APTITUDE TEST
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.
Combined aptitude and knowledge tests
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:
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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.
PTITUDE, ABILITY AND INTELLIGENCE TESTS
Population studies show strong links
 Administered under timed examination conditions.
between intelligence and mental and
These assess logical reasoning and increase in difficulty
physical health. Lower scores on
during the test. You have to solve problems or do tasks. intelligence tests correlate with higher risk
They commonly take the form of multiple choice with right of developing personality disorders,
and wrong answers e.g. numerical and verbal reasoning
depression, heart disease and other
tests.
illnesses.
 You are not expected to finish the tests. Your score
relates your performance to a 'normed' group. So, your
aptitude, ability or intelligence has a relative value to it. This is important to an employer who may want
to know how well you can do something in relation to other applicants, the general population or people
already doing the job.
 Your score can be used in different ways. There may be a pass mark or the employer may have
planned to interview a certain number of candidates and provided your score puts you in this group you
will continue on to the next stage of selection. Alternatively, your score could simply be a further
measure considered by an employer alongside a
variety of other measures, such as interviews.
The Flynn effect refers to the widespread
increase in IQ scores over time. Some
measures of intelligence such as
performance on Raven‟s Progressive
Matrices have been increasing for one
hundred years. Scores have increased the
most on fluid intelligence: the ability to
solve abstract problems, whereas verbal
intelligence has remained static. The rise
is mainly on content that is not easily
learned. Explanations have included better
diet, smaller families, better education,
greater environmental complexity and
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Some organisations with many applicants
(such as investment banking) have tests at the
beginning of a selection process (e.g. during your
on-line application) to quickly reduce the number
of applicants to manageable quantities.
Tips and comments from Kent students
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stimulation from computers and other
media, and improvement in test-taking
skills.
"I took three intelligence tests in one week
and my "IQ" went up 10 points by the third
test. You can learn to do better on these
tests and you can do it very quickly."
Bring a calculator for the numerical test in case
one isn't provided or has an unfamiliar layout.
Verbal test was agree/disagree/cannot say questions. Read the passage slowly and carefully and
the answer should be pretty obvious. Don't rush it as some companies negative mark on them, it's
probably better to not finish but get all the ones you attempt correct than finish it all but get half wrong.
The numerical was the usual extract data from graphs, pie charts.It gets more complex as you go
along but from what I've seen it's not important to finish and more often than not you are not expected
to finish given the time constraint as they also look at your accuracy.
The numerical test was the interpretation of graphs and pie charts and the questions get harder as you
go along. The verbal test was one of those where you are given a paragraph and you are supposed to
say if 'true', 'false', or 'can't tell' given a set of questions, and they get trickier as you go long.
Practise numerical and verbal reasoning tests as much as possible.
Diagrammatic and spatial reasoning are different but frequently confused.
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
PROGRAMMING APTITUDE TESTS
See our practice computer aptitude test
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."
Feedback from Kent students after tests at computing interviews
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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.
Syntax checking test: 10 minutes
When doing the syntax
Syntax checking test. Two types of code, X and Y, each has
checking, it can be more
4 rules. Check 40 lines of code, each is of a type, and see if
productive to answer the
they conform to their particular set of rules. (See to the right
questions NOT in the order as
for
tips.)
(AXA)
they appear, but looking for the
UML diagram for animal/cat/dog - explain
type X questions and then
About firewalls and proxy servers (Phillips Research)
answering the type Y
Very challenging and probing technical questions about the
questions. This way you don't
skills I added on my application form: C++, Java, Windows
have to keep switching the
and Linux questions but also questions on data structures
rules in your head. I've done
(linked lists, array lists etc) and sorting algorithms. (Morgan
the same test in both ways and
Stanley)
They gave me random on the spot maths questions that you
found the second way was
had to think 'outside of the box' to solve. (Morgan Stanley)
more productive.
Abstract test, finding patterns etc. (AXA)
Wireless internet standards: advantages of WAP over WEP
Decide the next letter in a sequence e.g. a - c - e - g ..... ? See our Letter Sequences test.
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 decisionmaking 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
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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.
Tips and comments from Kent students
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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‟.
IMPOVING YOUR SCORE
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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
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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
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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.
