Employers use aptitude tests to evaluate applicants and identify those best suited for the position. This testing helps them quickly narrow down the applicant pool, allowing them to spend more time interviewing the top candidates. Whether aptitude testing is used as a screening tool or as a supplement to a sit-down interview, it must be relevant and must be administered to all applicants in the same way.
Employers sometimes create their own aptitude tests for specific skills and concepts, but often they purchase tests from companies who specialize in employment assessment and testing. Employers may use a paper format and ask applicants to take the test before or after the interview, or may use an online version applicants can take from home or at the employer's office. Aptitude tests are often timed, so employers can evaluate not only an applicant's knowledge and skills, but also her ability to perform on deadline and under pressure. Some skills require not just proficiency but also speed, as in the case of data entry and typing, so employers use aptitude tests to identify the most productive candidates.
Employers use aptitude testing to more quickly and efficiently identify top candidates. They sometimes require testing as part of the application process, only inviting candidates who score high to come in for a face-to-face interview. This helps employers save time and money by quickly screening out applicants who don't have the level of competency the employer desires. Aptitude testing also confirms what applicants say about their skills in their cover letters and resumes. Just because an applicant minored in French in college doesn't mean she speaks the language fluently. To verify her proficiency, an interviewer may ask her to take a timed translation test.
Aptitude tests may assess a specific skill, or may be designed to create an overall profile of the applicant's strengths and weaknesses. Cognitive tests evaluate traits such as reasoning ability, perceptual capabilities, reading comprehension, writing, math or another skill essential to the job. Employers also use personality testing to evaluate an applicant's leadership potential or to assess her communication skills, problem-solving ability or if she works well with others. Aptitude tests also provide insights into an applicant's personality, for example, if she's more introverted or extroverted and what kinds of jobs she's best suited for.
In general, employers are free to use whatever kind of employment testing they feel is necessary for selecting the most qualified applicants. However, they can't use aptitude testing to discriminate against a specific group, such as people with disabilities or older employees. For example, if an employer only requires people over age 50 to take an aptitude test, but doesn't require it of younger applicants, this is considered unfair treatment under federal law. Employers must also prove that aptitude tests only cover skills directly related to the position.
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