Aptitude tests are greatly used by hiring
managers all over the world to screen the applications of the potential
candidates for the jobs. This is considered as an important tool to scrutinize the
quality of the candidates you require at your company. In case the candidates
perform well in the interview but are not good at work, it will only result in
hampering the productivity of the other employees and the resources of the
employer.
Therefore for many employers use mechanical aptitude tests also as they are also required in case they are hiring for
mechanical positions. These tests can qualify a person and get the job which
could turn into a full-fledged career. A number of tests are available to analyse
and scrutinize the candidates for a number of positions. While some tests are
generic in nature and can be used for all the jobs but some are specific to the
job or position type. Some of the tests could be easy while others could be
tricky and difficult. Some tests may not require any practice but some may
require practice and agility to do.
For example, logical reasoning test is generic
and could be used for all the positions but mechanical aptitude tests cannot be
used for all. Similarly psychometric tests could seem easy but arithmetic
calculations might make one go weak and sweaty. Interpretation of tables,
graphs and patterns may not require practice but data manipulation would
require constant and continuous practice.
The hiring manager, therefore, should make a
combination of two difficult and one easy test or maybe one easy and one
difficult test. A mechanical aptitude
test could also be combined with a psychometric test and so on. In such a test,
a mixture of easy and difficult questions could be put forward. Questions about
levers, pulleys, gears and electrical circuits could be combined with other
wider range of typical questions which the candidates must attempt and display
their knowledge and expertise in the mechanical field.
These tests, however, must be taken in a
positive stride and should not be the only deciding factor for the second level
of interview. The candidates must be prepared in advance for these tests and
the hiring manager must also let the candidates know of the tests and
assessments that they have to undergo well in advance. The candidates must also
be made aware that scoring well in these tests would only bring them closer to
the job but then there must be other deciding factors before rolling out the
offer letter. One candidate must have scored well while he may not be able to
work with the workforce and on the other hand an average candidate could be a
suitable match for the employer and the company workforce.
So, it can be concluded that the aptitude tests
must only assess the mechanical reasoning of the candidate and not any other
factor. The candidates who have an extremely great mechanical knowledge could
prove to be extremely resourceful and very much valuable to the business.
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