Detect candidates' real skills with an aptitude test

Recruiting is no longer (just) a question of a well-crafted CV or copy-and-pasted covering letters. Today, to find the rare gem, you have to go further: detect what CVs don't say. The real skills, concrete aptitudes, reasoning abilities... in short, what will make a candidate really successful in the job.

That's where aptitude testing comes in! A powerful (and still underestimated) tool, it allows you to objectively measure a candidate's skills and aptitudes, over and above the well-rehearsed interview speeches. This is a real advantage when it comes to securing recruitment, especially when the stakes are high (and we know they often are).

In this article, we explain everything you need to know to integrate aptitude tests into your recruitment process: definition, types, examples, practical advice... You'll leave with a clear vision, concrete ideas, and perhaps even a new ally for your recruitment!

See all software Pre-employment Testing

What is an aptitude test?

Aptitude test: definition

An aptitude test is an assessment tool designed to objectively measure a candidate's skills and ability to perform a job. It can be used in any field to check whether a person possesses the skills required for the job, such as :

• reasoning
• problem solving
• or data handling, in relation to the requirements of the job.

☝️ Important: unlike traditional interviews, which can be influenced by subjective bias, aptitude tests provide a factual measure of professional ability. In general, they answer the crucial question: "Is this candidate capable of succeeding in the tasks I am going to give him/her?"

According to a recent study, 70% of companies use technical skills assessment tools to select candidates. (Source: Recruitment Practices Report, Society for Human Resource Management (SHRM), 2022)

What about intelligence tests?

We talk a lot about aptitude tests to measure logic, reasoning or numerical skills. But if you're looking to assess a candidate's ability to manage their emotions, collaborate or react in a tense situation, you'll need other types of test.

That's where emotional intelligence tests (like the MSCEIT) or situational judgement tests (SJT) come in. They do not measure an 'aptitude' in the strict sense (such as knowing how to solve a mathematical problem), but rather :

• The ability to understand and manage emotions (one's own and those of others).
• The way of reacting in concrete professional situations (conflict, pressure, complex decisions).

Why use aptitude tests in recruitment?

Aptitude tests have become essential tools in the modern recruitment process. They provide an objective assessment of candidates' skills, enabling recruiters to make informed decisions. Here's why their use is essential.

1. Objectivity and fairness in assessment

By eliminating subjective bias, aptitude tests ensure a fair assessment of all candidates. They focus on measurable criteria, ensuring that selection is based on real skills rather than personal impressions.

2. Predicting job performance

These tests measure specific skills, such as logical reasoning, problem-solving or analytical ability, which are directly linked to job performance.

🔮 By identifying these skills, recruiters can anticipate a candidate's success in the job on offer.

3. Reduce the costs associated with recruitment errors

Making the wrong hire can be costly for a company, both in financial and organisational terms. By accurately assessing the skills and personality of candidates, aptitude tests reduce the risk of recruitment errors, thereby avoiding additional costs associated with replacement and training.

4. Identifying hidden potential

Some candidates may not stand out in traditional interviews, but have exceptional skills! It would be a shame to miss out on the profile that 'fits'... Aptitude tests can detect these hidden talents, giving all applicants a fair chance. 🤝

5. Improving diversity in the workplace

By being based on objective criteria, these tests encourage greater diversity within teams. They enable a variety of profiles to be recruited, enriching the corporate culture and stimulating innovation.

What are the different types of test?

When we think of aptitude tests, we often think of cold, impersonal MCQs. However, if well chosen, these tools can become your best allies in revealing a candidate's true skills. But you still need to know which test to use, and for what purpose! Here's an overview of the main aptitude tests and their usefulness in recruitment.

The numerical reasoning test: for number crunchers

This test measures a candidate's ability to interpret figures, read a table, analyse a graph or solve calculations. In other words, everything a financial dashboard might require.

What it assesses:

• Understanding and analysing figures.
• Solving complex numerical problems.
• Ability to draw reliable conclusions from data.

Why use it?

• To validate a key skill for positions where figures drive decisions (finance, purchasing, data).
• To avoid the unpleasant surprises of candidates who "think they're comfortable with figures", but get stuck in front of an Excel file.

Example: To recruit a management controller, buyer or data analyst who will have to handle and exploit large volumes of numerical data on a daily basis.

The logical reasoning test: to assess mental agility

There's no need for business knowledge here. This test highlights the ability to reason through a novel situation, identify a pattern and deduce a solution.

What it measures :

• Ability to structure your thinking.
• Solving new problems.
• Speed and quality of reasoning.

Benefits for the recruiter:

• Identify reactive candidates, capable of improvising intelligently.
• Identify profiles with real potential for adapting to complex or changing situations.

