free candidate results · No credit card required
YOUR CANDIDATES. A CLEARER PICTURE.Results ready
AMCompleted
Alex Morgan
Finance assistant assessmentSkills you can see.
Four tests. One candidate.
FROM SCORE TO CONVERSATION
Explore how Alex checks for errors when working under time pressure.
Illustrative results · Fictional candidate
TRUSTED BY HIRING TEAMS
LittlefishGreg, HR Business Partner, Littlefish Ltd“The platform is so simple to use. I had used competitor providers for over six years and will never go back. Fast, efficient and friendly!”Read their story
A FULL SUITE. YOUR SELECTION.
Build the picture
your role needs.
Combine the tests that matter for the job. See strengths across different skills, all in one assessment.
Skills
Knowledge of the software and tasks the role relies on
Typing and data entry
Speed and accuracy at the keyboard
Case studies
How candidates handle a realistic pack of work
Situational judgement
Responses to everyday workplace situations
Personality
Working preferences to explore at interview
5free candidate results
PUT IT TO WORK
Your next candidates.
Your first results. Free.
Build an assessment, send it to real candidates and review your first 5 candidate results free.
01 Build02 Invite03 Review
No credit card. No subscription. No annual commitment.
TESTS IN MULTIPLE LANGUAGES
Assess candidates in the language they work in.
Our test suite includes English and translations across 13 languages. Choose the language that fits the role and your candidates.
Language availability varies by test and level. Check the available options when selecting your tests.
OUR TRANSLATION RANGE
- Chinese (simplified)
- Japanese
- Korean
- Thai
- Vietnamese
- Indonesian
- French
- German
- Spanish
- Portuguese
- Italian
- Dutch
- Arabic
CHOOSING AND USING YOUR ASSESSMENT
A practical guide to pre-employment testing
What to test, when to use an assessment and how to make the results useful in your hiring process.
What is pre-employment testing?
Pre-employment testing gives applicants a consistent set of questions or tasks before a hiring decision. It adds evidence about particular skills, knowledge or preferences to what you already know from applications and interviews.
A test is one part. An assessment combines the tests you choose for a role into one candidate experience. For example, a finance assistant assessment might combine numerical reasoning, Excel knowledge and error checking. You can review each result separately rather than treating different skills as interchangeable.
Which types of tests should you use?
Start with the work the person will do. Aptitude tests explore reasoning with information. Skills tests check knowledge of particular tools or tasks. Typing and data entry tests measure keyboard speed and accuracy. Case studies show how candidates work through a realistic pack of material. Personality profiles describe preferences and should be read differently from questions with a correct answer.
Write down the tasks that matter most and choose a small, relevant selection. A role template is a starting point to review, not a reason to include every suggested test.
How to fit assessments into your hiring process
Decide where testing will help. A short assessment can support an early screen; a more detailed one may suit a later stage with fewer candidates. Check the total time before you send an invitation, and explain the purpose, deadline and next steps to applicants.
Choose the languages candidates can use, to suit the role. Consider accessibility and adjustment needs before the sitting, including whether extra time is appropriate, and keep the assessment proportionate to the job.
How to use candidate results
Agree what good looks like before you review scores. Compare candidates who took the same tests, then look at the pattern across those tests. A strong result in one area does not make up for a gap in another area the role depends on.
Use the results to plan focused interview questions or a short work sample. Test results do not establish job success on their own, and personality preferences should never become a pass or fail score.
BEFORE YOU START
Your questions, answered.
Explore the sample report concept or see current candidate pricing.
Which tests should a small team choose?
Start with the tasks the person will actually do. A role template can give you a starting point; review the selection and remove anything that is not relevant. Keep the assessment proportionate to the hiring stage.
Do I need a plan or a contract?
No. There is no subscription and no annual commitment. Your first 5 candidate results are free. After that you pay for each candidate whose results you unlock, billed monthly. If you prefer to pay up front, prepaid candidates never expire.
Can I connect Test Candidates to our other systems?
Yes. Every account can use our API and webhooks, and connect through Zapier or Make. You do not need a higher plan to use them.
Can candidates take the tests in their own language?
Yes, for most tests. Choose the languages you allow for each assessment, and candidates pick theirs at the start. Tests are available in English and 13 other languages, depending on the test.
What can I do for free?
Create an account, build an assessment and invite candidates. Your first 5 candidate results are free. No credit card is required to start.
What happens after the free results?
You pay per candidate whose results you unlock, rather than per test. There is no subscription or annual commitment. See pricing for current rates and billing details.
Should a test score decide who I hire?
No. Use job-relevant tests consistently, then consider results alongside interviews, work samples and relevant experience. Agree your criteria before reviewing candidates.