Detect candidates' true skills with an aptitude test

Recruiting is no longer (just) a question of well-crafted CVs or copy-and-pasted cover letters. Today, to find the rare pearl, you have to go further: detect what CVs don't say. The real skills, concrete aptitudes, reasoning abilities... in short, what will make a candidate truly successful in the job.

That's where aptitude testing comes in! A powerful (and still underestimated) tool, it enables us to objectively measure a candidate's skills and aptitudes, over and above well-honed interview speeches. It's a real win-win when it comes to recruitment, especially when the stakes are high (and we know they often are).

In this article, we explain everything you need to know to integrate aptitude tests into your recruitment process: definition, types, examples, practical advice... You'll leave with a clear vision, concrete ideas, and perhaps even a new ally for your recruitment!

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What is an aptitude test?

Aptitude test: definition

An aptitude test is an assessment tool designed to objectively measure a candidate's skills and abilities for a particular position. Applicable in any field, it can be used to check whether a person possesses the aptitudes required for a position, such as :

• reasoning,
• problem-solving,
• or data manipulation, in relation to the job's requirements.

☝️ Important: unlike traditional interviews, which can be influenced by subjective bias, aptitude tests provide a factual measure of professional ability. In general, they answer the crucial question: "Is this candidate capable of succeeding in the assignments I'm going to give him/her?"

According to a recent study, 70% of companies use technical skills assessment tools to select candidates. (Source: Recruitment Practices Report, Society for Human Resource Management (SHRM), 2022)

What about intelligence tests?

We talk a lot about aptitude tests to measure logic, reasoning or numerical skills. But if you're looking to assess a candidate's ability to manage emotions, collaborate or react in a tense situation, you'll need other kinds of tests.

That's where emotional intelligence tests (like the MSCEIT) or situational judgment tests (SJT) come in. They don't measure "aptitude" in the strict sense (such as knowing how to solve a mathematical problem), but rather :

• The ability to understand and manage emotions (one's own and those of others).
• How to react in concrete professional situations (conflict, pressure, complex decisions).

Why use aptitude tests in recruitment?

Aptitude tests have become essential tools in the modern recruitment process. They provide an objective assessment of candidates' skills, enabling recruiters to make informed decisions. Here's why their use is essential.

1. Objectivity and fairness in assessment

By eliminating subjective bias, aptitude tests ensure a fair assessment of all candidates. They focus on measurable criteria, ensuring selection based on actual skills rather than personal impressions.

2. Predicting job performance

These tests measure specific skills, such as logical reasoning, problem-solving or analytical ability, which are directly linked to job performance.

🔮 By identifying these skills, recruiters can anticipate a candidate's success in the proposed position.

3. Reduce the cost of recruitment errors

A bad hire can be costly for a company, both in financial and organizational terms. By accurately assessing a candidate's skills and personality, aptitude tests reduce the risk of recruitment errors, avoiding additional costs associated with replacement and training.

4. Identify hidden potential

Some candidates may not stand out in traditional interviews, but possess exceptional skills! It would be a shame to miss out on the profile that "fits"... Aptitude tests can detect these hidden talents, giving all applicants a fair chance. 🤝

5. Improving corporate diversity

Based on objective criteria, these tests encourage greater diversity within teams. They make it possible to recruit a variety of profiles, enriching corporate culture and stimulating innovation.

What are the different types of test?

When we think of aptitude tests, we often think of cold, impersonal MCQs. However, when well chosen, these tools can become your best allies in revealing a candidate's true skills. But you still need to know which test to use, for which purpose! Here's an overview of the main aptitude tests and their usefulness in recruitment.

Numerical reasoning test: for number crunchers

This test measures a candidate's ability to interpret numerical data, read a table, analyze a graph or solve calculations. In other words, everything a financial dashboard might require.

What it assesses:

• Understanding and analyzing figures.
• Solving complex numerical problems.
• Ability to draw reliable conclusions from data.

Why use it:

• Validate a key skill for positions where numbers drive decisions (finance, purchasing, data).
• Avoid unpleasant surprises from candidates who "think they're good with numbers", but get stuck on an Excel file.

Example: To recruit a management controller, a buyer or a data analyst who will have to handle and exploit large volumes of numerical data on a daily basis.

The logical reasoning test: to assess mental agility

Here, no business knowledge is required. This test highlights the ability to reason through a novel situation, identify a pattern and deduce a solution.

What it measures:

• Ability to structure thinking.
• Solving new problems.
• Speed and quality of reasoning.

Benefits for the recruiter:

• Identify reactive candidates, able to improvise intelligently.
• Identify profiles with real potential for adapting to complex or changing situations.

