Professional aptitude test: a complete guide for HR

During the recruitment process, it is essential for employers to find qualified and competent candidates who are able to perform the position in question. However, it can be difficult to judge a candidate's skills and abilities based solely on the presentation of their resume and interviews.

That is why many companies, including Yuzu, now offer what are called exams or professional aptitude tests. They make it possible to assess the real abilities of your potential future employees. These tests can take different forms and assess a variety of skills, such as technical skills but not only.

They are not recent. Originally, they were used to assess the skills of industrial workers. Since 1950, their use has taken a completely different turn. They made it possible to assess employees as well as candidates.

Today, recruiters are using them more online and they have evolved to the point of covering a wide range of skills such as soft skills: Soft Skills.

Do you want to quickly assess your candidates and make informed selection decisions? In this article, discover the various professional skills tests that will allow you to make the best choice.

First of all, let's start by defining what a Professional aptitude test.

1 - What is a professional aptitude test?

A professional aptitude test is a tool commonly used by recruiters, HR and managers.

Its objective: to assess the candidate, more precisely his reasoning skills and his knowledge related to a job in a specific field.

They can cover different areas such as verbal comprehension, logic, numeration, problem solving, technical skills but not only.

Professional aptitude tests also make it possible to assess Soft Skills (soft skills) such as: adaptability, empathy, teamwork, creativity, conflict resolution and many more. It is important not to underestimate their importance for professional success. Today, they are just as important as other skills.

Measuring soft skills is not an easy task, as they are often linked to personal and behavioral qualities that can be difficult to assess objectively. However, thanks to this valuable tool you will be able to easily assess the soft skills of your candidates.

The results of professional aptitude tests are a reliable indicator of the candidate's ability to learn in a given professional environment.

Additionally, professional language proficiency tests can be used to measure a candidate's ability to communicate effectively in a multilingual professional environment. A salesperson may be unable to sell a product if he does not master the customer's language.

Our first piece of advice: To make decisions during the recruitment process, it is important to understand that professional aptitude tests should not be used alone. It is necessary to combine them with other evaluation methods, such as interviews, or skills assessments to get a complete picture of your candidate's skills.

Our second piece of advice: Psychotechnical tests are used to assess social and interpersonal skills, while aptitude tests are used to assess the technical and non-technical skills needed to succeed in a particular profession. Using them together reflects the complete assessment solution.

2 - Why are professional aptitude tests important during your evaluations?

Finding the best candidate can be difficult. An interview can hide a lot of information about an individual's reasoning skills. However, to compare candidates more precisely, there is a solution to obtain a more thorough study of each candidate.

Indeed, professional aptitude tests make it possible to compare your future employees objectively by offering them measurement standards and questions. Identical. This will allow recruiters to easily determine whether or not a candidate is suitable for success in a position.

During evaluations, cognitive biases can often cloud recruiters' judgment. Indeed, they can unconsciously discriminate against candidates based on prejudices and stereotypes. Professional aptitude tests are a valuable tool that can help limit these harmful cognitive biases during your recruitment process.

3 - What are the different professional aptitude tests?

There are several examples of professional aptitude tests that are as interesting and effective as each other. Let's see them together without further ado.

3.1 - Personality test

You may be saying to yourself:”Nothing beats feeling, so why use a personality test in that case?”.

While it is true that some people, when evaluating a candidate, prefer to trust their intuition or their feeling. It is just as important to take into consideration cognitive biases that can strongly influence our impressions. Personality tests precisely provide objective data that complement our intuitive impressions.

The use of a personality test in business makes it possible to assess, as the name suggests, the personality traits of an individual. Assessing them is becoming essential in a world that is constantly changing and where behavioral skills have become a key element. Indeed, personality is one of the main components that determine these behavioral skills.

Today, businesses are recruiting more and more for a career rather than for a specific position. They are therefore aware of the importance of relational dimensions, which are evaluated using personality tests. The results obtained on these tests can help identify candidates who have the behavioral skills needed to succeed in a given professional environment.

Is the personality test not right for you? Don't worry, there are many others that will satisfy you!

