This presentation includes meaning of Aptitude test, with its importance and use in education.Advantages and disadvantages of using aptitude test as well as references are their for further readings.

1. PRESENTED BY
ANITA ANWER ALI
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2. Aptitude Test:
According to Bingham and Freeman,
Aptitude test are tests that will predict success to some
degree. It help us to measure the probability of success in
an activity.
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3. NOT JUST WRITTEN TEST…….
An aptitude test can also be…..
 Reading , writing and speaking abilities are also
involved in aptitude test for various jobs and student’s
scholastic tests for fair judgment of the position or
admission.
Students or employ with superior aptitude are preferred
for the positions.
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4. USES OF APTITUDE TEST
 Admissions. Aptitude tests can be used in admitting
candidates for various types of professional training
such as engineering, medicine and training etc.
 Guidance. Aptitude test can be used for the purpose
of guidance in selecting subjects for studying in
educational institutions.
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5. 5
Selection for jobs. The employer can use
aptitude test for selecting persons for jobs.
Scholastic aptitude test. Scholastic aptitude
tests are helpful in giving educational and
vocational guidance to students.

6. PURPOSE OF APTITUDE TEST:
Aptitude tests are made by analyzing the particular
occupation or activity for which aptitude is to be measured
for example:
 Art Aptitude Test
 Clerical Aptitude Test
 Manual Aptitude Test
 Mechanical Aptitude Test
 Medical Aptitude Test
 Musical Aptitude Test
 Scholarly Aptitude Test
 Scientific Aptitude Test
 Teachers Aptitude Test
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7. IMPORTANCE:
Aptitude test can provide information that helps in
determining the
 Learning readiness
 Individualizing instructions
 Organizing classroom groups
 Identifying underachievers
 Diagnosing learning problems
 Help students in their educational and vocational plans
 help to predict success to some degree
 It help to measure the probability of success in an activity
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8. 8
WHAT DOES
APTITUDE TEST
EVALUATE?

9.  Abstract reasoning – This is the ability to
contextualize information and quickly recognize
patterns, a critical metric for individuals that seek to
enter management.
 Spatial visualization – this section evaluates a
candidate’s ability to manipulate two and three
dimensional shapes cognitively
 Manual dexterity – tests ability to perform manual
tasks and micro-manual tasks
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Numerical aptitude – an assessment of the candidate’s
proficiency at math
Creative skills – this gauges the test-takers ability at
non-divergent thinking
Literary skills – evaluates literary abilities
Organizational skills – rates the person’s skills in
managing multiple dynamic variables
Leadership skills – this will show you if the applicant
can manage human resources if placed in an executive
role

11.  Spelling – a further evaluation of the candidate's
linguistic skills
 Perceptual speed and accuracy – if applicable for the
position this can also be part of the abstract reasoning
or spatial visualization
 Scientific skills – again where applicable this assesses
base knowledge in science. May be part of a test for lab
technicians for example
 Mechanical reasoning and understanding – this
evaluates the test-takers ability to comprehend
machine workings cognitively
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12. 12
ADVANTAGES
OF
APTITUDE TESTS

13.  Negates Cultural Effects – Some candidates might be able
to use certain cultural advantages to achieve success in both
education and industry. Standardized/aptitude tests put all
test-takers on an equal playing field. Or at least they are
designed not to have a cultural or socio-economic bias.
 Objective, efficient comparisons – Many organizations
use aptitude testing to help them make better promoting or
hiring decisions. Compared with interviews, such tests are
usually more efficient at establishing if someone can handle
responsibility. Also, aptitude tests allow employers to
compare various candidates in a fair manner, without
creating (mostly unconscious) leanings , example: due to
attractiveness or ethnicity.
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Standardization – Since many aptitude tests are
standardized, it can be assured of reliable and valid results.
If any legal dispute arises about your recruitment practices,
you can challenge them using the test results.
Training needs assessment – Different people in your
organization require different skills to be efficient in their
work. For instance, some people might need to improve
their customer care skills, while others might need to
improve their time management. Aptitude tests can help
you establish the training needs of your employees and
thus organize an appropriate training program.

15.  Minimizes anxiety – many people might behave
erratically or uncharacteristically when subjected to the
pressure of a one to one assessment. This allows applicants
to show their true colors without the filter of an interviewer
that could compromise or completely change a person’s
response.
 Cost effectiveness – Most aptitude tests are carried out on
computers. As a result, they are very cost-effective and easy
to administer. It also expedites the grading process,
minimizing the period that a position (maybe even an
important position) is left vacant and the labor hours
dedicated to recruitment, as it’s possible to have a viable
candidate much sooner.
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16. 16
DISADVANTAGES
OF
APTITUDE TEST

17.  Cultural bias – Our abilities and accomplishments are
based on experiences such as our upbringing, home
setting, education and opportunities. All these will
have an impact on the results of the aptitude test. For
example, an aptitude test might require proficiency in
the English language.
 Aptitude does not necessarily result in good
performance – The fact that someone has an aptitude
for something does not necessarily mean that they will
perform well. Besides aptitude, there are also other
factors that affect performance. This includes training,
motivation and interest
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18.  Test Anxiety – There is a psychological effect
that may negatively affect the performance of
candidates known as test anxiety. This type of
stress can manifest itself psychosomatically in
various symptoms; increased blood pressure and
heart rate, dizziness, chest tightening and
shortness of breath. The emotional effects can
inhibit an individual's ability to perform, which
might cost you a viable and valid candidate
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19. REFERENCES:
Aggarwal, J. C. (1997). Essentials of examination system:
evaluation, test and measurement. delhi, IN: Vikas.
Linn, R. L., & Grolund, N. E. (2003). Measurement and
assessment in teaching. India: Pearson.
Nukerug, E. S., & Fawcett, R. C. (2015). Career and
occupational assessments: Interest inventories,
multiple aptitude, and special aptitude tests. In
Essentials of testing and assessment: A practical guide
for counselors, social workers and psychologists.
(3rd ed.). USA, CT: Cengage learning.
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