Electrical Aptitude Test

The Electrical Aptitude Test solution screens for electrical aptitude in the areas of mathematics, electrical concepts, process flow, signal flow, electrical schematics, and electrical sequences.

The Electrical Aptitude Test was developed to measure a person’s electrical aptitude in the areas of mathematics, electrical concepts, process flow, signal flow, electrical schematics, and electrical sequences. This assessment can be used to enable a quick evaluation of a person’s electrical aptitude.  Form A & B paper and online versions are available.

What It’s Best Used For

• Pre-Employment Talent Selection: Screening entry-level job seekers or apprentices to quickly identify who possesses the raw cognitive potential to grasp electrical training.
• Evaluating Technical Learning Potential: Forecasting academic and practical training success, as test scores are statistically proven to correlate with technical school GPA and core job knowledge.
• Auditing Blueprint & Circuit Readiness: Measuring a candidate’s baseline capacity to interpret electrical schematics, follow complex signal flows, and map out logical electrical sequences.
• Assessing Process Flow Logic: Verifying how fluidly a prospective hire traces visual pathways and understands multi-step processing systems under pressure.
• Vetting Foundational Trade Math: Benchmarking practical mathematical aptitude required to calculate voltage adjustments, scale dimensions, or log workspace values.
• Defensible High-Volume Hiring: Utilizing a scientifically backed screening tool to establish legally defensible cut-off scores for large organizations, union agreements, or federal contracts.

The Electrical Aptitude Test contains 36 items in a multiple-choice format. In a pilot study of 97 trainees, reliability was .76 with a mean score of 29.13, a standard deviation of 4.05, and standard error of measurement of 1.98. Correlates at .47 with electrical job knowledge. In a sample of 160 technical school trainees, test scores correlated with GPA at .40.

Please contact us for pricing and more information.  Sample questions are not available for this instrument.  Sample copies are available for purchase only.

We recommend that test validation be conducted for an organization that meets any of the following criteria:

• Is a highly visible national or international company
• Has more than 200 employees
• Has a labor agreement
• Has a federal contract
• Has ever had an EEO charge
• Needs professional assistance for setting cutting scores on tests

The Uniform Guidelines on Employee Selection Procedures (1978)1, developed by the EEOC, Civil Service Commission, Department of Labor and Department of Justice, are intended to establish a uniform Federal position in the area of prohibiting discrimination in employment practices. Regarding the use of tests and other selection procedures, the Guidelines state:

These guidelines apply to tests and other selection procedures which are used as a basis for any employment decision. Employment decisions include but are not limited to hiring, promotion, demotion, membership (for example, in a labor organization), referral, retention, and licensing and certification, to the extent that licensing and certification may be covered by Federal equal employment opportunity law. Other selection decisions, such as selection for training or transfer, may also be considered employment decisions if they lead to any of the decisions listed above. (Section 2B)

The Guidelines also state:

The use of any selection procedure which has an adverse impact on the hiring, promotion, or other employment or membership opportunities of members of any race, sex, or ethnic group will be considered to be discriminatory and inconsistent with these guidelines, unless the procedure has been validated in accordance with these guidelines. (Section 3A)

From the employer’s perspective, it is very useful to have a job-related test. When tests are job related, they have more credibility with the persons taking them, giving the test takers more confidence in their results and providing less likelihood of complaint or litigation. A validated test is usually the product of research by a psychologist. The resulting validation report is the documented evidence by a professional researcher of the validity of the selection procedure. In the event of complaint or litigation, the report would usually be entered into evidence. In addition, the author would provide testimony that the report reflects generally-accepted professional practice and is in conformance with the requirements of the Uniform Guidelines on Employee Selection Procedures.

1 Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, and Department of Justice. (1978, August). Uniform guidelines on employee selection procedures. Federal Register, 43, 38290-38315.

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