Evnetestning og assessments

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Evnetestning og assessments

Forudsig nøjagtigt en persons potentiale til at forstå en ny jobrolle

  • Mål mental kapacitet og problemløsningsevne
  • Udvikl jeres medarbejdere gennem træning
  • Forstå, hvor hurtigt det vil tage en medarbejder at tilpasse sig
  • Sørg for, at dine medarbejdere bliver udfordret
  • Bedre forudsigelse af succes i en rolle
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Thomas' egnethedsvurdering

Evner er blevet bredt anerkendt som den vigtigste forudsigelse af jobsucces. Thomas evnetest er en kognitiv evnevurdering, der hjælper arbejdsgivere med at forudsige, hvor hurtigt en person vil kunne tage fat i en ny rolle eller nye arbejdsbetingelser.


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Hvorfor bruge Thomas evnetest?

Måling af en kandidats egnethed hjælper dig med at forstå, om den pågældende person hurtigt vil være i stand til at forstå kravene til en rolle, om de er i stand til at lære hurtigt og løse problemer i forskellige scenarier. 

Denne indsigt gør det nemmere at vælge den rigtige kandidat til en rolle ved at placere et objektivt filter over deres evner, uanset deres IQ-score, kvalifikationer og tidligere erfaring. Det betyder ikke, at disse er ubetydelige, men de er ikke den bedste forudsigelse for potentiel præstation i en rolle. Forskning fra American Psychology Association inc. Frank L. Schmidt & John E. Hunter (1998) har gennemgået 85 års forskning. De fandt ud af, at højere kognitiv evne eller egnethed, som det også kaldes, målt ved Thomas evnetest er direkte forbundet med højere medarbejderproduktivitet og præstation i rolle end erfaring. Når du kombinerer det med indsigt i en kandidats personlighed og adfærd og bruger strukturerede interviews, har du en meget bedre chance for at finde din næste topmedarbejder. 

Når du står over for en kvalifikationskløft og ikke kan finde dem med de rigtige færdigheder, eller de er for dyre at ansætte, kan ansættelse af en kandidat, der hurtigt kan lære de nødvendige færdigheder, hjælpe dig med at reducere ikke kun ansættelsesomkostninger, men også tiden til ansættelse. 

Sådan fungerer evnetesten

Thomas evnetest måler et individs evner inden for 5 kognitive nøgleområder: ræsonnement, opfattelseshastighed, talhastighed & nøjagtighed, sproglig forståelse og spatial visualisering.

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5 Online Assessments

 

The Thomas Aptitude assessment consists of 5 online tests, including reasoning, perceptual speed, number speed and accuracy, word meaning and spatial visualisation

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Detailed Understanding

 

Gain a detailed understanding of a person’s mental capacity and how quickly they can grasp a new role/regime

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Understand General Intelligence

The overall percentile is an estimate of a candidate's general intelligence, while focusing on their response to training, mental processing speed, concentration and fast track potential.

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Assessment information

  • Assessment type: Egnethed
  • Format: 5 assessments
  • Udfyldelsestid: 30-45 minutter
  • Påkrævet uddannelse: Ingen

Validering:

Registreret hos British Psychological Society og auditeret efter tekniske kriterier fastlagt af European Federation of Psychological 'Associations

Klik nedenfor for at downloade en kandidatprofil fra Thomas præstations-platformen

Vi ville simpelthen ikke være, hvor vi er i dag uden GIA fra Thomas International. De informationer som værktøjet giver, er uvurderlige.

Simon Bastin-Mitchell
Handelschef
Aptitude_ Background & Theory 1

Baggrund & Teori

Thomas Aptitude testen (også kendt som General Intelligence Assessment eller GIA) blev udviklet over 15 år af Dr. Peter Dann i Human Assessment Laboratory på University of Plymouth. Thomas integrerede testen i sin produktpakke i 2006.

Intelligens indeholder i sin grunddefinition både flydende og krystalliserede intelligenskomponenter (Horn & Cattell, 1966):

Flydende intelligens (rendyrket intellektuel proceshastighed) - grundlæggende intellektuelle processer som f.eks. mental manipulering af abstrakte koncepter, generaliseringer og logiske sammenhænge (Carroll, 1993). Flydende intelligens er relevant i relation til at løse nye problemtyper, anvendelse af logik i nye situationer og identificere mønstre. Krystalliseret intelligens (indlærte faktorer - erfaring) - verbal, mekanisk, numerisk evne etc. Krystalliseret intelligens er evnen til at bruge indlært viden og erfaring.

