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Source : wikipedia
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". Aptitudes may be physical or mental. Aptitude is not knowledge, understanding,
learned or acquired abilities (skills) or attitude. The innate nature of aptitude is in contrast to achievement, which
represents knowledge or ability that is gained.[1]
Intelligence
Aptitude and intelligence quotient are related, and in some ways opposite views of human mental ability.
Whereas intelligence quotient sees intelligence as being a single measurable characteristic affecting all mental
ability, aptitude refers to one of many different characteristics which can be independent of each other, such as
aptitude for military flight, air traffic control, or computer programming.[2] This is more similar to the theory of
multiple intelligences.
Concerning a single measurable characteristic affecting all mental ability, analysis of any group of
intelligence test scores will nearly always show them to be highly correlated. The U.S. Department of Labor's
General Learning Ability, for instance, is determined by combining Verbal, Numerical and Spatial aptitude
subtests. In a given person some are low and others high. In the context of an aptitude test the "high" and "low"
scores are usually not far apart, because all ability test scores tend to be correlated. Aptitude is better applied
intra-individually to determine what tasks a given individual is more skilled at performing. Inter-individual aptitude
differences are typically not very significant due to IQ differences. Of course this assumes individuals have not
already been pre-screened for aptitude through some other process such as SAT scores, GRE scores, or
finishing medical school.
Tests that assess learned skills or knowledge are frequently called achievement tests. However, certain
tests can assess both types of constructs. An example that leans both ways is the Armed Services Vocational
Aptitude Battery (ASVAB), which is given to recruits entering the armed forces of the United States. Another is
the SAT, which is designed as a test of aptitude for college in the United States, but has achievement elements.
For example, it tests mathematical reasoning, which depends both on innate mathematical ability and education
received in mathematics.
Aptitude tests can typically be grouped according to the type of cognitive ability they measure:
1. Fluid intelligence: the ability to think and reason abstractly, effectively solve problems and think
strategically. It‟s more commonly known as „street smarts‟ or the ability to „quickly think on your feet‟.
Examples of what employers can learn from your fluid intelligence about your suitability for the role for
which you are applying
2. Crystallised intelligence: the ability to learn from past experiences and relevant learning, and to apply
this learning to work-related situation. Work situations that require crystallised intelligence include
producing and analysing written reports, comprehending work instructions, using numbers as a tool to
make effective decisions, etc.
Source : kent.ac.uk
Aptitude tests are structured systematic ways of evaluating how people perform on tasks or react to
different situations. They have 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.
There are the following timed, free practice aptitude tests on this web site including answers and working out:
Numerical Reasoning
Numerical Reasoning: Graphs and Tables
Letter Sequences (logical reasoning)
Non-Verbal Reasoning
Verbal Reasoning
Verbal Reasoning (synonyms and antonyms)
Verbal Logic Test
Computer Aptitude Test
Vocabulary Test
Homonyms Test
Spelling and punctuation test for applications not strictly a psychometric test, but will help with verbal
skills.
Lateral (Creative) Thinking Quiz
Second Lateral Thinking Test
Riddles: another way of Lateral Thinking
Lateral Logical Mathematical Test
Teamwork Styles
Leadership Styles
What are your strengths?
Careers Explorer not strictly a test, but a quick and easy to use program to help you choose a career.
Many people have a fear of tests, but these are usually only part of the overall assessment procedure.
Employers will use them alongside interviews, application forms, references, academic results and other
selection methods, so test results won't usually be the only information looked at. No test is perfect, and some
candidates such as those with disabilities, may be at a disadvantage when taking this type of test. If you have a
disability contact the test administrator in advance as they may be able to make allowances.
Diagrammatic reasoning (also called abstract reasoning) tests provide good measures of general intelligence.
They involve evaluating processes represented via diagrams, understanding logical rules and process diagrams
and identifying causes. Abstract reasoning is used where the ability to cope with complexity and deal with novelty
is required rather than relying on previous experience.
Spatial reasoning tests predict the ability to work with complex plans. Spatial reasoning involves mentally
rotating two dimensional representations of three dimensional shapes. It is needed in engineering settings,
architecture and interior design
Often if you are given aptitude tests for a computing job, these will be standard numerical, verbal and
diagrammatic tests but sometimes you will get a programming aptitude test. Some of these use
"pseudocode", flowcharting, or assembly language. You can find information at www.psychometrics-uk.com
"How to pass professional level psychometric tests" by Sam Al-Jajjoka (Kogan Page 2001) has a chapter called
"Psychometric Tests for IT Recruitment" with an example assembly language test. Ask at Careers reception to
use our reference copy.
Parity IT Aptitude Test. Very difficult test which tests your suitability for Information Systems roles by probing
your logical thinking and a disciplined approach to complex problems Don't need computing knowledge or strong
mathematical ability just ability to work through complex problems.
