Beware of Aptitude Test?
That Aptitude should Make you not Mar you.
Dear Reader,
I am standing next to about 2,000 graduate applicants today and I watch as they move into a digitally equipped hall to write an aptitude test. Most of them hope this test will enable them get selected by this multinational Oil and Gas company as 'best candidates' for the next stage 'interview' in the job screening process.
Who are the best candidate?
The smartest?
The brightest?
The candidates with Top grades like a cumulative grade point average such as 4.85?
The answer is NOT 'yes'. The best candidates are those that know how to pass this aptitude test. These are candidates with a unique blend of SPEED and ACCURACY, guided with inkling on what to expect at the examination venue i.e. knows the organization test tactics.
The candidates that will eventually pass this test are those that have a combination of the following abilities SAT (Speed, Accuracy and Tact).
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| Paper Based Test |
Getting an opportunity to write an aptitude test through an advertised job opening such as newspaper, web-promoted jobs is a very difficult one for most graduates. The chance of getting selected for a test is 1 out of every 3. Top candidates get to write an average of one aptitude test per month. In addition to these, candidates have to travel to the major cities in a country like Nigeria to places like Lagos, Abuja and Port-Harcourt. Also we need to put into consideration the travel cost, travel risk and high cost of accommodation in these cities hence success in test should not be handled carelessly.
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| Computer Based Test |
Unfortunately, most candidates come out of these test halls with so much confidence and when asked how the test was they quickly reply using gestures such as 'cool', 'I have nailed it', 'I think it was fair', 'let's hope for the best this time' etc.
On the long run only few candidates get selected. The unfortunate
candidates are sent a rejection email or text messages always carefully written
with empathy and professionalism by the HR (Rejection officer).
I have met some of these rejection officers. My observation is this; shortly after these unsuccessful candidates have
been contacted, they automatically know that few successful have been scheduled for the
next stage in the process. In light of these, one common question asked by
many candidates is. How were the successful candidates selected? They also pass
judgments such as ' the HR officer are partial', 'the test administrator
were unfair'.
The above
judgments are often misguided. Candidates need to know that their results are
compared with overall performance hence a candidate’s chance of success depends
on the performance of other candidates attending the test. A candidate must
stand out not on an average point but at the 10 percent range in order to get
shortlisted.
This can
be achieved through mastering techniques that cuts across various categories of
test areas (verbal, numerical, logical etc). Boosting your scores in these
areas is based on sufficient (timed) practice, mastering reliable techniques that
reduce time used in answering test questions under examination conditions especially
in test numerical skills
Furthermore,
knowing the type of test and obtaining similar questions from Job coaches and
career consultants as well as other reliable sources such as libraries,
internet question dumps etc. are proved to be quite effective.
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| Mar or Make |
Every candidate needs to know these before writing the next aptitude
test. The major reason why the test was administered is to select the best
(artificial selection). Please note that the companies spend a lot of in
administering tests and they cannot afford to throw out all candidates in case
of general failure. Nevertheless, you should prepare adequately and be
outstanding as this guarantees a place in the next stage of the recruitment
process. Remember that after this stage is the interview stage where skills and
experiences relevant to the job description can be assessed.
This write up reinforces the fact the there is fierce competition in
today's Job market, However getting your first job is not impossible with the
right level of preparation, which also includes information, counselling,
coaching through aptitude test coaches.
You do not need to go far as the solution for you is just a click away
JOBPROS Consulting Aptitude Test Fast Track
Here you will interact with consultants who will help you secure you first job in a reliable and professional manner.
We wish you best of luck this year!
The JobPros Team