Aptitude testen er en intelligensmåling, designet og teoretisk understøttet af Carrolls taksonomi/klassificering af komponenter af kognitive evner, såkaldte 'g-faktorer', der også benævntes generel intelligens (Spearmans og andres generelle faktor for mental præstation). Testen har dog mere fokus på flydende intelligens og måler grundlæggende kognitive evner (mental opfattelseshastighed, verbalt ræsonnement osv.). Dette vurderer det, vi har kaldt træningsevne snarere end 'IQ'.

Aptitude_ Background & Theory 2

Testen beskæftiger sig med flydende intelligens og ser på en persons hastighed i behandlingen af information og evnen til at lære og udvikle nye færdigheder. General Intelligence Assessment anvendes til en række forskellige formål: rekruttering, fastholdelse, udvikling, ledelse, identifikation af uddannelsesbehov, karrierevejledning, successionsplanlægning og benchmarking.

Evnetesten blev udviklet som en metode til at måle kognitive evner i det britiske forsvars rekrutteringsprocesser, kendt som Britisk Army Recruit Battery (BARB). I den fortsatte udvikling af testen anvendte Human Assessment Laboratory potentialet i computerteknologi til at bane vejen for forskning og udvikling af en emnegenereringsmodel, hvor test-emner produceres automatisk for at skabe et ekstremt stort antal forskellige, men ækvivalente udgaver af den samme test (Irvine , Dann & Anderson, 1990). GIA og en papirbaseret version blev udviklet ud fra de samme teoretiske principper og ressourcer som BARB. Thomas integrerede testen i sin produktpakke i 2006.

Download faktaarket for at finde ud af, hvordan Thomas Aptitude testen kan hjælpe dig med bedre at forstå dine medarbejderes læringshastighed og træningsevne

Aptitude format

Aptitude testens format

Thomas Aptitude testen består af fem onlinebaserede deltests, der måler basale kognitive evner (dvs. evner, der er afhængige af processer som tanke, sprog, beslutningstagning, læring og hukommelse).

Hver af de fem deltest bygger på én bestemt type opgave og alle spørgsmålene i en given test har samme sværhedsgrad. Den individuelle score bestemmes herefter af hastigheden og nøjagtigheden af testpersonens svar. Resultaterne sammenlignes derefter med en population (normgruppe) for at bestemme, om præstationen er lavere, højere eller på linje med størstedelen af denne population.

Den samlede vægtede score er et mål for individets ' træningsevne ', og hver af de 5 deltest, måler en specifik kognitiv funktion (beskrevet nedenfor):

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Perceptual Speed

This test measures the perception of inaccuracies in written material, numbers and diagrams, the ability to ignore irrelevant information, the ability to recognise similarities and differences, and error checking. It tests the speed of semantic encoding and comparison.

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Reasoning

This test measures the ability to make inferences, the ability to reason from information provided and to draw the correct conclusions. This test assesses the ability of an individual to hold information in their short-term memory and solve problems.

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Number Speed and Accuracy

This is a test of numerical manipulation and a measure of basic numerical reasoning ability. It measures the degree to which an individual can work comfortably with quantitative concepts.

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Spatial Visualisation

This test measures the ability to create and manipulate mental images of objects. This test correlates with tests of mechanical reasoning, and assesses an individual’s ability to use mental visualisation skills to compare shapes. It relates to the ability to work in environments where visualisation skills are required to understand and execute tasks.

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Word Meaning

This test assesses word knowledge and vocabulary. It assesses the comprehension of a large number of words from different parts of speech and the ability to identify the words that have similar or opposite meanings. It assesses the ability to work in environments where a clear understanding of written or spoken instructions is required.

Behaviour Validity

Reliabilitet & Validitet

Thomas Aptitude testen er genstand for en grundig videnskabelig evaluering for at bekræfte testværktøjets troværdighed og validitet som en psykologisk vurdering. Forskellige forskningsstudier har vist, at GIA er et konsistent og validt mål af træningsevner.

GIA er registreret i British Psychological Society (BPS) efter forudgående auditering efter de tekniske kriterier, der er fastsat af European Standing Committee on Tests and Testing, en del af European Federation of Psychologists' Associations.

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Ofte stillede spørgsmål

What is an aptitude test?

