Most of the companies nowadays conduct aptitude test, psychometric tests, Excel test and other skill tests during the selection process. A good CV or Resume may ensure shortlisting, but is not good enough to clear the elimination rounds. Hence, the job seekers must focus on developing other skillsets apart from domain expertise. After all, cooking should be done with care or else the food will not be just right in taste and digestion even after excellent marination. So cook your skills, put your efforts in creating a better YOU.
Aptitude is defined as an innate, learned or acquired ability of an individual to perform certain tasks. An aptitude test is a structured assessment that aims to evaluate skill set, talent, competence, values, knowledge, ability, personality and various other abilities and traits of job seekers, both freshers and working professionals, on factors like numerical reasoning, verbal reasoning, logical reasoning, speed, accuracy and other such abilities. This enables recruiters to form an opinion on how well the applicants could complete the tasks determined by the job. Hence, more and more recruiters have started using aptitude tests as a screening method to identify right candidates for the job by assessing the specific capabilities of potential employees and predicting the potential contribution of a candidate and the likelihood of them achieving success within the organization. Usually, these tests involve the use of psychometric tests consisting of multiple-choice questions, wherein a student has to select any one choice out of the given options within a certain time restriction.
PRACTICE APTITUDE TESTS
Numerical Ability: It involves solving problems through application of basic arithmetic, algebraic or geometric formula or rules.
Verbal Ability: It is defined as the capability of a person in expressing ideas using words in a clearly understandable manner.
Logical Reasoning: It contains different types of reasoning questions which are intended to judge analytical and logical reasoning skills of the candidate. The logical reasoning questions can be verbal or non-verbal.
In verbal logical reasoning questions, the candidate need to understand and logically work through concepts and problems expressed in words. It checks the ability to extract and work with the meaning, information, and implications from the bulk of the text. The logics are expressed verbally, and the candidate has to understand the logic before solving the questions.
In non-verbal logical reasoning questions, the concepts and problems are expressed in the form of figures, images or diagrams and the candidates are required to understand them before choosing the right answer out of the given options. It checks the ability to extract and work with the meaning, information, and implications from the given images or diagrams. Here, the logics are expressed non-verbally, and the candidate has to understand the logic before solving them.
Once you have done the practice questions, you can test your skill level.
ARE YOU READY?
A personality test is a tool used to assess human personality. The process of personality testing and assessment refers to the techniques designed to measure the characteristic patterns of traits that people exhibit across various situations. Personality tests can be used to help clarify a clinical diagnosis, guide therapeutic interventions, and help predict how people may respond in different situations.
The adage ‘Only change is constant” makes it quite imperative for the working professionals that their skill set whatever it could be may become redundant or may require less relevant unless they would take initiatives to learn new skill set and update the existing one and enhance and broaden the horizon of their competencies. As a result, in the current Indian marketplace, there exists a mismatch between the alarmingly high rate of unemployment and reasonably high number of opportunities that remain vacant for long, which could be attributed to skill gap between the number of vacancies that require new skills and the able candidates to be placed in those positions.
- According to India Skill Report of 2019, only 45.6% of the graduating youth are actually employable.
- According to McKinsey report, around 25% of engineers in India are actually employable.
- The survey by employability assessment firm Aspiring Minds, 95% of Indian engineers cannot code.
- According to another AICTE report, around 53% of post graduate management students from non-IIMs could not get hired in campus placements.
- The ASSOCHAM report showed that only 7% of MBA students from Indian business schools excluding top 20 list got jobs immediately after the completion of the course.
- As per Young India and Work: A Survey of Youth Aspirations – The Observer Research Foundation (ORF) report for The World Economic Forum, October 2018, over 13 million youngsters in India each year look to join the workforce, out of which, barely 10 percent are employable.
- The report by Centre for Monitoring Indian Economy (CMIE) suggested that almost 11 million Indians lost their jobs during 2018 because of skill redundancy.
- According to the Financial Express dated March 19, 2019, India possesses extremely low formally skilled workforce (4.69%) as compared to the other prominent countries such as China (24%), US (52%), UK (68%), Germany (75%), Japan (80%), and South Korea (96%).
The only solution to curb this problem is upskilling, which is defined as the process of acquiring new skill sets and updating existing skill set by the working professionals. It is also important for the job seekers and students to broaden their knowledge and skill set since what is taught in regular academic programmes does not always cover each and every aspect of what is required to get and maintain job.