In the UK, several common aptitude and personality tests are widely used in the recruitment process. Some of the most prevalent aptitude tests include:

1. Numerical Reasoning Tests: Assess candidates’ ability to work with numbers and interpret data.
2. Verbal Reasoning Tests: Measure comprehension and reasoning using written information.
3. Logical Reasoning Tests: Evaluate abstract thinking and problem-solving abilities.
4. Situational Judgment Tests (SJTs): Present hypothetical, job-related situations to assess decision-making and judgment.

For personality tests, some of the well-known assessments are:

1. Myers-Briggs Type Indicator (MBTI): Analyzes personality types based on four dichotomies.
2. Big Five Personality Traits: Assesses candidates across five dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism.
3. Hogan Assessments: Focuses on personality traits relevant to job performance and cultural fit.

As for their effectiveness in the recruitment process, many employers find that these tests can provide valuable insights into a candidate’s potential fit for the role and company culture. They can help reduce bias in hiring and complement interviews by quantifying certain abilities and traits. However, it’s important to use these tests as part of a broader assessment strategy, as they may not capture the full picture of a candidate’s capabilities or potential.