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Aptitude Test Write for us

Some tools are handy in the selection processes to know the potential of a candidate and their specific skills to carry out the job. Learning the skills of a candidate participating in a selection process is very important to choose the professional whose profile best suits the needs of the job.

These types of tests measure specific abilities, such as numerical ability, verbal ability, and abstract ability.

Measure skills

There are specific jobs in which particular skills get valued. For example, in the artistic profession, abstract aptitude is valued. Professionals who work as commercials or in customer service also require remarkable verbal intelligence.

Professionals working in the administrative sector must have a numerical aptitude for a perfect performance of their job. Technical jobs require a professional profile that has spatial intelligence.

How, then, are competency tests used in the selection processes?

The competencies of the job are specified to be able to determine which aptitude test best meets those expectations.

The information offered by an aptitude test is complementary; that is, it adds value to the information provided by the candidate’s CV and the impression it makes in a job interview.

Aptitude-Test When using an aptitude test in a selection process, it is essential to specify the time that the candidate will have to take this test. They must also have identified which are the precise instructions that the candidate must follow to take the test.

The value of objectivity

A selection process has the purpose of choosing the most qualified professional for a specific task. In which case, it is essential to use the resources that best suit the needs of said job position to be able to make the best decision with the most significant number of objective data. The most critical value ​​in the results of an aptitude test is its approximation to the objectivity of the products provided.

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