You are given five increasingly complex problems to do over a day. The test does not have a time limit, but you
need to record the time the test takes you. Most people take from three to six hours to complete the test. You are
free to make beverages and take comfort breaks, and deduct this from the overall time from the start of test until
you finish. Questions mix very long mathematical and programming problems e.g. keep following an arrow in
different directions, and add numbers on different lines at the same time, until you find a certain digit. The test
was very much IT based. You can't do much to prepare for this test. Only one test per year can be conducted,
per type of test, per person. It is very much a pass or fail test so if you do feel “under the weather” or not at your
best, say before you start the test.
"Questions one and two involve following a flow chart. Write down information as requested, until you reach a
stop condition. The first one is trivial, the second involves some work as it would take too many iterations to
reach the stop condition, so you need to work out how many iterations and then adjust the final figures
accordingly. Questions three and four were loosely based on memory management, adding offsets and finding
memory locations. Don’t panic, full instruction and examples are given, just take your time, make sure you can
follow the example and then answer the question. Question five is different because it tests if you can follow a set
of instructions, with no example given, and the instructions are slightly opaque, but the errors you find if you
misinterpret the instructions are pretty obvious. So yet again just read the instructions and take your time. The
tests are conducted with pencil, so take a retractable pencil and a good quality eraser."
I had a programming aptitude test. Simple command line language and practice examples with answers
provided. Have to do simple maths with this computer language, similar to concept of registers in the
ALU. Included WRT: write to screen, STO: store, SUB: Subtract etc. Also included conditionals and
loops.
I was given a "technical awareness test" which included the following questions:
o What is on-chip cache?: Level 0, Level 1, Level 2;
o How many bytes is 2^20?
o Where are UNIX system configuration files kept?": /etc, /usr, /opt;
o Lots of questions about Java, servers
Multiple choice questions based on pseudocode.
PERSONALITY QUESTIONNAIRES
These are used in order to determine your typical reactions and attitudes to a range of situations.
They ask about your preferences and try to identify how well you get on with others, your normal reaction to
stressful situations or your feelings about the kind of people you like to work with. They assess how you do things
whereas ability tests assess how well you perform tasks. They help the selector find out your style and way of
doing things. Sensible organisations will use the questionnaire in conjunction with your application form, interview
and other information to make decisions rather than in isolation.
It is unlikely that these questionnaires will be timed or indeed have right or wrong answers. Do
not let this lack of exam conditions fool you. Some employers will know precisely what they are looking for in
terms of an ideal Personality Profile and it is up to you to meet their expectations. Don't think too long about your
answers, as your first reaction to a question is often the most accurate.
It is unwise to try to fake the answers. These questionnaires usually have some type of internal
checking where the same question is asked with different wording early and late in the test to try to detect
dishonest answers. You may also be interviewed about your answers, and dishonesty may be found out during
the interview. Ultimately, there is little point in pretending to be the kind of employee a firm is looking for if you are
not right for them. Find something else you will enjoy doing!
A Situational Judgement Test (SJT) allows recruiters to gain an insight into the candidates decision-
making within the relevant environment. SJTs also give candidates clear understanding of the role and kind of
work situations they may encounter. There is usually a minimum cut-off score. A typical question may ask "If you
saw your line manager stealing at work, what would you do?" and then there would be three options to choose
from. These tests are becoming increasiingly common and are used by Accenture, PWC, McDonald's and many
others. I'm not personally convinced of their reliability in recruiting the right graduates as often the answers are
very ambiguous in these tests. You will find an excellent practice situational judgement test at
www.assessmentday.co.uk/situational-judgement-test
See our Choosing a Career and Skills pages for a variety of tests
Personality Type Tests
o What animal are you? Take a very interesting version of the Myers Briggs Type Indicator test
http://icould.com/buzz/ It will tell you your personality type and suggest some careers that
would fit your personality.
o BBC Personality Type Indicator Test
www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml At the end of the
test you will be assigned one of 16 possible personality types. It is a simplified personality test
based on personality type theory (Myers-Briggs). 20 questions long and should take about 10
minutes.
o Team technology www.teamtechnology.co.uk/tt/common/contents.htm the Myers Briggs Type
Indicator (MBTI) - discover your personality type.
o The Keirsey Temperament Sorter http://keirsey.com Personality questionnaire with instant
feedback on personality types
o Another good Myers-Briggs test www.humanmetrics.com/cgi-win/jtypes2.asp
BBC Personality Test www.bbc.co.uk/science/humanbody/mind/surveys/personality/index.shtml This
is a full personality test based on the five-factor model, a system of classifying personality traits. You will
be asked to rate yourself on 68 different emotional states. Takes about 15 minutes.
Personality Test Center www.personalitytest.net A collection of free professionally developed tests
that help users discover their personality type and individual personality traits
Outofservice www.outofservice.com fun personality tests
Windmills Programme www.windmillsprogramme.com exercises to help you manage your career.
