Use of Cognitive Tests for Recruitment and Training

A cognitive test measures general cognitive ability to aid employers to make a concrete decision to hire and select t the best candidate for employment. Using this test, the company can gain insight into the non-verbal and verbal reasoning as also ability for numerical reasoning.

Such core skills are basic steps for fast decision making, grasping and comprehension, learning agility, problem solving and many other core aspects related to the occupation.

A basic cognitive thinking test comprises of following sections:

  • Language ability and verbal reasoning:

 One crucial business skill is proficiency in language. In the culturally diverse and global business scenario of today, there is requirement for understanding and making decisions based on written or verbal communication which helps get the work done.

Verbal reasoning is used in many spheres, like language tests, job assessments etc. It is a test of ability of a candidate to interpret and analyse information. Generally, the test provides short passages followed by multiple choice questions or true and false tests. Verbal reasoning also tests, spelling, vocabulary and grammar.

  • Numerical ability: It is crucial to have skills in numerical reasoning to judge the capability of a candidate to deal with numbers in an efficient manner as well as the ability to interpret numerical data.
  • Non-verbal / abstract reasoning: this helps judge logical reasoning skills. It is a measurement of ability to analyse and understand visualinformation and solving problems based on visual reasoning.

Companies want to hire good decision makers. Primary measure of ability to take good decisions is reasoning ability. Employees at all levels, fresh or experiences are tested for logical/ abstract reasoning skills.

  • Non-routine problem solving: A skilled problems solver uses his quick thinking to consider a broad span of information, recognize patterns and narrow information to diagnose the problem. To advance from diagnosis to solution, needs the conceptual linking of information and consists of meta-cognition; this is an ability to assess whether a problem-solving strategy is working and adopt another strategy in its place. It measures the creativity of the candidate to generate innovative and new solutions, coordinating information that seems unrelated and identify possibilities which may be missed by others.
  • Systems thinking: this is the prowess to understand how a total system works; how a change, a malfunction or an action in one area of the system impacts the remaining part of the system. This is the adoption of a perspective of ‘the big picture’ on work. It also includes assessment and decision making, systems analysis and abstract reasoning regarding the interaction of various elements of work.
  • Working memory: referred to as a test for short term memory, which stores visual images and verbal information. On an average, a person carries 7 chunks of working memory at a time; like seven digits of a phone number. A person with good working memory can perform better at tasks. There is a strong correlation between intelligence and working memory.

The applications of such a cognitive assessment test are for:

  • Assessing basic intellectual ability and ability to grasp facts by candidates throughout the hierarchy.
  • Developing modules of training for candidates based on their cognitive profile.
  • Delegating work as per strength of employees.

These are all some aspects about cognitive ability tests.