Aptitude Assessments for Recruitment | Thomas.co

Aptitude Assessments for Recruitment

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Aptitude Tests & Assessments

The most accurate way to predict a successful hire

  • Predict success in a role
  • Recruit candidates who adapt & learn quickly
  • Create high performing teams
  • Keep your team engaged and inspired in their roles
  • Identify future high-performers
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Thomas' Aptitude assessment

The most accurate predictor of job success is looking at aptitude. Measuring aptitude in our platform will show who will perform best in a role, allowing you to build high-performing teams and improve business performance.

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Why use the Thomas Aptitude assessment?

Measuring aptitude helps predict a candidate's success in a role. You’ll see how quickly they’ll grasp the skills needed, how they solve problems and the speed in which they learn.  

These insights make it easier to select the right candidate, as you’re able to focus on each person’s ability, which is the best predictor of performance in a role as proven by research conducted by the American Psychology Association. When you combine aptitude results with their personality and behaviour, you’ll have a higher chance of finding your next top performer.

How the aptitude test works

Our aptitude assessment measures aptitude in 5 areas:

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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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Understand their speed


Gain insights on their mental capacity and how quickly they can learn a new role

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Understand general intelligence

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

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Assessment information

  • Assessment type: Aptitude
  • Format: 5 assessments
  • Time to complete: 30-45 minutes
  • Training required: None


We’re registered with the British Psychological Society and audited against technical criteria established by the European Federation of Psychologists’ Associations. This means our platform is built from science you can trust. 

Read a sample candidate profile to see Thomas in action.

We simply would not be where we are today without the Aptitude assessment from Thomas International. The feedback that these assessments provide is invaluable.

Simon Bastin-Mitchell - Silverlake
Simon Bastin-Mitchell
Commercial Manager
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The theory

Our aptitude assessment (also known as the General Intelligence Assessment, or GIA), was developed by Dr Peter Dann at the University of Plymouth.

The aptitude assessment looks at an individual's speed of processing information and ability to learn and develop new skills. Our aptitude assessment can be used for recruitment, retention, development, management, identifying training needs, career guidance, succession planning and benchmarking.

Learn how the Thomas Aptitude assessment can help you better understand the learning speed & trainability of your people

Aptitude format

Format of the Aptitude test

Our aptitude assessment consists of five tests of measuring cognitive abilities including thought, language, decision making, learning and memory.

Each test has one type of task, and all the questions are an equal level of difficulty. Your score is calculated by the speed and accuracy of your responses and compared to a sample population (the norm group) to determine whether your scores are lower, higher or in-line with the majority of that population.

Each of the five tests measures a specific cognitive function: 

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Assesses your ability to make inferences, reason from information provided and draw correct conclusions. It also measures your ability to hold information in short-term memory and problem solve.

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Perceptual Speed

Assesses your ability to spot errors, ignore irrelevant information and recognise similarities and differences. You’ll be tested on your speed of semantic encoding and comparison.

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Number Speed and Accuracy

Assesses your numerical reasoning ability and numerical manipulation. The test measures how comfortable you are working with quantitative concepts.

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Word Meaning

Assesses your word knowledge and vocabulary by looking at words from different parts of speech and your ability to identify words that have similar or opposite meanings. The test measures your ability to understand or written or spoken instruction.

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Spatial Visualisation

Assesses your ability to create and manipulate mental images of objects. The test measures your ability to work in environments where visualisation skills are required by looking at your mechanical reasoning and ability to use mental visualisation to compare shapes.

Behaviour Validity

Reliability & validity

The Thomas Aptitude test has undergone rigorous scientific testing to determine its reliability and validity as a psychological assessment.  

The GIA is registered with the British Psychological Society (BPS) after it was audited against the technical criteria established by the European Standing Committee on Tests and Testing, part of the European Federation of Psychologists' Associations.

Frequently Asked Questions

What is an aptitude assessment?

An aptitude assessment is a type of cognitive ability test that evaluates an individual's potential to learn and perform specific tasks or skills. Aptitude assessments, such as the Thomas Aptitude test, help employers determine a candidate's suitability for a role by predicting their ability to grasp new concepts, solve problems, and learn quickly. These assessments provide valuable insights into a candidate's aptitude, enabling employers to make informed decisions during the recruitment process.

What are the different types of aptitude tests?

There are various types of cognitive aptitude test designed to assess different abilities. Some common types include verbal reasoning tests, numerical reasoning tests, abstract reasoning tests, spatial reasoning tests, and mechanical reasoning tests. Verbal reasoning tests evaluate language comprehension and logical thinking, while numerical reasoning tests assess numerical skills. Abstract reasoning tests measure the ability to identify patterns and solve abstract problems. Spatial reasoning tests evaluate mental visualisation and manipulation of objects, and mechanical reasoning tests assess understanding of mechanical concepts and principles.

How can pre-employment aptitude tests help with hiring?

Pre-employment aptitude tests play a crucial role in the hiring process. These tests provide objective and standardised measures of a candidate's cognitive abilities, helping employers assess their potential job performance. By using aptitude assessments, employers can identify candidates with the right aptitude for the job, regardless of their qualifications or experience. These tests assist in predicting how quickly candidates can learn, solve problems, and adapt to new roles, enabling employers to make informed hiring decisions and select the most suitable candidates for the job.

What are the benefits of aptitude testing for recruitment?

Recruitment assessment tools such as aptitude tests for recruitment offer several benefits for recruitment processes. Firstly, it provides an objective and standardised assessment of candidates' cognitive abilities, ensuring fairness and consistency in the evaluation process. By applying aptitude tests for interviews, employers can identify candidates with the potential to learn quickly, adapt to new challenges, and perform well in specific job roles. By focusing on cognitive abilities rather than qualifications or experience, aptitude testing enables employers to assess candidates' potential and make data-driven hiring decisions. These tests also help reduce biases and subjectivity in the recruitment process, leading to better selection outcomes.

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

Aptitude tests and IQ tests are both cognitive assessments, but they measure different aspects of cognitive abilities. IQ tests aim to provide an overall measure of an individual's intelligence, including factors such as verbal comprehension, logical reasoning, and problem-solving. On the other hand, aptitude tests focus on specific cognitive abilities and skills relevant to particular job roles. Aptitude tests assess an individual's potential to learn quickly, adapt, and perform well in specific tasks or roles. While IQ tests provide a general intelligence score, aptitude tests offer insights into specific abilities that are crucial for job success.

How can Thomas help with aptitude testing?

As a provider of aptitude assessments, Thomas offers a comprehensive and reliable solution for aptitude testing in recruitment and selection processes. Our aptitude tests, such as the Thomas Aptitude assessment, measure an individual's cognitive abilities in various key areas. By using our aptitude testing tools, employers can gain valuable insights into candidates' ability to learn, solve problems, and adapt to new roles. These assessments assist in identifying candidates with the right aptitude for specific job requirements, enabling employers to make informed hiring decisions. Our expertise in psychometric assessments ensures the accuracy, validity, and reliability of the aptitude tests, enhancing the overall effectiveness of the recruitment process.