At PPS we sit on both sides of the field specialising in both HR and recruitment. So we know as well as anyone that the hunt for high performing candidates is relentless, BUT, the cost of a bad hire is worse. Aptitude tests, especially when used at strategic points in the recruitment process, can be a game changer for quality hiring. Aptitude tests are important because some roles require a certain level of technical skills. For example, it is highly preferable for a candidate who is working in finance to have an average level of numerical skills because they work with numbers day in day out. That is not to say that someone with a lower aptitude couldn’t be successful in the role, it will just take them longer to complete tasks when compared to a candidate with high numerical skills. This is all about having more information to make an informed decision by a hiring manager. The same could be said for an example where the candidate works with verbal information.
There’s a lot of information out there on what aptitude tests are and the benefits of them, but really the most important thing to know is when to use aptitude testing for optimal results. So we thought we’d answer that question.
The Right Time for the Right Test
Aptitude tests measure a range of abilities – from numerical and verbal reasoning to problem-solving and logical thinking. Knowing when to deploy these tools can significantly enhance the efficiency and effectiveness of your recruitment process.
1. Initial Screening – Cut Through the Noise
Let’s start at the beginning. Integrating aptitude testing at the very beginning of your recruitment process helps streamline the initial screening of candidates. This stage is crucial for filtering out those who may excel in interview charisma but lack the necessary hard skills for the role. Aptitude tests can assess verbal, numerical, and abstract reasoning abilities, offering a quick and effective gauge of a candidate’s potential to perform in the position. By applying these tests early, you ensure that your candidate shortlist is qualified and well-suited to further evaluation.
This approach helps to quickly identify candidates who possess the essential skills required for the role, saving valuable time and resources that would otherwise be spent on less suitable candidates.
2. Post-Interview – Confirming Candidate Competence
After a promising interview, an aptitude test can serve as a critical second check to validate a candidate’s potential. This step is particularly vital for roles that demand specific technical skills or high-level cognitive abilities. An aptitude test at this stage helps confirm that the candidate’s performance during the interview reflects their true capabilities and potential for success in the role.
3. Final Stages – Ensuring a Perfect Fit
Before making a job offer, especially when choosing among several well-qualified professionals, aptitude testing can be the tie-breaker among top candidates. It provides an additional layer of insight into a candidate’s problem-solving approach and adaptability – traits that are crucial for high-stakes positions but hard to gauge through interviews alone.
They can differentiate candidates who are equally impressive on the surface by highlighting those whose numerical, verbal, cognitive, or problem-solving skills align most closely with the job’s demands. This step is key to ensuring that the final candidate selection will add value to the team and align with the company’s strategic direction. It also removes a layer of bias, making it easy to simply choose the right person for the role, based on the data.
Why Swift Analysis Aptitude Range?
The Swift Analysis Aptitude Range, encompassing verbal, numerical, and abstract reasoning tests, is particularly suited for diverse roles – from entry-level positions to executive suites. These tests not only pinpoint how well a candidate might perform in specific contexts but also offer insights into their potential for future growth within the company.
Integrating aptitude testing at these points ensures that each hire is not just a fit for the job today but is also capable of growing with the role and the organisation. This method reduces the costly risk of turnover and enhances overall team dynamics, leading to a stronger organisational foundation.
At Perks People Solutions, we specialise in aligning recruitment strategies with organisational goals. Our use of aptitude tests, like the Swift Analysis Aptitude Range, helps pinpoint the best candidates who are not just highly skilled and capable but also perfectly aligned with your organisation’s values and plans for the future.
Ready to improve your recruitment strategy? Reach out to us today and we’ll set your organisation on the path to a more effective and efficient future.
