An aptitude is a component of a competency to do a certain kind of work at a certain level, which can also be considered "talent".
Like intelligence tests, aptitude tests measure a student's overall performance across a broad range of mental capabilities. But aptitude tests also often include items which measure more specialized abilities such as verbal and numerical skills that predict scholastic performance in educational programs.
Compared to achievement tests, aptitude tests cover a broader area and look at a wider range of experiences. Achievement tests tend to measure recent learning and are closely tied to particular school subjects.
Aptitude tests tell us what a student brings to the task regardless of the specific curriculum that the student has already experienced. The difference between aptitude and achievement tests is sometimes a matter of degree. Some aptitude and achievement tests look a lot alike. In fact, the higher a student goes in levels of education, the more the content of aptitude tests resembles achievement tests. This is because the knowledge that a student has already accumulated is a good predictor of success at advanced levels.
Aptitude and ability tests are designed to assess your logical reasoning or thinking performance. They consist of multiple choice questions and are administered under exam conditions. They are strictly timed and a typical test might allow 30 minutes for 30 or so questions. Your test result will be compared to that of a control group so that judgments can be made about your abilities.
You may be asked to answer the questions either on paper or online. The advantages of online testing include immediate availability of results and the fact that the test can be taken at employment agency premises or even at home. This makes online testing particularly suitable for initial screening as it is obviously very cost-effective.
Aptitude and ability tests can be classified as speed tests or power tests. In speed tests the questions are relatively straightforward and the test is concerned with how many questions you can answer correctly in the allotted time. Speed tests tend to be used in selection at the administrative and clerical level. A power test on the other hand will present a smaller number of more complex questions. Power tests tend to be used more at the professional or managerial level.
Verbal Ability - Includes spelling, grammar, ability to understand analogies and follow detailed written instructions. These questions appear in most general aptitude tests because employers usually want to know how well you can communicate.
Numeric Ability - Includes basic arithmetic, number sequences and simple mathematics. In management level tests you will often be presented with charts and graphs that need to be interpreted. These questions appear in most general aptitude tests because employers usually want some indication of your ability to use numbers even if this is not a major part of the job.
Abstract Reasoning - Measures your ability to identify the underlying logic of a pattern and then determine the solution. Because abstract reasoning ability is believed to be the best indicator of fluid intelligence and your ability to learn new things quickly these questions appear in most general aptitude tests.
Spatial Ability - Measures your ability to manipulate shapes in two dimensions or to visualize three-dimensional objects presented as two-dimensional pictures. These questions not usually found in general aptitude tests unless the job specifically requires good spatial skills.
Mechanical Reasoning - Designed to assess your knowledge of physical and mechanical principles. Mechanical reasoning questions are used to select for a wide range of jobs including the military (Armed Services Vocational Aptitude Battery), police forces, fire services, as well as many craft, technical and engineering occupations.
Fault Diagnosis - These tests are used to select technical personnel who need to be able to find and repair faults in electronic and mechanical systems. As modern equipment of all types becomes more dependent on electronic control systems (and arguably more complex) the ability to approach problems logically in order to find the cause of the fault is increasingly important.
Data Checking - Measure how quickly and accurately errors can be detected in data and are used to select candidates for clerical and data input jobs.
Work Sample – Involves a sample of the work that you will be expected do. These types of test can be very broad ranging. They may involve exercises using a word processor or spreadsheet if the job is administrative or they may include giving a presentation or in-tray exercises if the job is management or supervisory level.
What is the value of aptitude testing?
Research data show that individually administered aptitude tests have the following qualities:
- They are excellent predictors of future scholastic achievement.
- They provide ways of comparing a child's performance with that of other children in the same situation.
- They provide a profile of strengths and weaknesses.
- They assess differences among individuals.
- They have uncovered hidden talents in some children, thus improving their educational opportunities.
- They are valuable tools for working with handicapped children.
In addition, group aptitude tests--usually given as part of a group achievement battery of tests--can be given quickly and inexpensively to large numbers of children. Children who obtain extreme scores can be easily identified to receive further specialized attention. Aptitude tests are valuable in making program and curricula decisions. They can also be used for grouping students as long as grouping is flexible.
In general, aptitude test results have three major uses:
Instructional
Teachers can use aptitude test results to adapt their curricula to match the level of their students, or to design assignments for students who differ widely. Aptitude test scores can also help teachers form realistic expectations of students. Knowing something about the aptitude level of students in a given class can help a teacher identify which students are not learning as much as could be predicted on the basis of aptitude scores. For instance, if a whole class were performing less well than would be predicted from aptitude test results, then curriculum, objectives, teaching methods, or student characteristics might be investigated.
Administrative
Aptitude test scores can identify the general aptitude level of a high school, for example. This can be helpful in determining how much emphasis should be given to college preparatory programs. Aptitude tests can be used to help identify students to be accelerated or given extra attention, for grouping, and in predicting job training performance.
Guidance
Guidance counselors use aptitude tests to help parents develop realistic expectations for their child's school performance and to help students understand their own strengths and weaknesses.
Can aptitude be improved?
Although studies seem to suggest that aptitude test scores cannot be improved, other research shows that that may not be the case. Tests such as the Scholastic Aptitude Tests contain many questions that are content-specific, particularly in math areas. Performance on these specific types of items is trainable.
Some experts feel that short-term cramming might not affect aptitude test scores. However, long-term instruction in broad cognitive skills might improve general test performance. Cognitive theory and research suggest that learning ability can be improved by training students in learning strategies. Improving academic aptitude may be possible through a systematic curriculum that complements direct training in learning strategies with both the development of general thinking approaches and the application of those approaches over a variety of different tasks and content areas.
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