Aptitude and Ability - Testing Mental horsepower
Assessing potential for promotion and development
We use aptitude and ability testing to identify high fliers with potential for rapid development.
The assessments measure fluid intelligence to ensure each candidate has sufficient mental horsepower to achieve the standard required, plus the capacity to assimilate intensive training quickly. They help select the right person for the right job, to identify leadership potential and keep talented individuals motivated and challenged.
Tests for Selection and Training© from Thomas International are batteries of five assessments covering:
- Perceptual Speed: the ability to spot and check for error and accuracy and speed of working
- Reasoning: the skill to reason on the spot, solve problems and draw conclusions
- Number Speed & Accuracy: the ease with which candidates can manipulate numbers and cope with numerical reasoning and quantitative concepts
- Working Memory: how quickly and accurately a person can carry out mental memory tasks
- Spatial Visualisation: spatial ability, technical and mechanical logic, mental visualisation and the ability to manipulate images
Collectively the tests measure the trainability of candidates and how quickly they will be proficient in the job role.
Graded Aptitude Tests™ from Eras are specific to the level of the job holder in the organisation.
Managerial and Professional Series measure:
- Verbal Reasoning: the ability to comprehend and draw inferences from manager and professional level work related passages of text
- Numerical Reasoning: the ability to evaluate and solve logical problems from manager and professional level work orientated data
Supervisory and Team leader Series measure:
- Verbal Reasoning: the ability to comprehend and draw inferences from supervisor level work related passages of text
- Numerical Reasoning: the ability to evaluate and solve logical problems from supervisor level work orientated data
We use the tests most appropriate to the situation and client preference. Either way we look to identify:
- Individuals that can think on their feet
- High flyers
- Development potential
- Whether a person sufficiently challenged
- The ability to handle greater mental demands in the role
- A capacity to drive change in the organisation
Different jobs require different levels of mental dexterity. It is most important to assess how much is necessary to undertake the job role satisfactorily. Specifying more than is required can lead to boredom or failure.
Patrick has guided me in the application of profiling tools, the interpretation of their results and the development of strategies for making staff more effective