Ideal for :

• Project leader, manager, developer, consultant positions, where unforeseen events and quick decisions are part of everyday life.

Example: A project manager who has to deal with a customer who changes his mind along the way: you have to react quickly, adjust, find solutions.

The verbal reasoning test: to measure word comprehension and logic

You don't need to be a writer to pass this test, but you do need to be able to read, understand and interpret a text, and draw the right conclusions from it. It's a must to ensure that the candidate understands instructions, knows how to argue, and analyzes complex information.

What it assesses

• Comprehension of texts and statements.
• Ability to spot contradictions or errors.
• Ability to analyze and synthesize.

Why use it?

• To validate the ability to read and understand complex information, including procedures, reports, emails, etc.
• To ensure that the candidate will be able to communicate and write in a relevant manner.

Ideal for :

• HR managers, project managers, communication officers, lawyers.
• Any position where you need to understand, explain and write.

Example: A manager who has to interpret a new HR regulation and apply it to his or her team.

The Situational Judgment Test (SJT): to assess reactions in real-life situations

An excellent tool for finding out how a candidate would react to the concrete situations he or she will encounter in the job: managing a conflict, defusing customer tension, making an urgent decision.

What it measures:

• Decision-making.
• Dealing with conflicts or unforeseen events.
• Prioritizing actions.

Why use it:

• Observe how a person acts, not just what they say in an interview.
• Identify the right professional reflexes.

Use for :

• Managers, sales reps, customer relationship managers, front-office professions.

Example: A manager faced with two employees who disagree: should he or she arbitrate, temporize or reframe?

The mechanical and technical test: to test reasoning skills in a technical environment

No complex theory here, just practical problems: how does a mechanism work? Why has a piece of equipment broken down? Ideal for finding out if a candidate is a natural technical thinker. ⚒️

What it assesses:

• Understanding of simple mechanical and physical principles.
• Concrete problem solving (machine operation, process).
• Logical and practical thinking.

Why use it?

• Avoid recruiting someone who knows the theory, but not the practice.
• To measure the ability to solve a technical problem quickly and efficiently.

Recommended for :

• Maintenance technicians, engineers, machine operators, industrial trades.

Example: A technician faced with a jammed machine has to diagnose the problem without assistance.

Spatial reasoning test: for those who need to think in 3D

This test highlights the ability to visualize objects in volume, understand a plan or imagine an assembly. Perfect for technical and creative professions.

What it assesses :

• Perception of space and volume.
• Ability to mentally manipulate objects.
• Understanding of plans and diagrams.

Why use it?

• Validate the ability to design or understand complex structures.
• Avoid costly design errors.

Suitable for :

• Architects, industrial designers, logistics technicians, engineers.

Example: A designer who needs to anticipate how two parts will fit together without measurement error.

The error-checking test: for rigorous, precise profiles

A simple but formidable test for measuring attention to detail. 👁️ Spotting a mistake in a table, an error in a serial number or a wrong figure on an invoice: a key exercise for many professions!

What it measures :

• Concentration on repetitive tasks.
• Quick and accurate identification of errors.
• Reliability when working under pressure.

Why use it?

• To ensure that the candidate leaves no stone unturned where errors are costly (invoicing, quality control).
• Evaluate capacity for vigilance over time.

For which professions?

• Accountants, administrative assistants, quality controllers, data entry operators.

Example: An administrative assistant who has to check 150 invoices before sending them out.

How do you get a candidate to take an aptitude test?

7 steps to integrating aptitude testing into your recruitment process

Integrating aptitude tests into your recruitment process may seem complex, but with a structured approach, it becomes a major asset in selecting the best talent. Here's how to do it effectively:

1. Identify the job's key competencies

Before choosing a test, it's essential to define the specific skills required for the position. Are they technical, behavioral or cognitive skills? This clarification will enable you to select relevant tests.

2. Select the right tests

Once you've identified the skills you need, choose the tests that will accurately assess them. For example, for a position requiring strong analytical skills, a logical reasoning test would be appropriate.

3. Integrate testing at the right point in the process

Place tests at the most appropriate stage of the recruitment process. Technical tests can be used early in the process to filter candidates, while personality tests are often more relevant after an initial interview.

4. Prepare candidates

Inform candidates from the outset about the tests they will have to take, and explain their purpose. This transparency fosters trust and enables candidates to prepare adequately.

5. Train recruiters

Make sure recruiters understand the tests used and know how to interpret the results. Proper training ensures that tests are used effectively and candidates are evaluated fairly.