Career Development Profiler www.testing-direct.com assess your personality, motivation and work
interests.
The Motivation Questionnaire was multiple choice, the title is misleading. This is more like a
„Personality Questionnaire‟. You must choose in each case between two options. If you cannot decide
you must pick the closest fit. Be careful what you choose. They say that this has no bearing on their
decision. However, if this is the case why bother doing it, and when you see the result at the end I
think you will feel as I did that it must be taken into consideration. Statements were of the type: „a job
that requires a great deal of concentration on detail and the following of processes or rules with no
opportunity for taking the broader view you may find to be boring, restricting or stressful‟.
Test taking itself is a skill which can be improved! Practice makes perfect. Evidence suggests that
some practice of similar tests may improve your performance on actual tests but don't spend too long
practising. Brush up on your exam technique and perhaps become more familiar with the types of test
you may face. Our practice tests (see the column on the left) should help. Even word and number
puzzles may help you become used to the comprehension and arithmetic aspects of some tests.
Listen to the instructions you are given and follow them precisely. Many people make errors
because they've misunderstood what they have to do.
Check the amount of time you have and the number of questions you have to answer in that time.
You have to get a goood balance between speed and accuracy: work quickly during the test, but pay
attention to your accuracy.
Don't panic if you can't complete the test as not everyone will be able to: most candidates find these
tests hard! Do try to answer as many questions as possible though. If you have time left at the end,
check your answers. You can only score points for questions you answer, not for those you don't. Often
there will be a lot of questions in a short time.
Try not to get bogged down on any one question: leave it until the end of the test, but remember that
questions may get harder as you proceed.
Educated guesses are worthwhile. In multiple choice tests, you may be able to quickly rule out
obviously wrong answers and concentrate on those that are left. In maths tests you may be able to
estimate the answer rather than working it out precisely, to save time.
Some older tests (for example an IBM programmer test), those used by the FSA and some investment
banks use negative marking where marks are deducted for incorrect answers so random guesses
don't work. In non-negatively marked tests a box ticking monkey could get a 20% score! Negative
marking is not used in many tests: you could ask the test administrator if negative marking is used but
they may choose not to tell you!
If you have a numerical test coming up and haven't done any maths since school then brush up on
your numeracy - try BBC Skillswise Stop using a calculator for everyday calculations, practice your
multiplication and division, ability to calculate percentages, and to read graphs and tables. Our
numeracy tests (to the left) have answers with full working out shown. Similarly if your English is weak
brush up on this.
Personality tests don't have right and wrong answers. Be honest and open when answering these.
You'll do your best if your adrenalin is flowing slightly, so don't worry about worrying! But try to
stay calm and focused and try to enjoy the experience.
On-line tests
Increasingly tests are on-line. Again try our on-line practice tests to gain familiarity. Make sure you
are in a quiet place where you won't be disturbed and in a good frame of mind.
If the test was taken unsupervised on the web you may be asked to sit another, shorter test at the
interview stage to make sure you didn't get someone else to do it for you.
Treat it like an interview: get a good night's sleep, plan your journey to the test site, arrive on time and
appropriately dressed. Tiredness and alcohol can affect your ability to do well!
Before the actual test, you will be given practice examples to try: make sure you ask questions if
anything is unclear at this stage.
Take a calculator with you: most maths tests now allow a calculator. If so you will be given one, but
may be allowed to use your own.
BOOKS ON TESTS
Many books on the subject of tests, including many practice examples, are available for reference in the Careers
Service building - ask at the Reception Desk, or you can buy them on-line from Amazon and elsewhere. These
include:
Tes-3 kostik/PAPI test (90 soal) - mengetahui kepribadian, pilih yang mana yang lebih "gue banget" dari dua
statement
Tes-4 Pengetahuan Umum (30 Soal) = siapa pelukis lukisan mona lisa? negara angola dulu jajahan siapa? dll
Tes-5 Tes Numerik esai (50 soal) - deret, irama matematika dalam gambar, dll gada pilihan, jadi kita harus
ngisi kolomnya dengan angka yang dimaksud
Source : aptitude-test.com
How to prepare for an aptitude test
Aptitude tests are designed to assess your ability and/or knowledge within one or more areas.
Aptitude tests are commonly used for employee screening and as part of the entrance examination for many
educational institutions.
The tests are taken under examination conditions and are in most cases strictly timed. The majority of aptitude
tests comprise of a series of multiple choice questions increasing in difficulty as the test progresses.
They are designed so that only few people are able to complete them within the set time limit. You will feel under
pressure because of this, working quickly, but without sacrificing accuracy, is important.
After the completion of an aptitude test your score will be compared not only to the scores of the other applicants
but also to that of a norm group. This enables the test administrator to judge your ability to cope with the
job/education.
Here is a list of things you can do to prepare for your aptitude test:
Research:
Do what you can to find out what the test consist of. If you do not know anyone who can help, try online. Online
forums may be your best choice.
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