Some Extraordinary Ways to Conduct Online Cognitive Tests for Recruiters
The basic goal of recruiting is to predict how an applicant will perform on the job. The tricky thing is figuring it out. How do you determine whether a candidate can make effective decisions under pressure? How can you determine if they have the necessary problem-solving abilities? Cognitive ability tests answer these questions.
When making a hire, you need to know that the person will bring outcomes. For many businesses, vacancies attract a high number of applications, making it difficult to evaluate talent efficiently. At this time, cognitive tests can help. As a recruiter, these exams are great tools with measurable results. They are a highly effective predictor of job achievement at all career levels.
What is a cognitive test, and why does it matter?
Cognitive ability exams (also known as mental agility tests) are a type of pre-employment test that determines how well applicants use a variety of cognitive skills.
Sustained attention, reading comprehension, number manipulation, problem solving, and the capacity to absorb and apply new information are all examples of cognitive skills that are frequently examined.
The ability to assess such aptitude is frequently an important predictor of future achievement in a role. 94 percent of organizations that use pre-employment testing give cognitive aptitude exams.
According to psychological studies, general cognitive ability is one of the most reliable determinants of success across job types, levels, and industries.
A correlation coefficient is a measure of how closely they predict success. A correlation coefficient of 1.0 indicates that the predictor is always accurate. Unfortunately, such a test does not yet exist (though one is being developed).
Common cognitive ability tests used for hiring
Recruiters can administer a variety of cognitive ability tests prior to hiring. Depending on the nature of the job, some varieties will be better suited than others. Recruiters often blend different cognitive ability tests to determine prospective candidates’ specialized abilities.
The following are six of the most typical exams used by recruiters while hiring.
1. Numerical reasoning.
Numerical reasoning tests evaluate a candidate’s ability to work with numbers. These often include standard math questions based on sequences, fractions, ratios, and percentages. Numerical data is presented in the form of graphs and tables, and the candidate must answer mathematical questions about it. These tests are especially effective for occupations that rely heavily on numerical data, such as finance and banking.
2. Verbal reasoning.
Verbal reasoning measures a candidate’s reading comprehension. This cognitive exam will help an employer or recruiter determine how well an applicant can analyze details from a piece of text and extract the most significant information.
A piece of text is often displayed to the applicant, followed by a series of true or untrue statements. The candidate must assess the effectiveness of the assertions in accordance with the text.
These tests are an excellent approach for recruiters to assess candidates’ ability to understand written instructions in the workplace.
3. Spatial Ability.
Spatial ability exams assess an individual’s ability to visualize and manipulate shapes, forms, and objects. This is an essential cognitive exam used by recruiters in the design industry. It has been intimately linked to strategic thinking because passing the test indicates the candidate’s ability to visualize a whole from its constituent components. Candidates will be shown three-dimensional items on a computer screen and asked to determine what forms or shapes can be formed.
Architects, engineers, and game designers frequently use this test in their hiring process.
4. Logical reasoning.
Logical thinking examinations will assess a candidate’s ability to understand patterns, sequences, and shapes. This cognitive test assesses how well people understand abstract concepts, theories, and ideas. Success necessitates a high level of critical thinking and risk analysis skills.
Such examinations are popular in businesses that need the efficient handling of complicated and high-risk operations, such as law.
5. Learning Agility
Learning agility refers to how well people understand new knowledge and apply what they’ve learned to current situations. It’s all about learning via experience. It allows an employer to determine whether a candidate can adjust to changing circumstances and environments.
Such exams are popular among recruiters for higher-level positions where cognitive agility is required. They are also excellent for junior professions that require a wide range of skills to be developed quickly.
6. Perceptual speed and accuracy.
Perceptual quickness and accuracy are critical cognitive skills for the business. Recruiters search for applicants who have a good recall, can quickly understand material, and make sound decisions.
This test assesses a candidate’s capacity to understand, process, analyze, and rearticulate information. It assesses how quickly a person can process new work and complete a task in a given amount of time.
To determine how much information a candidate can absorb and retain, they will be asked to memorize a list of random objects. The candidate will next be provided with a series of questions based on those objects, with no opportunity to look back.
When requesting candidates to complete a cognitive ability evaluation, they must be compared to a norm group. Online aptitude tests must standardize groups using arbitrary measures such as candidate seniority or geography. These norm groups are typically devoid of other relevant information, such as whether they have prior experience in the role for which you are recruiting.
However, bespoke evaluations allow you to establish your own comparison groups. We normally propose that they apply for the same positions because they will have similar goals to succeed and more equivalent levels of expertise. This approach makes the output more dependable and valid as an assessment tool.
Cognitive ability exams are a vital tool for any recruiter who wants to increase hiring quality and efficiency. Mercer | Mettl to get the most out of them, choose an assessment type that is appropriate for the job role, or commit to creating your own evaluation. When used correctly, they may be a potent predictor of success and give crucial insights that help your company make informed and productive hiring decisions.