6. Analyze results with discernment

Test results must be analyzed in light of the context and requirements of the job. They are not an absolute truth, but an additional tool to help you make the right decision.

7. Respect ethics and confidentiality

Treat test results with the utmost confidentiality and ensure that their use respects candidates' rights. This builds trust and protects your company's reputation.

Digital tools for aptitude testing: choices and benefits?

Like all professions, recruitment is going digital. To simplify and professionalize the taking of aptitude tests, several types of tools are now available to recruiters:

1. Recruitment software (ATS), or applicant tracking systems, sometimes integrate aptitude test modules or enable external tools to be connected. 👉 Advantages: centralization of the entire process (applications, interviews, tests), time savings and traceability.
2. Platforms specialized in aptitude testing offer a variety of test batteries: logical, verbal, numerical, personality. 👉 Advantage: precise, personalized assessments, with automatic scoring and comparisons between candidates.
3. There are also free online tests (e.g. 123test, TestQI) offering free aptitude tests, but often less reliable for professional use. 👉 Advantage: for occasional troubleshooting or initial screening, but use with caution.

✅ Why use these tools?

• Save time by automating the sending, taking and correction of tests.
• Standardize assessment, ensuring fairness between candidates and limiting bias.
• Improve the candidate experience, with online tests accessible remotely, on mobile or PC.
• Make data-driven decisions thanks to detailed scores and analyses that can be integrated into the candidate file.
• Monitor and improve the process by collecting data to refine the recruitment method at each session.

Example of a professional aptitude test: the logical reasoning test

Test objective: to assess a candidate's ability to analyze information, identify patterns or relationships, and solve problems logically. This skill is essential for many positions requiring analytical thinking and effective decision-making.

Test format: The test generally takes the form of multiple-choice questions (MCQs). Each question proposes a series of shapes, symbols or numbers following a certain logic. The candidate must determine the underlying rule and choose the item that correctly completes the series.

Example question:

Identify the figure that completes the following series:

[⬜️, ⬛️, ⬜️, ⬛️, ?]

a) ⬜️

b) ⬛️

c) 🔺

d) ⚫️

e) ✖️

Answer: The series alternates between a white square (⬜️) and a black square (⬛️). The next figure in the series is therefore a white square (⬜️). The correct answer is a) ⬜️.

💡 The results of this test enable recruiters to.

• Identify a candidate's ability to think critically and in a structured way, essential for roles involving complex problem-solving.
• Predict a candidate's performance in situations requiring rapid and accurate analysis.
• Objectively compare candidates on their ability to reason logically, regardless of their previous training or experience.

How to choose the right test?

Still not sure which test to use? As a reminder, here is a table summarizing the different types of aptitude tests:

Here are a few tips to help you make the right choice:

1. Start by identifying the job's key skills. Ask yourself what the candidate really needs to be able to do: solve complex problems, analyze data, understand technical texts, or manage delicate human situations. This step is essential if you want to know what kind of skills you need to assess.
2. Choose the type of test best suited to these skills. For example, a logical reasoning test to check the ability to structure a thought process, a verbal test to measure written comprehension, or a personality test to identify behaviors and soft skills.
3. Check the reliability and validity of the test. Not all tests on the market are equal: make sure that the one you choose is scientifically validated, recognized by professionals and adapted to your needs. A good test should really measure what it says, and be reproducible from one candidate to the next.
4. Keep the candidate experience in mind. A test that is too long, poorly explained or badly calibrated risks discouraging good profiles. Prefer tests that are clear, concise, easy to take online, and directly related to the position on offer.
5. Position the test at the right moment in your recruitment process. A technical test can be used upstream to make an initial selection, whereas a personality test or situational assessment will be more valuable after an initial interview, to validate an impression.
6. Analyze the results with hindsight and discernment. A test is not a substitute for an interview, nor for a career assessment. It should be used as a complementary tool, to confirm (or not) what you have perceived in the candidate, and to compare several profiles objectively.

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Recruitment: how aptitude tests help you find the right candidate

Aptitude tests are much more than a simple selection tool: they're a real ally in assessing candidates' real skills, beyond the conventional CV and interview. By intelligently integrating them into your recruitment process, you gain in objectivity and reliability, and maximize your chances of choosing a profile that will truly meet the requirements of the position.

But you still need to choose the right test, at the right time, for the right skill. Because the wrong test can quickly become counter-productive! So, the key is always the same: ask the right questions beforehand (Which skills are essential? Which behaviors are expected?), select the right tool, and interpret the results with discernment.

At the end of the day, a good aptitude test is not there to replace the recruiter, but to give him or her the right cards in hand to make the right choice... and avoid unpleasant surprises on integration.