Many psychologists use labels such as achievement test, aptitude test, and ability test imprecisely, and nonpsychologists use them as synonyms. This lack of precision is understandable because in actual practice, tests bearing these labels often appear to be quite similar and are used for similar purposes. This entry explains the theoretical distinction among achievement, aptitude
The Employee Aptitude Survey (EAS), used for more than 50 years in selection and career counseling, was developed to yield “maximum validity per minute of testing time” (Ruch, Stang, McKillip, & Dye, 1994, p. 9). Derived from earlier ability tests, it consists of 10 short tests that may be given singly or in any combination.
The General Aptitude Test Battery (GATB) was developed by the U.S. Employment Service (USES) for use in occupational counseling, primarily by national agencies and in state employment offices. The measure was published in 1947, revised several times, and discontinued in 2002. The battery assessed multiple cognitive, perceptual, and psychomotor abilities as preferred rather than general
Aptitude is a very complex term with different meanings and uses. According to Merriam-Webster’s Collegiate Dictionary (2003), aptitude can be defined as (1) an inclination, tendency, or a natural ability; (2) a capacity for learning; and (3) general suitability. The most common definition of aptitude involves an innate ability to perform an activity or task.
Aptitude tests are standardized instruments assessing specific cognitive, perceptual, or physical skills. These tests are frequently used in industry to inform decisions about hiring, placement, and advancement. In addition, aptitude tests are used in selection procedures for college, professional programs, and career planning. Aptitude tests are also useful for program evaluation and answering research questions