3.2 - General Skills Test

A general skills test is a standardized exam designed to assess the skills of individuals in various fields such as the digital domain with data analysis.

They are designed to limit discrimination. It is important to assess the skills of different individuals fairly. They are often used during the recruitment process.

Do you want to make informed decisions based on concrete data? This test is made for you!

However, to complete this evaluation it is important to remember that it is necessary to combine it with other evaluation methods.

3.3 - Job specific skills test

Unlike soft skills tests, which assess an individual's core competencies, job-specific skills tests focus on the specific skills needed to succeed in a particular role or function. They therefore vary considerably depending on the position for which they were designed.

It is important to note that specific skills tests can be used to assess candidates at various levels of experience (from beginner to advanced).

3.4 - Motivation test

A motivation test is an assessment tool often used in the context of a recruitment process and it measures the level of motivation of an individual. Through it, recruiters can identify two types of motivation : intrinsic and extrinsic.

The first is linked to self-accomplishment and personal satisfaction. The second, on the other hand, is more related to rewards such as compensation or benefits.

This test has several components such as questions about personal interests, personal values, goals, work habits, obstacles, or even work preferences.

It also exists different ways to assess a candidate's motivation.

3.5 - Soft skills aptitude test: choose Yuzu

The aptitude test of Soft Skills is an assessment tool that aims to measure behavioral competencies, such as:

• communication,
• collaboration,
• problem solving,
• empathy,
• critical thinking,
• creativity,
• time management,
• conflict management.

It can take different shapes : online questionnaires, practical evaluations and even a much more original form, scenario simulations. The time required to complete them varies from test to test, ranging from a few minutes to several hours.

Test scores are generally used to help employers assess a candidate's behavioral skills in order to make hiring decisions.

Our advice: you can even use it in the context of another situation, that of a major increase in skills concerning a current employee. Indeed, it allows you to assess their progress.

After several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Test the soft skills of your talents with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

4 - How do I choose tests that are appropriate for the job?

To select tests that are right for your position, it is essential to follow the following steps.

First of all, considerable time should be devoted toanalysis of your job description. Indeed, this stage makes it possible to understand the skills and qualities required for the position. If you don't know which skill to assess, how would you be able to choose an appropriate test?

It is also necessary toassess skills required depending on the work environment. Some practical skills and soft skills may be more important than others to be more successful in a position.

Once these key competencies have been identified, it is important to choose professional aptitude tests. valid and reliable.

To prove the validity of a test, can you answer the following question positively:” Does it measure what it is supposed to measure? ”.

To prove the reliability of your test, can you give a favorable answer to this other question” Does it refer to the consistency and precision of the results? ”.

Our advice: to select the most suitable tests, it is advisable to consult a human resources professional. Indeed, the latter can guide you in choosing the most relevant tests for your position.

5 - How to administer them?

Administering professional aptitude tests is a complex and crucial step. To ensure reliable and regulatory results, it is important to comply with the laws and regulations in force in your country. Administration depends on the test and the intended goals.

First of all, be sure to familiarize yourself with the test by reading the user manual carefully. To avoid wasting time during the test and not to disturb the session, make sure you have all the necessary materials for the smooth running. It is important to give participants the various instructions. Provide other important information, such as the length of the test.

Make sure participants have enough time to answer all questions. You can also monitor their work to make sure they understand the instructions and respond appropriately.

Once the test is over, it is important to collect data appropriately. You'll use an automated response system or write down responses manually.

The results will help you assess the skills of the participants and their suitability for your position. Good luck!

To remember

The professional skills test is a valuable tool that will allow you to test and recruit the best people for your position. This A to Z guide provides valuable information on selecting tests that are right for your business's specific needs, as well as how to effectively administer them.

Test validity and reliability are key elements to consider when selecting and administering tests. Compliance with applicable laws and regulations is also crucial to ensure the fairness and transparency of the recruitment process.

By following the tips and steps provided in this guide, you can maximize your chances of finding the best candidates for your current positions and thus contribute to the success of your business.

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