left arrow

Online Aptitude Test for Recruitment : An Essential PreEmployment Test

We believe in empowering organizations of all sizes to make smarter, data-driven talent decisions with our Talent Assessments.

Pratisrutee Mishra
February 2, 2024

The Aptitude Test solution fits all organizational sizes to make smarter, data-driven talent decisions while initially assessing talent. The statistics we found are a testament to the benefits and applicability of cognitive tests. It is claimed that, out of 82% of companies that use some form of online assessment test, 50% uses the cognitive aptitude test!

A general aptitude test is an effective online assessment test to find competent candidates for various jobs and roles. They quantitatively measure the test taker's cognitive abilities and skills that are relevant for the job and qualitatively present the data for HR decision-making. Numerical reasoning, verbal ability, comprehension skills, logical thinking, problem-focused solutioning, and spatial reasoning are some core components of general aptitude test constructs.

An individual with aligned cognitive abilities to the role expectation can be taken ahead for specific skill-based training and orientation. Talent aptitude assessment in the recruitment process can find the best fit for any organization, reduce considerable hiring costs and time, and also improve the quality of hires.

But before we dive into the details, let us look at other eye-catching statistics that establish why employers need to access the online aptitude test for hiring:

In terms of validity, the cognitive aptitude test is the most valid (0.51) of all talent assessment methods, followed by work samples (0.50), structured interviews (0.51), and personality tests (0.37). The numbers suggest that aptitude tests are powerful because they can screen the best talent who can actually solve complex problems for various jobs and roles.

An online assessment test is highly predictive of job performance indicators, and the adaptability of the tool can be combined with other methods of candidate evaluation. The objective feature of a general aptitude test can contribute to a fair assessment and the accuracy of employers’ hiring decisions. But the query that pops up is: What do employee aptitude test tools do?, and how can you use them? What are the challenges while using them? Let's find the ultimate solution.

What is an aptitude test in recruitment?

The cognitive aptitude test measures the potential of applicants and employees for success in a specific job role. These can be used as entry-level tests, as they go beyond evaluating formal qualifications, offering employers valuable insights into a person's natural ability, verbal reasoning, problem-solving acumen, and flexibility.

By deploying job aptitude tests in strategic hiring, employers can entrust collection of relevant and objective data. Thus, we are moving a step closer to making more informed decisions, ensuring a better match between the candidate's abilities and the requirements of the job.

When used post-hiring, online assessment test can show employee insights such as progress and overall job performance, hence contributing to building a more efficient and effective workforce.

Importance of aptitude test in hiring

The aptitude test offers a multi-level assessment covering a broad group of the workforce. It can be administered to fit the employers’ requirement to screen for entry level or assess the current workforce. Aptitude tests are indeed an integral part of recruitment and talent development. But, what makes them a good tool for candidates as well as employees? Below are some reasons why assessments are validated tools for obtaining operational benefits:

Job performance predictivity:

Aptitude tests can detect how well a candidate would perform a responsibility or task of the job role. These tools can also indicate the potential and readiness of a candidate to learn, upskill, and re-learn adaptation through changes. Research has found that aptitude assessment is so far the most valid and reliable measure of job performance prediction.

Reducing bias and increasing diversity:

Aptitude tests can help employers reduce the influence of subjective factors, such as personal preferences, stereotypes, or impressions, that can affect hiring decisions. The online aptitude test captures the essence of diversity as it focuses on the cognitive skills that matter for the job rather than the background of a candidate.

Improving candidate experience and employer brand:

An online aptitude test can help employers improve the candidate experience and the employer brand by providing a fair and transparent aptitude assessment process. It is a medium for candidates to showcase their abilities and strengths in order to receive feedback on their performance.

 It is scientifically claimed that applicants who have a positive experience with aptitude tests are more likely to have a favorable impression of the employer. They will tend to accept the job offer and also recommend the employer to others. This, in turn, improves brand recognition and reputation.

