Companies that use cognitive ability tests for hiring see increased employee performance and productivity, reduced turnover, and cost savings.
Did you know that research emphasizes that cognitive ability is the best predictor of job performance and individual differences in work? 76% of organizations with more than 100 employees rely on assessment tools such as aptitude and personality tests for external hiring.
Companies that use cognitive ability tests for hiring see increased employee performance and productivity, reduced turnover, and cost savings. By testing for cognitive ability, companies can identify employees who are more likely to be successful in their roles and weed out applicants who are not a good fit.
Cognitive ability is a general mental capability to perform tasks associated with perception, learning, memory, understanding, awareness, reasoning, judgment, intuition, and language. Cognitive ability is also often referred to as intelligence or general mental ability.
A cognitive ability test is usually conducted pre-employment in order to measure the cognitive ability of the candidate. This is often done as part of a cognitive screening test, which may also include other assessments such as a personality test. The purpose of the cognitive ability test is to help employers identify candidates who have the potential to be successful in the role.
Cognitive ability tests are designed to measure an individual's ability to learn, remember, reason, and solve problems. They are commonly used as part of the recruitment process in order to identify the best candidates for a position. Research has shown that cognitive ability tests are better predictors of job performance than other types of tests, such as personality tests. This is because they provide a more objective measure of an individual's abilities. However, picking the right type of assessment that helps you find the best candidate is tied to what you want to assess for. In some job profiles, personality outweighs other metrics.
Cognitive ability tests can assess a single skill (such as numerical reasoning) or general intelligence. The questions on these tests are typically multiple-choice, and may require the test-taker to solve logic puzzles, math problems, or answer reading comprehension questions.
At HiPeople, we believe that cognitive assessment tests are an important part of the assessment package. Our 10 minute tests are tailored to the role you're hiring for, so you can pick and choose the tests that are most relevant to the position, from problem solving to logical thinking and numerical reasoning. This allows you to get a better understanding of the candidate's abilities and potential fit for the job.
Predicting job performance can help identify hidden potential, save time and money, and reduce bias. Job performance prediction is a valuable tool for organizations of all sizes. By accurately predicting which applicants are likely to excel in a given role, organizations can save time and money on recruiting and training costs. In addition, accurate job performance predictions can help reduce bias in hiring decisions.
Cognitive ability tests can help you identify the best candidates for a position by providing a more objective measure of their abilities. These tests are designed to measure an individual's ability to learn, remember, reason, and solve problems. Research has shown that cognitive ability tests are better predictors of job performance than other types of tests, such as personality tests. To summarize, using cognitive ability tests as part of your recruitment process can lead to more successful job predictions.