Aptitude Test in Psychology: 20 Important Facts and Practice Questions and Answers

The Aptitude Test in Psychology is an assessment exam used to test an individual’s competence to possess certain skills in the process of future training.

The candidate’s intellectual, motor, and some other skills, would help to prove their proficiency as people differ in their specific aptitudes. With these in possession, future prediction of outcome could be possible.

As a standardized assessment test, the Aptitude Test in Psychology goes on to measure specific perpetual, physical, and cognitive skills.

Employers use this test to make decisions for promotion and hiring so that eligible candidates would be employed for specific roles.

These employers want to ensure that the candidate hired for a specific position is qualified and has what it takes to be in that role.

Could it be knowledge or skill that the individual is expected to have so as to be hired, it must be according to the job requirements.

In this article, we are going to look at important facts about Aptitude Tests in Psychology and the practice questions and answers you will need to study if you want success during this exam.

20 Important Facts about Aptitude Test in Psychology

1. Used to predict an individual’s future success

The Aptitude Test in Psychology serves as a great assessment tool designed to measure potentials for having knowledge or skill. The test also helps to determine the future success of a candidate, particularly in an occupational or educational situation.

2. Used to understand specific skills of an individual

Hiring managers administer the Aptitude Test in Psychology with a set of conditions to actually understand the psychological behavior of a candidate. The test helps to understand specific skills of a person such as personality, IQ, and more.

3. Administered under certain controlled conditions

The Aptitude Test in Psychology can be administered by analyzing a person’s vocabulary from an assessment of a small number of words to which he replies. The level of an individual’s “multi-limb coordination” may be figured out through certain movements he makes.

Employers make use of the Aptitude Test in Psychology to measure a person’s behavior under certain conditions. Each section of the test samples only a limited aspect of the individual’s behavior.

4. Assesses the availability of natural skills in individual

An individual is asked to take the Aptitude Test in Psychology to determine if they possess the natural skills required for succeeding in college or in a specific job position.

5. Evaluates a wide range of skills in a candidate

Hiring managers utilize the Aptitude Test in Psychology to measure a wide array of skills ranging from verbal comprehension to speed of perception or mechanical knowledge to number operations, and to general reasoning as well.

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6. Helps to predict competence and ability in a person

The Aptitude Test in Psychology is designed to gauge what a person can learn or do with the appropriate training guidance or even what the individual can generally accomplish.

The test also helps to assess an individual to know the level of their ability to carry out a particular category of task.

7. Top tips to pass your Aptitude Test in Psychology

If you are asked to take an Aptitude Test in Psychology as part of a job application, you may find the viewpoint a little demoralizing.

In a marked difference to the academic exams you have taken before, you can’t revise for most aptitude tests, as previous knowledge isn’t usually required.

As an alternative, you are tested on your natural abilities. Although you can’t revise for aptitude tests in psychology in a typical way, there are ways you can prepare to give yourself the best chance of passing.

Below are some of the tips that will help you pass your Aptitude Test in Psychology. These include:

• Practice realistic online tests
• Get acquainted with the format of the test in advance
• Focus on your weaknesses
• Understand the differences between tests
• Find specific practice tests
• Accept a practice test in advance
• Confirm what goes in with you
• Focus on your test through revision
• Manage your time carefully during the exam
• Don’t let other people distract you
• Move ahead if you get stuck
• Carefully read all questions
• Go back to missed questions towards the end
• Remember that the more speed you have, the less hasty you will be
• Find and use feedback.

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8. Categories of the Aptitude Test in Psychology

The Aptitude Test in Psychology can be classified into various categories including vocational tests, personality tests, attitude tests, intelligence tests, and lots more.

The main purpose of the test is to determine how well a candidate can perform in a certain role if employed.

This may affect the individual’s role interpretation negatively if not properly assessed.

9. Used in various purposes

Hiring companies use the Aptitude Test in Psychology in different ways and for various purposes, including academic placements, psychological diagnosis, identifying certain behavior, research purposes, etc., as well as for screening job candidates.

10. Offered in either verbal or written form

The Aptitude Test in Psychology is used either in a verbal or written form to assess an individual’s behavior.

Several categories of Aptitude Test in Psychology are applied in both verbal and written forms to understand different dynamics of the individual.

Hiring companies use the Aptitude Test in Psychology to be able to understand why someone is good at something, while the other is good at another.

11. Helps understand the complex behaviors of people

Because humans are complex beings that can’t be defined and classified under certain categories, the Aptitude Test in Psychology is utilized to help understand the subjective nature of humans and individual differences that have raised criticism during the hiring process.

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12. Characteristics of the Aptitude Test in Psychology

The Aptitude Test in Psychology has key characteristics that have been described here. These include:

• Standardization: The factors that determine the standardization of the Aptitude Test in Psychology include the location or environment, material, and the time for the test.
• Reliability: No matter where the Aptitude Test in Psychology is administered, it must produce the same result regardless of where or when it’s taken.
• Objectivity: The test must be free from any personal bias for its scoring as well as the interpretation of scoring or administration.
• Validity: The Aptitude Test in Psychology must assess what it’s been created to evaluate.