An aptitude test is a way to measure an employee's or applicant's ability to carry out a role within a business. It focuses on testing problem solving, communication, numerical and analytical skills. In short, an aptitude test will test a candidate’s skills for a specific role or duty.

Aptitude tests give hiring managers and HR teams the tools to assess a candidate’s suitability for a role based specifically on their skills and abilities. Because the tests are graded on this criteria, it helps identify the right person for the role that is available. Being able to understand how a candidate will perform tasks or knowing how they will react to different situations is, of course, a huge advantage.

Mainly carried out over online platforms, some organisations may choose to invite you into a workplace to carry out these tests - it depends on each business' recruitment process.

What are the different types of aptitude tests?

There are two types of commonly recognised aptitude tests; verbal and non-verbal. Verbal tests are designed to test your verbal reasoning skills, language comprehension and situational awareness. Non-verbal tests include, numerical reasoning, ability to handle numerical problems and understanding patterns and problem solving.

These aptitude tests can be divided into a wide range of assessment criteria. It is common to come across tests such as: Spatial Reasoning, Perceptual Speed, Number Speed & Accuracy, Word Meaning and Spatial Visualisation. These tests are individually identifying different skill sets and their potential application into the job role that is being advertised.

For example, spatial reasoning will assess a candidate’s ability to understand and visualise two-dimensional and three-dimensional patterns and shapes; this is ideal for a job role that requires strong problem solving skills. Someone who scores highly here, stands a better chance of getting the position.

What is the purpose of aptitude testing?

Aptitude tests are designed to understand a candidate’s inherent strengths and limitations, and where the candidate will either succeed or struggle in specific areas or roles based on those innate characteristics. With the right training and focus, a candidate can develop their limitations and flourish with their strengths.

When it comes to recruitment, an aptitude test supports a few important functions. Firstly, it helps to filter high volumes of candidates for a given role based on the results of the tests - allowing the rest of the recruitment process to take place in a timely manner.

Secondly, recruiters are basing hiring decisions on skills evidenced in the assessments. This helps to remove bias, but also strengthens the team and organisation with the right skillset in the right roles.

Thirdly, an aptitude test helps the recruiting manager know inherent strengths and limitations that can be developed with the right training and provide a pathway within the organisation for the candidate to succeed.

What are the benefits of aptitude testing for recruitment?

Aptitude testing gauges a candidate’s suitability to the job, and gives insight into how quickly they will grasp a role. Therefore recruitment can only benefit by getting the right person for the role that needs filling.

Many organisations around the world use aptitude testing as a standard part of their recruitment process. There are widely understood benefits of doing so.

Aptitude assessments offer efficient and objective comparisons between candidates. Aside from being able to see if a candidate is best suited for the role, they can compare the candidates that have scored well against the most important criteria, fairly providing a balance between each applicant.

They help identify skill strengths and skill gaps. By doing so, recruitment managers get an understanding of what's needed to help the candidate succeed and even use the tests to try alternative scenario planning to see what can be improved or find a shining star in the recruitment process.

Aptitude tests are also standardised. Recruitment managers can feel confident in the data being provided to be both valid and reliable and for the business. It also helps justify decisions for the organisation should the recruitment process be questioned on the grounds of equal opportunities.

What’s the difference between aptitude tests and IQ tests?

An aptitude test is designed to evaluate your skills and general intelligence for a role with numerical reasoning, verbal skills and mental fitness whilst an IQ test is evaluating your Intelligence Quotient.

IQ Tests have always been great conversation starters, in short, they are tests that look at the overall intelligence of a person. Invented in the early 1900s they are a way to give a broad overview of a person’s wider intelligence, however, compared to aptitude tests they are broad in scope but do little to target where a person has strengths and weaknesses for a business or within civil society.

To find out more about about the difference between aptitude tests and IQ tests, read our blog.

How can Thomas help with aptitude testing?

At Thomas International we've created a series of aptitude tests that help recruiting managers pick the right candidates for the roles you're looking to fill.

Online, filled with helpful guides, user-friendly interfaces and a system that provides real-time feedback and scoring, our Aptitude assessment (GIA) is delivered via the Thomas solution and helps you identify the right candidate for your role.

The Aptitude assessment can help you answer questions about your workforce requirements and training developments, including, ‘Can your people think on their feet?’, ‘Can they cope with the mental demands of the job?’, ‘Are they good problem solvers?’ and ‘How quickly can they learn?’.

If you are interested in what we have to offer, please speak to one of our team.