What is an aptitude test?

aptitude test conducted by companies and organizations on human resources are a general term for various tests that are mainly used to objectively judge the following three points.

• Suitability for business
• Environmental aptitude
• Future potential (potential)

By skillfully using the aptitude test, you can improve the right person in the "The right person in the right place", improve the efficiency of education and training, and improve the Group strength.

Types of aptitude test

There are a wide variety of test items and analysis methods for aptitude test.

• Intelligence
• Personality
• Action
• Interest / interest
• Ethics
• Academic ability
• Skill
• General sense
• Expertise
• Life experience
• Sociality
• Communication Capability
• etc

Therefore, there are various aptitude test in the world, but they can be broadly divided into psychological tests that approach "mind and behavior" and basic Capability tests that approach "cultivated knowledge and experience." can do.

	Psychological test			Basic Capability test
	personality inventory		Intelligence test
	performance test	questionnaire method
Measurement target	Work behavior	Self-awareness	Cognitive Capability	Academic ability, General sense, skills, etc.
Measuring method	objective	Subjective	objective	objective
Influence of language ability	small	large	Small (non-verbal field) / Large (language field)	large

Basic Capability test

First, let's look at the basic Capability test, which is easy to imagine.
The basic Capability test is a test to measure skills such as academic ability, General sense, and skills.
Simply put, you can now know what you can do and how much you can do.
Capability to be measured here is, rather than the Capability examinees have innate, education and hobbies, work, (hoarding) accumulated through experience in the social life is coming Capability.
Since the relationship is that "a person with the skill A will be suitable for work that applies A", if the skill required of the examinee is clear (especially when seeking immediate fighting ability ), the basic Capability test The Results is important.
However, when using the Results of the basic Capability test, be aware that the existing Capability does not necessarily develop further in the future, and just because a specific Capability is high does not mean that another Capability is also high. Is required.

Psychological test

Next, let's take a look at the psychological test.
Psychological tests are tests to clarify the "mind and behavior" of the examinee, and can see the qualities of the examinee and the direction of the movement of the mind.
I don't know what I can do now, but it's very important to predict how I've reached the present and what's going to happen in the future.

Psychological aptitude test are divided into intelligence tests to see the nature of intelligence and personality inventory to see personality.

Intelligence test

The intelligence test is a test that measures the Capability to learn new things and problem-solving Capability to adapt to a new environment , mainly by solving mathematical problems such as figures and numbers.
Intelligence General develops significantly from child to adult.
Also, the higher the intelligence, the easier it is for the basic Capability to develop.
However, even if the intelligence is high, the basic Capability will not develop unless it is placed in the environment to acquire it, and if it is compatible with a specific basic Capability, it may develop professionally regardless of the intelligence. You should be careful.

personality inventory

The personality inventory is a test that measures the behavioral and personality characteristics of the examinee.

There are three main types of personality inventory: questionnaire method, performance test, and projective technique.

questionnaire method

The questionnaire method of statistically analyzing the answers to questions to measure personality, and reveals subjective characteristics such as the examinee's self-awareness and wishes .
The ability to read and understand questions and the Capability to self-understand are the conditions for a correct test.

performance test

The performance test is a method of measuring personality by having a certain work performed under certain conditions and statistically analyzing the performance attitude and performance result of the work.
You can understand the objective characteristics that the examinee originally has , regardless of self-understanding.

projective technique

The projective technique is a method of diagnosing the inner heart and personality by showing and interpreting a picture with ambiguous meaning.
It is not often used in corporate or group aptitude test because it can only be diagnosed by a psychiatrist or psychological counselor.

Uchida-Kraepelin performance test

The Uchida-Kraepelin performance test is a psychological test that is classified as a performance test and has the following characteristics.

• With one test, you can measure the characteristics of Capability traits and the Behavioral and personality traits at the same time.
• You can expect objective or results regardless of the subjectivity of the person.
• Regardless of language or culture, we can inspect a wide range of people from children to adults, from native people to foreign people.
• It is also used for Group diagnosis, safety management, and mental health.
• I don't know what I can do now or what I want to do.

	Psychological test			Basic Capability test
	personality inventory		Intelligence test
	performance test	questionnaire method
Uchida-Kraepelin performance test	The Results of the Uchida-Kraepelin performance test show Behavioral and personality traits that the examinee does not even recognize.		It is known that the "work load" of the Uchida-Kraepelin performance test has a high correlation with IQ.

Each company's aptitude test has different combinations of test items and measurement methods, specific gravity, and expression method of Results.

Other aptitude test (* Author classification)		SPI3, Tamatebako, Diamond series, SCOA, etc.
		GAB, 3E-p, eF-1G, CUBIC, etc.
		Compass, OPQ, CQI, HCi-AS, etc.		HCi-ab etc.

When using the aptitude test, it is necessary to clarify in advance what the examinee wants to know and how to utilize it, and to consider good selection and combination including interviews and submissions.

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