Pre-Employment

Aptitude Test

Aptitudes impact job performance in that they determine how quickly employees can learn, improve over time and solve problems in novel situations.

As a result, aptitude tests are better than many other selection criteria at predicting long-term job success.

HighMatch’s Aptitude Assessment

Our highly configurable aptitude assessment measures four distinct abilities, which collectively measure candidates’ cognitive ability and learning potential.

This test can be combined with our personality assessment, which measures seven personality traits which collectively describe a person’s natural disposition and thinking style.

Both assessments are offered through HighMatch Assess, which combines our leading assessments with personalization capabilities from our organizational psychologists.

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What HighMatch Measures

To reliably predict job performance, it is necessary to measure multiple qualities related to general intelligence.

HighMatch Assess measures four abilities out-of-the-box that enables you to rank-order candidates based on their general aptitude levels as well as relative strengths and weaknesses.


The HighMatch Job Fit Score

HighMatch helps you assess for specific abilities that lead to success in each role at your organization. 

You get back a Job Fit Score that shows how well a candidate fits the requirements of the role they tested for.

When you use one of our ATS integrations, the Job Fit Score can even be used to screen out candidates automatically.

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Using an Aptitude Test for Hiring

Understand the Candidate

Aptitude testing is useful because it’s difficult to assess abilities through resumes and interviews alone.

Broadening the Pool

Aptitude testing identify candidates who have the innate abilities required for success in a role.

Internal Promotions

With internal promotions, it’s critical to understand where employees require support to be effective.

Misconceptions About
Cognitive Aptitude Tests

Despite the extensive use of aptitude tests in personnel selection, many people have confusions about aptitudes and aptitude tests.

  • Aptitude tests measure one’s cognitive capabilities and learning potential. People differ in their aptitudes, and such differences are useful in predicting future learning achievements.
  • Achievement tests, designed to diagnose the extent to which a person has learned a specific body of knowledge or developed a particular skill relevant to their field.
  • The Difference: aptitude tests are used widely in business and selection settings, whereas achievement tests are primarily used in academic contexts.

They Trust Us

Using an Aptitude Test for Employees

Measure What You Can’t See

Aptitude tests provide an objective means of measuring employees based on their innate knowledge.

Recognize Potential

Aptitude tests identify employees likely to be successful in a role requiring high cognitive ability.

Understand Challenges

These tests provide insights on misalignment between an employee’s strengths and the role.

General vs. Specific Aptitude Tests

A general aptitude test is similar to an intelligence test in that they measure a broad range of cognitive abilities.

Researchers found that while general aptitude is a valid and effective indicator of performance, specific aptitudes add more predictive power in narrower subjects.

Both specific and general aptitude tests are useful in selection practices. General aptitude tests evaluate a candidate’s potential to learn and adapt, and specific aptitude tests are suited for more focused predictions.

Measuring Analytical Ability

The knowledge economy places increasing demands on the ability to analyze information and evaluate different sources of information to find an optimal solution.

Employers look for employees with the ability to investigate a problem systematically and provide practical solutions while trying to avoid potential risks in uncertain settings. 

Learn more about how HighMatch measures analytical ability.

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Buyer’s Guide

Selecting the right assessment solution from the hundreds available can be daunting. To make that process a little easier, we created a Buyer’s Guide.

It’s an objective, downloadable report created by our team of Industrial & Organizational (I/O) psychologists that outlines what to consider when evaluating assessment vendors. 

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Whether you are new to recruiting or an experienced hiring manager, our guides have something for you.

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