The document discusses the concept of aptitude, which is a natural ability essential for performing specific tasks, and distinguishes between aptitude tests and IQ tests, relevant for career and educational decisions. It outlines various types of aptitude tests, including numerical, verbal, and situational judgement tests, as well as the Multidimensional Aptitude Battery designed to measure a range of intellectual abilities. The document emphasizes the importance of adaptability in problem-solving within professional contexts.

1. Assessment of Aptitude
A natural ability to do something.
An aptitude is a component of a competence to do a certain
kind of work at a certain level.
Outstanding aptitude can be considered "talent".
An aptitude may be physical or mental.
What is Aptitude?

2. Difference between IQ test and Aptitude Test
Unlike the original idea of IQ, aptitude often refers to one of
the many different characteristics which can be independent of
each other, such as aptitude for military flight, air traffic
control, or computer programming.
In general, aptitude tests are more likely to be designed and
used for career and employment decisions, and intelligence
tests are more likely to be used for educational and research
purposes. However, there is a great deal of overlap between
them, and they often measure the same kinds of abilities. For
example, aptitude tests such as the Armed Services Vocational
Aptitude Battery measure enough aptitudes that they could
also serve as a measure of general intelligence.

3. Types of Aptitude Tests
Often, before more rigorous aptitude tests are used, individuals
are screened for a basic level of aptitude through a previously-
completed process, such as SAT (Scholastic Aptitude Test)
scores, Graduate Record Examinations (GRE) scores, GATE
(Graduate Aptitude Test in Engineering)
scores, degrees, or other certifications.
Numerical reasoning tests: These tests require you to answer
questions based on statistics, figures and charts.
Verbal reasoning tests: A means of assessing your verbal logic
and capacity to quickly digest information from passages of
text.
Situational judgement tests: Psychological tests that assess
your judgement in resolving work-based problems.
Diagrammatic tests. Tests that measure your
logical reasoning, usually under strict time
conditions.
Inductive reasoning tests. Tests that identify how well
a candidate can see the underlying logic in patterns,
rather than words or numbers.

4. Numerical Reasoning Test

5. Verbal Reasoning Test

6. Situational Judgment Test
Referring clients to more experienced staff (response A), could solve some of the problems clients might
encounter- but Stan is not taking an active part in the solution, and is not, in fact, doing his job. There is
also no strategy or plan for him to become familiar with the new system, thus he remains incapable of
doing his job. Here Stan is showing that he has no willingness or ability to adapt to the new situation.
Causing his colleagues to add additional workload to their busy schedule shows flawed problem solving.
Turning to his supervisor at every step of the way (response B) shows Stan lacks the ability to adapt
independently to new situations. This signals that he has a problem with adaptability. It's also likely that
the supervisor is not really needed for every step of the way- and so this is flawed problem solving.
By preparing and taking the online course (response C) Stan could solve many problems by himself and
prevent some problems from ever happening. In order to be effective, Stan needs to actively acquire the
information and integrate into his work.

7. Diagrammatic Reasoning (logical Reasoning)

8. Inductive Reasoning

9. Multidimensional Aptitude Battery
The Multidimensional Aptitude Battery is a group-administered intelligence test
created by Canadian psychologist Douglas N. Jackson which is supposed to measure
Verbal, Performance and Full Scale IQ. The battery consists of 10 subtests and is used
for various professional, medical, military, government, law enforcement and
employment settings.
It is designed to measure intellectual abilities of both adults and adolescents from
ages 16 and over and can be used in any educational and career counselling settings,
business, industries, clinics and mental health facilities for basic research. It can also
be used in the government, law enforcement and military settings. MAB II takes 50
minutes to finish either through computer administration or psychologist
administration.

10. Multidimensional Aptitude Battery