Types of Aptitude Tests used in recruitment

Types of Aptitude Tests used in recruitment

There are many types of aptitude test tools that can be used in recruitment, depending on the job requirements and the employer's preferences. Some of the most common aptitude tests are:

Numerical reasoning tests:

This type of online aptitude test measures the ability to work with numbers, data, graphs, and statistics. They can assess skills such as arithmetic, algebra, percentages, ratios, fractions, and more. Numerical reasoning tests are the best screening tools for job profiles that involve quantitative analysis. Ex: STEM-based careers.

Verbal Ability tests:

The employee aptitude test measures the workforce’s ability to understand, analyze, and draw conclusions from written information. The tool gauges vocabulary, grammar, comprehension, inference, and more. The verbal aptitude and reasoning test is specific to job roles that have communication and verbal skills at their core. Sales or marketing.

Logical reasoning tests:

The general aptitude test measures the ability to apply logical reasoning to various scenarios and arguments. The logical aptitude and reasoning test is effective in screening for jobs that involve decision-making, operating, and managing. Ex: consulting, analysts, or management. The elements in this test construct concern inductive reasoning tests and deductive reasoning tests.

Mechanical reasoning tests:

Out of various types of aptitude test components, this one measures the ability to understand and apply the principles of physics and mechanics, such as force, motion, energy, and more. They can assess skills such as mechanical aptitude, technical knowledge, and practical skills. A mechanical aptitude and reasoning test can evaluate the competence of job candidates for roles that directly involve machinery, equipment, or tools. Ex: manufacturing or hardware industry.

Spatial reasoning tests:

The employee aptitude test checks for the ability to visualize and manipulate shapes, objects, and patterns in two or three dimensions. They can assess skills such as rotation, reflection, symmetry, perspective, and more. Spatial awareness tests are often used for jobs that involve design, architecture, or art. This is also known as abstract reasoning skills, as it checks for the creative and critical thinking abilities of the candidates. At PMaps, we have designed a visual-based spatial aptitude and reasoning test as a part of our online aptitude test.

Comprehension tests:

An online aptitude test gauges the ability to understand, analyze, and draw conclusions from written or spoken information. This aptitude and reasoning test can assess skills such as comprehension, inference, deduction, evaluation, and more. Comprehension tests are often used for jobs that involve learning, research, or teaching.

Situational judgment tests:

These aptitude tests measure the ability to apply logic and reasoning to various scenarios and arguments. As these tools check the complex cognitive application, situational judgment tests are assessed for jobs that involve dynamic and novel situations. Ex: Management and Sales.

The Design and Working of Aptitude Tests

The Design and Working of Aptitude Tests

The design and working of aptitude tests in hiring involve a thoughtful process aimed at assessing specific cognitive aptitude and soft skills relevant to a particular job. These tests carefully automate the scoring of responses and report the candidate's problem-solving aptitude, numerical reasoning, and verbal reasoning skills.

Typically, they consist of a series of time-specific as well as general aptitude test questions that challenge candidates to showcase their cognitive capabilities under pressure, mimicking real-world work scenarios. The questions are curated to be job-specific, ensuring that the skills evaluated align closely with the demands of the position. The design and working of aptitude tests are based on several factors, such as:

Intelligence theories:

There are different theories of intelligence that explain how aptitude tests measure the cognitive abilities of candidates. Some of the most influential theories are:

Spearman's theory of general intelligence: This theory proposes that there is a single factor, called general intelligence, or g, that underlies all cognitive abilities. This idea holds that applicants' success in a range of tasks and areas is connected with their general intelligence, which is measured by an online aptitude test.

The fluid and crystallized intelligence theory proposed by Cattell: According to this hypothesis, intelligence can be divided into two categories: fluid intelligence and crystallized intellect. Crystallized intelligence is the capacity to use learned information and abilities in circumstances that are known to oneself, whereas fluid intelligence is the capacity to reason and solve issues in unfamiliar circumstances.

Gardner’s theory of multiple intelligences: The hypothesis posits that aptitude tests just assess different specific forms of intelligence. This included the competencies important for success in the workplace. It covers both the social and personal spheres of an individual.