Ideal for :

• Project leader, manager, developer or consultant positions, where unforeseen events and rapid decisions are part of everyday life.

Example: A project manager who has to deal with a client who changes his mind along the way: you have to react quickly, adjust and find solutions.

The verbal reasoning test: to measure the comprehension and logic of words

You don't need to be a writer to pass this test, but you do need to be able to read, understand and interpret a text, and draw the right conclusions from it. This is an essential test to ensure that candidates understand instructions, know how to argue and analyse complex information.

What it assesses:

• Understanding of texts and statements.
• Ability to spot contradictions or errors.
• Ability to analyse and summarise.

Why use it?

• To validate the ability to read and understand complex information, in particular procedures, reports, emails, etc.
• To ensure that the candidate will be able to communicate and write in a relevant manner.

Ideal for :

• HR managers, project managers, communication officers, lawyers.
• Any job where you need to understand, explain and write.

Example: A manager who has to interpret a new HR regulation in order to apply it to his/her team.

The Situational Judgement Test (SJT): to assess reactions in real-life situations

This is an excellent tool for finding out how a candidate would react in real-life situations: managing a conflict, defusing customer tension, making an urgent decision.

What it measures :

• Decision-making.
• Managing conflicts or unforeseen events.
• Prioritising actions.

Why use it?

• Observe how a person acts, not just what they say in an interview.
• Identify the right professional reflexes.

Suitable for:

• Managers, salespeople, customer relations managers, front-office professions.

Example: A manager faced with two employees who disagree: should he or she arbitrate, stall or reframe?

The mechanical and technical test: to check your ability to reason in a technical environment

No complex theory here, just practical problems: how does a mechanism work? Why has a piece of equipment broken down? It's the ideal way of finding out whether a candidate is a natural technical thinker. ⚒️

What it assesses:

• Understanding simple mechanical and physical principles.
• Solving concrete problems (operation of a machine, a process).
• Logical and practical thinking.

Why use it?

• To avoid recruiting someone who knows the theory but not the practice.
• To measure the ability to solve a technical problem quickly and efficiently.

Recommended for :

• Maintenance technicians, engineers, machine operators, industrial trades.

Example: A technician faced with a jammed machine has to diagnose the problem without assistance.

The spatial reasoning test: for those who have to think in 3D

This test highlights the ability to visualise objects in volume, understand a plan or imagine an assembly. Perfect for technical and creative professions.

What it assesses :

• Perception of space and volume.
• Ability to mentally manipulate objects.
• Understanding plans and diagrams.

Why use it?

• To validate the ability to design or understand complex structures.
• Avoid costly design errors.

For use by :

• Architects, industrial designers, logistics technicians, engineers.

Example: A designer who needs to anticipate how two parts will fit together without measuring errors.

The error-checking test: for rigorous, precise profiles

A simple but formidable test for measuring attention to detail. 👁️ Spotting a mistake in a table, an error in a serial number or a wrong figure on an invoice: a key exercise for many professions!

What it measures:

• Concentration on repetitive tasks.
• Quick and accurate identification of errors.
• Reliability when working under pressure.

Why use it?

• To ensure that the candidate leaves no stone unturned where errors are costly (invoicing, quality control).
• To assess the candidate's capacity for vigilance over time.

For which professions?

• Accountants, administrative assistants, quality controllers, data entry operators.

Example: An administrative assistant who has to check 150 invoices before sending them out.

How do you get a candidate to take an aptitude test?

7 steps to integrating aptitude tests into your recruitment process

Integrating aptitude tests into your recruitment process may seem complex, but with a structured approach, it becomes a major asset for selecting the best talent. Here's how to do it effectively:

1. Identify the job's key skills

Before choosing a test, it's essential to define the specific skills required for the job. Are they technical, behavioural or cognitive skills? This clarification will enable you to select relevant tests.

2. Select the right tests

Once you have identified your skills, choose the tests that will assess them precisely. For example, for a job requiring strong analytical skills, a logical reasoning test would be appropriate.

3. Integrate tests at the right point in the process

Place tests at the most appropriate stage in the recruitment process. Technical tests can be used at the beginning of the process to filter candidates, whereas personality tests are often more relevant after an initial interview.

4. Prepare candidates

Inform candidates from the outset about the tests they will have to take and explain their purpose. This transparency fosters trust and enables candidates to prepare properly.

5. Train the recruiters

Make sure that recruiters fully understand the tests used and know how to interpret the results. Proper training ensures that the tests are used effectively and that candidates are assessed fairly.

6. Analyse the results with discernment

Test results must be analysed in the context of the job and its requirements. They are not an absolute truth, but an additional tool to help you make your decision.

