Organisations use many methods to assess applicants: application forms; interviews;
written tests and exercises; group discussions and practical exercises. They use these to
choose the most appropriate candidate for each vacancy. Different methods provide
different sorts of information. One method that is increasingly used is aptitude tests.
Aptitude tests are structured systematic ways of evaluating how people perform on tasks
or react to different situations. They are characterised by standardised methods of
administration and scoring with the results quantified and compared with how others have
done at the same tests. They are increasingly administered on a computer.
No test is perfect, and some candidates such as those with disabilities, may be at a
disadvantage when taking this type of test. Employers should make allowance for this.
Tests are usually only part of the overall assessment procedure. Employers will use
them alongside interviews, application forms, academic results and other selection
methods, so test result usually be the only information looked at.