Maritime Trainer Aptitude Profiling Test


The cognitive skills are the core skills your brain uses to think, read, learn, remember, reason, and pay attention. Working together, they take incoming information and move it into the bank of knowledge you use every day at work, and in life.

So, it is also vital to measure the cognitive skills of the candidates that you will be assessing.

An aptitude test is an assessment used to determine a candidate’s cognitive ability or personality. They’re extremely common in job assessments as they can be used to predict the likelihood of a candidate’s success in a job role, whilst eliminating any bias through its standardised administration.

The Maritime Trainer aptitude test is developed by mariners for mariners to measure the different abilities of the candidates and profiling them in a way that can be benchmarked with the total applicants.

You can also define a norm to select the candidates that are convenient for your standards.

The Aptitude Test contains seven different tests. The reason for including so many tests is that each of the tests are separately connected to a way of reasoning, and thus to an area of work. Moreover, the fact that whether the test takers are stronger on one test than the others provide us the possibility to see that the test taker may perform better in one area of work than the others. This will help to ensure that we are not overlooking some aspect of our potential candidate that could be developed.

Each one of the different tests measure different abilities of the candidates. A set of questions for each test need to be answered within a limited time. The responses need to be as quick and accurate as possible. It is about measuring the speed versus accuracy by focusing on mental abilities that can be completed in 88 minutes.


The Report

The results are reported in three sections;


The graphic below shows the result of each test and enable the HR Managers to compare the result with the average score of the candidates.



The profile of the candidate is defined through the correlations between the answers within the report with detailed explanations as below;

  • Communication Profile
  • Clerical
  • Administrative
  • Social
  • Science
  • Technological
  • Design Profile
  • Academic
  • Craft Profile


Communication Profile

In this pattern, it is the two tests that require the use of words that are being focused upon. These do not need to be equal, but are likely to be pronounced. The other scores and their levels are less significant, though these may give you some additional help as to how to employ your communications potential most fully.

People who have this type of pattern not only have a sound working knowledge of the language in order to express themselves precisely, but they are also frequently able to deduce and debate in great depth. These people will make their careers in where they are able to use words, for example, journalism or law, or in many other careers where they might be involved in management. In the latter case, they will be most effective where they are in contact with others most of the time, perhaps in sales, but they will be less suited in areas of management which involve more technical or accounting aspects.


The level of abilities of the candidates are shown separately under the topics below with detailed explanation and evaluation scores;

  • Verification
  • Formation
  • Physical Analysis
  • Verbal Penetration
  • Numerical Deduction
  • Observation
  • Critical Dissection


Test 1: Verification

This type of test is used to find out whether the test taker is likely to make errors in a task that appears deceptively simple, repetitive, and probably even boring. But it is also a demanding intellectual task because of the attentive focus as well as the capacity to work with increasingly extended strings of information it requires. It is the type of aptitude that is demanded to perform many types of work where attention to detail is essential, especially where any mistakes may be difficult to trace at a later time; for example, if mistakes are made inadvertently in cargo quantity calculations, they may well become claims later on.

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