Aptitude Test (Eignungstest)
An aptitude test (Eignungstest) is a standardised assessment measuring job-specific abilities, reasoning, or technical skills. You may use one after screening CVs but before interviews. Swiss law requires the test to be job-relevant, non-discriminatory, and transparent—candidates must know they're being tested. The most common mistake is using a test that doesn't match the actual role demands.
You use an aptitude test to measure whether a candidate can do specific tasks the role requires. This might be typing speed for an office role, basic numeracy for accounting, or technical troubleshooting for IT support.
Tests range from short (10 minutes) to comprehensive (2+ hours). Commercial platforms like Codility, TestDome, or local Swiss providers offer ready-made options. Alternatively, you can design a simple one yourself—a brief writing sample, calculation exercise, or practical demonstration.
When to use an aptitude test
Use a test after CV screening and before the first interview. It helps you filter high-volume applications fairly and objectively. It's especially useful for roles with hard technical requirements or high throughput (e.g., customer service, data entry, programming).
Do not test soft skills like leadership or communication—these are better assessed face-to-face. And never use a test as a substitute for proper interviews; it's one data point alongside your conversation.
- High-volume hiring: screen dozens of CVs objectively
- Technical roles: verify coding, math, or software competence
- Standardised tasks: roles with clear, measurable outputs
- Time-saving: reduce interview time spent on unqualified candidates
- Fair comparison: apply identical criteria to all applicants
Your legal obligations
Swiss employment law (ArG, cantons' regulations) requires tests to be job-relevant and non-discriminatory. You cannot test something unrelated to the role, and you cannot use tests that disadvantage candidates based on origin, gender, age, or disability.
Tell candidates upfront that testing is part of your process. If you use a platform storing personal data, ensure it complies with the revised Data Protection Act (revDSG). A lawyer should confirm your approach before rolling out a new test to many applicants.
- Test must measure actual job requirements
- Inform candidates before they sit the test
- No discrimination on protected grounds (origin, gender, age, disability)
- Store results securely and delete after hiring decision
- Validate your test: check that high scores predict job performance
- Get legal review if using a third-party platform
Most common mistake
Using a generic test that has nothing to do with your role. For example, testing abstract reasoning for a part-time admin role at 60% Pensum, or asking programming questions when you need only basic Excel skill. Candidates rightly feel the process is unfair.
A second mistake: never testing without explaining why to candidates. If your test feels random, word spreads and good candidates won't apply. Be transparent: 'We ask all candidates to complete a 15-minute document-editing exercise because accuracy matters in this role.'
- Mismatch: test doesn't match job demands
- Opacity: candidates don't understand why they're being tested
- Over-testing: demanding a 2-hour test for a junior role
- No feedback: rejecting candidates without explaining the score
- Stale test: using the same assessment for 5+ years without review
Frequently asked questions
- Can I ask candidates to pay for or take an aptitude test at home on their own time?
- Yes, unpaid testing before hire is standard. However, if the test is very long (3+ hours), consider compensating candidates or running it during a paid trial day. Make expectations clear upfront so candidates can decide whether to apply. Check with a lawyer if your canton has specific guidance.
- What if a candidate discloses a disability—do I need to adapt the test?
- Yes. Swiss law requires reasonable adjustments. If a candidate is dyslexic and the test is reading-heavy, offer extra time, a screen reader, or an alternative format. The test goal stays the same; the delivery method changes. This is not optional—document your adjustment decision.
- Should I share test results with candidates who don't get the job?
- Not legally required, but it builds goodwill and helps candidates improve. A brief note ('You scored 65/100; we were looking for 75+') is fair and transparent. Never share a score without context—raw numbers mean nothing without explanation.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.