This hypothesis states that an online aptitude test assesses both forms of intelligence, which are impacted by many variables like experience, age, and education. The categories of intelligence identified by Gardner's hypothesis were primarily linguistic, mathematical, musical, bodily-kinesthetic, interpersonal, intrapersonal, and naturalistic.

Job relevant items

The items or questions in a general aptitude test are designed to be relevant and aligned with the job requirements and the employer's expectations. The test items are based on the job competency framework.

It can therefore be considered an identifier of fitment in regards to tasks, duties, skills, and abilities for a job. Behaviors that are desired for the job, therefore, could be assessed with a general aptitude test. The items are intended to measure the candidates' aptitude for the job rather than their knowledge or experience of the job.

The items are based on the competency framework, which includes a set of skills and behaviors that are desired for the specific job role. The items are intended to measure the candidates' aptitude for the job rather than their knowledge or experience of the job.

Reliability and validity

The reliability and validity of aptitude tests are indicators of the quality and accuracy of the tests. Reliability is a representative of the consistency and stability of the test results. And validity is the measure of the extent to which the test is objective.

These components are influenced by several factors. It can be influenced by test format, length, difficulty, method of administration, scoring and automation, and feedback. Reliability and validity are hence evaluated by using various statistical methods, such as correlation coefficients, standard errors, confidence intervals, etc.

Best practices for administering aptitude test while hiring

Some of the best practices for administering aptitude tests while hiring are integral to fostering a robust and unbiased evaluation of candidates' abilities. This can be accomplished through the following steps:

Choosing the right type and level in a general aptitude test:

Employers should choose the type and level of online aptitude test that match the job requirements and the competency framework. Diversity and inclusivity characteristic of the test, and avoid any items that could be biased or discriminatory. Employers can use online aptitude assessment platforms, such as PMaps Assessment, to select and customize the general aptitude test that suits their needs.

Providing clear and timely information and instructions:

Employers should provide clear and timely information and instructions to the candidates about the online aptitude test, such as the purpose, format, duration, scoring, and feedback of the test. The technical requirements must be clearly conveyed through the job description, such as the device, browser, internet connection, and software needed for the test.

Using online and proctored aptitude test:

Employers should use online and proctored tests to administer the test to the candidates remotely and securely. An online aptitude test can offer many advantages, such as convenience of attempt and administration, accessibility, accuracy, and cost-effectiveness. Added to these benefits, proctored aptitude tests can offer several benefits, such as integrity, validity, and fairness.

PMaps helps clients conduct the online aptitude test for hiring with built-in features of proctoring such as webcam monitoring, screen recording, browser locking, and more.

General Aptitude Test Reports vs PMaps Aptitude Test Reports

PMaps Aptitude Test Reports

One of the challenges of using the online aptitude test in hiring is interpreting the test results and employing insights effectively to make the right decisions. Employers need to understand what the pre-employment test scores mean, how they compare to other candidates and norms, and how they relate to job performance and competencies. 

The reports are easy to interpret and communicate feedback to the candidates. PMaps make the interpretation of test reports easy and convenient with a visual representation of scores obtained by their candidates. Some more characteristics of the PMaps Aptitude Test on the platform are:


As mentioned before, our talent reports are formatted in a visual and graphical format. It uses charts, graphs, tables, and icons. It provides information in segments and follows an easy-to-understand chronology. The aptitude test reports often highlight the key points that concern the job roles and provide important insights into the talent's potential.

ML-based tools accurately analyze your candidate's overall score, percentile, and strengths. The in-depth candidate profile insights help employers focus on the most relevant information.

Areas of improvement:

The test reports identify the areas of improvement for the candidates based on their performance on the aptitude test. As part of the test report, skills and abilities such as numerical reasoning, verbal ability, abstract reasoning, and more are also suggested. The test reports also direct the candidates to resources and materials that can help them enhance their aptitude and prepare for the next steps of the recruitment process. This helps in streamlining the complete process of talent assessment and onboarding.