Tests on the employer's premises
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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:
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Psychometric Tests for Graduates
Passing Psychometric Tests
How to Pass Graduate Psychometric Tests
Graduate Psychometric Test Workbook
IQ and Psychometric Test Workbook
How to Master Psychometric Tests
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Learn to Succeed at Selection Tests
How to Pass Professional Level Psychometric
Tests
How to Pass Numeracy Tests
How to Pass Verbal Reasoning Tests
How to Pass Computer Selection Tests
Source : Kaskus
Tes-1 Satu paket isinya ada 4 macem tes pilihan berganda
1. komputasi (50 Soal) = hitungan2 tambah kurang kali bagi
2. verbal (60 soal) = sinonim atau antonim
3. spasial (30 soal) = jaring-jaring lipatan suatu bangun ruang
4. numerik (25 soal) = soal cerita matematika biasa, ada perbandingan, ada konversi satuan jg, apalin aja ukuran
panjang semacem yard, inch, dll
Tes-2 Inteligensia Umum (15 soal) = pertanyaan2 simpel seperti
bila tersesat di hutan apa yang anda lakukan? bila teman anda pecandu narkotika apa yang anda lakukan?
mengapa buku di perpustakaan harus dikembalikan? apa yang anda lakukan apabila anda menemui kesulitan
dalam memahami suatu buku pelajaran? dll
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
pauli (xxx soal) - you know lah
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:
Practice Aptitude Tests:
Practice of aptitude test questions will increase your performance on a real aptitude test. By practicing aptitude
tests you will become more familiar with the type of questions you may face during the actual test. Practice as
many test questions as you can, this way you are more likely to have seen the same type of question before,
giving you an even greater advantage during your test.
Make sure you perform at least one simulated aptitude test. During this simulation avoid all distractions (turn off
your phone, turn off the TV and music, etc.), make sure the test is timed and arrange no breaks during the 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.
Food, sleep and exercise:
A healthy body is important for a healthy mind. Eat well, get enough sleep and make sure you get regular
exercise; this will make a positive difference not only in your everyday life, but also in your test results.
Sleep and eat:
The day before your test, make especially sure that you eat well and avoid alcohol. Make sure that you get
enough sleep.
On the day of your test get a good breakfast, even if you normally skip it. You need to keep your mental focus on
your test and not on your hunger. If you really cannot stomach food, then try having a protein shake or smoothie.
On the day of your test eat brain-boosting food, this includes protein-rich foods which can lead to greater mental
alertness. Good food choices include eggs, nuts, yogurt, and cottage cheese.
Perusahaan Migas
1. Oil & Gas Subcontractor/Vendor
Schneider, Puspetindo, Honeywell, Powell, Solar Turbines/Indo
Turbines, HEI, Profab, Klaras Pusaka, Southern Tristar, SAS, Dresser
Rands, Rolls Royce. Mafitrench (Atlas Copco), Petrotech, Geographe,
Edgen Murray, Voest Alpine, Arcelor Mittal, Kim Seng Huat, Paradise
Perkasa, Sanggar Sarana Baja (SSB), Kota MInyak Internusa, dll
2. EPC Oil & Gas
Multinational : McDermott, Nisconi, Saipem, JGC, KBR, Technip, Worley
Parsons, Mitsubishi Heavy Industries Ltd, Samsung & Hyundai Heavy
Industries Ltd, dll
Domestic/Local : IKPT, Truba, SAE, Tripatra, Rekind, Wijaya Karya,
Gunanusa, Istana Karang Laut, Citra Panji Manunggal (CPM), Kelsri, dll
3. OIl & Gas Service Company
Subsea Installation : Aker Solution, Cameron, FMC Technologies
Drilling & Logging Service : Halliburton, Schlumberger, Weatherford, Baker Huges
4. Oil & Gas Owner/Operator/Client/KKKS under skk Migas
Multinational : ExxonMobile, Shell, BP, Chevron, ENI, Total E&P,
Tately NV, Petronas, Petrobras, RasGas, Adnoc, Saudi Aramco, Kufpec,
ConocoPhillips, CNOOC, Kodeco Energy, Star Energy, Santos Oil, Husky
Oil, Hess, PTTEP, Woodside Energy, Genting Oil, dll
Domestik/Local : Medco E&P, Pertamina E&P, Pertamina Hulu Energi,
Energi Mega Persada, Kangean Energy, Golden Spike, Lapindo Brantas
Inc, dll