Quantitative Tests- The Game Of Math

There is hardly any job profile in the world that does not require basic numerical abilities. Quantitative aptitude assessments are an intelligent option for employers for screening and recruiting suitable candidates for their job positions. A candidate who is good at quants can rapidly comprehend and solve mathematical problems that range from primitive arithmetic to application-based problems. Quantitative assessment is crucial for companies who require candidates which can process and work with numbers efficiently. Employers who need employees with keen arithmetic knowledge to perform operations with numbers and gather estimates will find quantitative testing very useful during the assessment. This test has two-fold benefits, as it measures cognitive capabilities along with numerical abilities, which saves the time and money of recruiters.

Quantitative Aptitude Tests also help recruiters evaluate job readiness and working skills of a candidate. Hence it is very important to select those candidates who use the knowledge of applied skills through real, practical work experience rather than memorized theoretical knowledge.  Quantitative tests can be paper-based or online, as per the requirements of the recruiting companies.

The tests contain substantial problems on pipes and cistern, trains, work and time, profit and loss, simple interest, mixtures and allegations, directions, percentage, ratio- proportion, logarithm, stocks and shares, surds and indices, permutations and combination, compound interest, partnerships, HCF and LCM, height and distance, series, and boats and stream.

Quantitative Tests- The Game Of Math

The tests are very useful for hiring fresh candidates, entry-level candidates and candidates with 0-2 years of experience. They are useful for recruiters hiring candidates with educational backgrounds in engineering, bachelors/masters in business administration and statistical courses. Usually, junior engineers, associated engineers, management trainees, associate managers and assistant managers are recruited through this screening process.

The test contains 22-30 questions to be completed in 30 or 40 minutes. They are usually provided in English with precise time limits. The type of questions to be provided is in the form of MCQs (Multiple Choice Questions) or MAQs (Multiple Answer Questions), with a threshold of correct answers to be crossed by the applicants in order to pass. A sample report generated at the end of the test gives a complete assessment of the candidate’s quantitative aptitude.

The tests vary in difficulty for blue-collar and pink-collar jobs. For blue collar jobs, the problems are based mostly on fundamental numerical problems. For pink collar jobs, such as bank teller jobs, data entry jobs, and bookkeeping jobs, the level of mathematics required is of superior standard. White collar jobs require a far more advanced level of mathematics. For example, general managers and construction managers hired must have stark knowledge of pie charts under Numerical Reasoning.

If employers chose the correct online portals for their tests, they can choose from various filters for their required job profiles. This approach also saves time and money as the tests have already been developed.

Thus, quantitative aptitude tests have been proven to be crucial as a recruitment tool. Only talented applicants can pass the rounds, which helps the recruiters in narrowing the bandwidth of candidates and selecting the most suitable one

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