Job performance prediction:

The test reports predict the job performance of the candidates based on their aptitude test scores and the job requirements. The test reports use statistical models and algorithms, such as regression analysis, to estimate the likelihood of the candidates succeeding and excelling in the job. PMaps test reports also provide a confidence interval and a margin of error for the prediction to account for the uncertainty and variability of the data..

Frontline orientation:

The test reports are easy to comprehend and help identify the frontline manager. Recruiters, who are the primary users and decision-makers of online aptitude test results, have a scientific reason to justify their picks. The test reports are designed to be user-friendly, intuitive, and actionable, which helps frontline managers and recruiters make informed and objective hiring decisions. We also provide a summary and a recommendation for each candidate, which help frontline managers and recruiters shortlist and select the best candidates for the job.

Continuous improvement in online aptitude test tool

Continuous improvement in online aptitude test tool

One of the advantages of using online aptitude tests on platforms such as PMaps is that they offer continuous improvement and adaptation to the changing needs and expectations of employers and candidates. Online aptitude testing tools can offer several features, such as:

Technical adaptation:

Online aptitude test tools can adapt to the latest technologies and innovations, such as artificial intelligence, machine learning, natural language processing, and more. These technologies can help aptitude test tools enhance the quality and accuracy of the test items, the test scoring, the test feedback, and the test prediction. They can also help aptitude test tools provide a more interactive and engaging test interface, such as gamified tests, adaptive tests, or video-based tests.

Relevance over changing time:

Online aptitude test tools can also adapt to the changing trends and demands of the job market and the workforce, such as the emergence of new skills, roles, and industries or the shift to remote work and online learning. Aptitude test tools can update and revise their test content and design, based on the latest research and best practices, to ensure that they measure the aptitude and skills that are relevant and essential for current and future jobs and roles..

Compatibility with HRMS platforms:

An online aptitude test for hiring works with HRMS platforms to manage human resources and hiring processes better by sending and tracking test invitations, syncing and analyzing test results, giving feedback and guidance to candidates, and allowing candidates to take the test anywhere and anytime. This helps in streamlining the complete process of talent aptitude assessment and onboarding.


Aptitude tests are a powerful and effective way of hiring the best talent for various jobs and roles. Employers can use these advanced HRTech tools to assess the cognitive abilities and skills of the candidates, predict their job performance, reduce bias and increase diversity, and improve the candidate experience during hiring. Overall, standardized tests provide all the material that can help you make informed decisions and improve employer branding.

Online aptitude test platforms, such as PMaps, can help employers create and administer customized and proctored aptitude tests that offer several benefits, such as convenience, accessibility, scalability, cost-effectiveness, integrity, validity, and fairness. The different types of aptitude test tools can also offer continuous improvement and adaptation to ensure that they meet the changing needs and expectations of employers and candidates.

Curious about how you can use our aptitude test for hiring and elevate talent management? Contact our experts today and book a free slot at your convenience!

mindful hiring

Handbook on Mindful Hiring

Oops! Something went wrong while submitting the form.

Aptitude Test Frequently Asked Questions

Learn more about PMaps Aptitude Test through commonly asked questions:

What is the difference between Aptitude Tests and skill tests?
How long does an Aptitude Test take? 
How can I prepare for an Aptitude Test?
How can I access and use the PMaps tool?

Recent Resources Related To Article

Read More
Read More
Read More
Read More

Related Assessments

Direct Sales Assessment Test

20 min
Entry Level

Assesses ability to sell products/services directly to customers with persuasive skills.

Customer Service Assessment Test

12 min
Entry Level

Evaluate core customer service skills with our Customer Service Assessment Test.

Collection Assessment Test

15 min
Entry Level

Evaluates ethical collection practices and effective negotiation skills for recovery success.

Management Skills Assessment Test

20 min
Senior Level

Evaluates leadership abilities, strategic planning, team motivation, and effective communication essential for top-tier.