13. The Aptitude Test in Psychology for speed and power

There is a category of the Aptitude Test in Psychology called the speed and power tests where the performance is being assessed based primarily upon the speed with which one works.

Tests of clerical ability can be the example. The other option is a situation where the test is complex and the applicant or the individual is given enough time as they want.

14. The Aptitude Test in Psychology power test

In this assessment, the candidate’s score is based completely upon their ability to answer the question accurately irrespective of the time they have taken the test.

The Tweezers Dexterity Test is a very good example of this test.

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15. The Aptitude Test in Psychology emotional intelligence test

An emotion of anger and sadness that occurs most times like shouting impulsively at someone without any reason is one of the elements of the emotional intelligence test and what we need to control and monitor.

By taking the emotional intelligence test, the individual will be able to identify emotions and regulate them without being influenced by others.

In the emotional intelligence test, diverse emotions are touched through scenarios presented to the test-taker.

Honesty is required so as to be able to properly assess the test taker’s EQ (Emotional Quotient) and suggest means to improve it.

16. The Aptitude Test in Psychology individual test

The individual test is meant to be performed individually and it’s preferred for vocational guidance and counseling, as well as for clinical and diagnostic work with emotionally disturbed person.

Because the individual tests are costly, they are less used in the industry than the group tests. The Stanford-Binet intelligence scale is an example of an individual psychological test.

17. The Aptitude Test in Psychology group test

The group tests are usually designed for a purpose so that they can be administered to a large number of people in the industry.

The Adaptability Test, Purdue Vocational Achievement Tests, and the Wonderlic Personnel Test are all examples of the group test.

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18. The Aptitude Test in Psychology essay and objectives tests

This category of test is designed to assess the candidate’s ability to organize and articulate their thoughts vividly and logically.

It is one of the oldest methods of the Aptitude Test in Psychology introduced by Lord Macaulay who has been credited for creating it.

Lord Macaulay first introduced this idea for the Indian Administrative Services (IAS).

In contrast, the objective test has one correct answer and doesn’t require any type of long extensive answers or explanation from the candidates.

Employers utilize these tests generally for the purpose of checking the mental ability of the candidate and reasoning, as well as clearness of the concepts in particular.

19. The need for Aptitude Tests in Psychology

Aptitude Tests in Psychology have lots of needs, which are going to be listed here. These include:

• Supporting individualized lesson plans
• Enabling placement decisions
• Identifying strengths and weaknesses
• Helping the administrative and academic works
• Monitoring progress
• Identifying disabilities
• Testing vocational aptitude

20. The Aptitude Test in Psychology for children

The Aptitude Test in Psychology can be used in school placement for children and as a tool in determining the presence of a learning disability or a developmental delay in identifying giftedness, or in tracking intellectual development.

Sometimes, the Aptitude Test in Psychology may be used with teens and young adults to determine vocational competence such as in career counseling.

In this scenario, tests are administered for a wide range of reasons, from diagnosing psychopathology (personality order or depressive disorder) to screening job candidates.

This type of test can be utilized in an educational setting to determine personality strengths and weaknesses.

Aptitude Test in Psychology Practice Questions and Answers

Questions and answers for your Aptitude Test in Psychology are listed here so you can study and know them before you take the exam:

Question One

Emma is a homeless veteran that struggles to find food and shelter every day. According to Maslow’s hierarchy of needs, Emma is still trying to satisfy her physiological needs, which is the _ level on the hierarchy.

A. Second
B. First
C. Third
D. Fifth

Answer: B (First)

Question Two

Morris has to walk through an unsafe neighborhood to go to and from school. He also has to take care of some bullies while he is at school. According to Maslow, which needs on the hierarchy will stay secondary for Morris until he feels safe?
A. Psychological, social, and esteem
B. Psychological, social, and self-actualiazation
C. Social, love, and esteem
D. Social, esteem, and self-actualization

Answer: D (Social, esteem, and self-actualization)

Question Three

What are the basic emotions, according to Paul Ekman?
A. Anger, happiness, and fear
B. Anger, disgust, fear, happiness, sadness, and surprise
C. Anger, disgust, fear, happiness, and sadness
D. Anger, disgust, fear, happiness, sadness, and shame

Answer: B (Anger, disgust, happiness, sadness, and surprise)

Question Four

Generally, is it more or less difficult to determine physical illness compared to mental illness?
A. More difficult
B. Less difficult
C. Equally difficult
D. They can’t be compared

Answer: B (Less difficult)

Conclusion

Aptitude Test in Psychology is an exam that aims to determine and assess an individual’s ability to possess certain skills in the process of future training.

The reason for this assessment relies on the fact that people differ in their specific skills and that these differences can be useful in predicting future outcomes.

The manner by which a person reacts and interacts at a place of work matters a lot as this contributes to the growth or downfall of the company, and also to the development of the individual in particular as a single entity.