7. Respect ethics and confidentiality

Treat test results with the utmost confidentiality and ensure that their use respects the rights of candidates. This builds trust and protects your company's reputation.

Digital tools for aptitude testing: what are the choices and what are the advantages?

Like all professions, recruitment is going digital. To simplify and professionalise the taking of aptitude tests, several types of tools are now available to recruiters:

1. Recruitment software (ATS), or application tracking systems, sometimes incorporate aptitude test modules or allow external tools to be connected. 👉 Advantages: centralisation of the entire process (applications, interviews, tests), time savings and traceability.
2. Platforms specialising in aptitude tests offer a variety of tests: logical, verbal, numerical, personality. 👉 Advantage: accurate, personalised assessments, with automatic scoring and comparisons between candidates.
3. There are also free online tests (e.g. 123test, TestQI) which offer free aptitude tests, but are often less reliable for professional use. 👉 Advantage: for occasional troubleshooting or initial screening, but use with caution.

✅ Why use these tools?

• To save time by automating the sending, taking and marking of tests.
• Standardise assessment, thereby guaranteeing fairness between candidates and limiting bias.
• Improve the candidate experience, with online tests accessible remotely, on mobile or computer.
• Make data-driven decisions thanks to detailed scores and analyses that can be integrated into the candidate file.
• Monitor and improve the process by collecting data to refine the recruitment method at each session.

Example of a professional aptitude test: the logical reasoning test

Purpose of the test: to assess a candidate's ability to analyse information, identify patterns or relationships and solve problems logically. This skill is essential for many jobs requiring analytical thinking and effective decision-making.

Test format: The test generally takes the form of multiple-choice questions (MCQs). Each question proposes a series of shapes, symbols or numbers following a certain logic. The candidate must determine the underlying rule and choose the item that correctly completes the series.

Example question:

Identify the figure that completes the following series:

[⬜️, ⬛️, ⬜️, ⬛️, ?]

a) ⬜️

b) ⬛️

c) 🔺

d) ⚫️

e) ✖️

Answer: The series alternates between a white square (⬜️) and a black square (⬛️). The next figure in the series is therefore a white square (⬜️). The correct answer is a) ⬜️.

💡 The results of this test enable recruiters to.

• Identify a candidate's ability to think critically and in a structured way, essential for roles involving complex problem solving.
• Predict a candidate's performance in situations requiring rapid and accurate analysis.
• Objectively compare candidates on their ability to reason logically, regardless of their previous training or experience.

How do you choose the right test?

Still not sure what type of test to use? As a reminder, here is a table summarising the types of aptitude test:

To make the right choice, here are a few tips to follow:

1. Start by identifying the job's key skills. Ask yourself what the candidate will really need to be able to do: solve complex problems, analyse data, understand technical texts, or manage delicate human situations. This stage is essential if you are to know what type of aptitude you need to assess.
2. Choose the type of test best suited to these skills. For example, a logical reasoning test to check the ability to structure thoughts, a verbal test to measure reading comprehension, or a personality test to identify behaviour and soft skills.
3. Check the reliability and validity of the test. Not all tests on the market are equal: make sure that the one you choose is scientifically validated, recognised by professionals and suited to your needs. A good test should really measure what it says and be reproducible from one candidate to another.
4. Keep the candidate experience in mind. A test that is too long, poorly explained or badly calibrated risks discouraging good profiles. Prefer tests that are clear, concise, easy to take online, and directly related to the job on offer.
5. Position the test at the right moment in your recruitment process. A technical test can be used beforehand to make an initial selection, whereas a personality test or situational assessment will be more valuable after an initial interview, to validate an impression.
6. Analyse the results with hindsight and discernment. A test is not a substitute for an interview, nor for a career assessment. It should be used as a complementary tool, to confirm (or not) what you have perceived in the candidate, and to compare several profiles objectively.

See all software Pre-employment Testing

Recruitment: how aptitude tests help you find the right candidate

Aptitude tests are much more than just a selection tool: they are a real ally when it comes to assessing candidates' real skills, going beyond the traditional CV and interviews. By incorporating them intelligently into your recruitment process, you gain in objectivity and reliability, and maximise your chances of choosing a profile that will really meet the requirements of the job.

But you still need to choose the right test, at the right time, for the right skill. Because the wrong test can quickly become counter-productive! So the key is always the same: ask the right questions beforehand (What are the essential skills? What behaviour is expected?), select the right tool, and interpret the results with discernment.

At the end of the day, a good aptitude test is not there to replace the recruiter, but to give him the right cards in his hand to make the right choice... and avoid unpleasant surprises at the induction stage.