Cognitive ability tests are used to predict candidates’ future job performance. There is usually a time limit built into the test that forces them to think quickly, thus, reflecting the need to make several quick decisions in a short span at the workplace.
The questions presented to the candidates are typically short and multiple-choice, made up of logic puzzles, math problems, or reading comprehension questions. The test is usually not very difficult and is designed to be finished within 10-30 minutes.
Cognitive ability tests are used to predict candidates’ future job performance. There is usually a time limit built into the test that forces them to think quickly; thus, reflecting the need to make several quick decisions in a short span at the workplace.
The questions presented to the candidates are typically short and multiple-choice, made up of logic puzzles, math problems, or reading comprehension questions. The test is usually not very difficult and is designed to be finished within 10-30 minutes.
To further illustrate how the tests assess a candidate’s cognition, we have prepared an exclusive list of cognitive ability tests for employment. You can use the following cognitive test samples to assess your candidate’ cognitive ability.
There are a few theories of intelligence; amongst them, two theories are prevalent and yet opposing—Charles Spearman and Louis L. Thurstone, and we use the latter.
Spearman suggests that the g-factor, or general intelligence, is present in various degrees in each individual, and that assessing this ‘g-factor’ is unitary. Thurstone, on the other hand, offered a differing view of intelligence. Instead of viewing intelligence as a unitary concept, he suggested seven different constituents, namely, the primary mental abilities - verbal comprehension, word fluency, number facility, spatial visualization, inductive reasoning, memory, and perceptual speed (all of which we cover in iMocha’s Cognitive Abilities Assessment).
He found that intelligence does not arise from a general factor but instead emerges from seven independent cognitive abilities. He supported his theory by analyzing mental test data of people with similar IQ scores; he discovered that they had differing levels of primary mental abilities. Thus, indicating the absence of a general factor.
Each role requires a different cognitive abilities test. A simple pass-fail measure doesn’t work in these kinds of assessments. In section 2, we saw different types of cognitive tests and how they are used. In this section, we’ll map those to popular job roles of today.
For instance, according to a study, a Software/Application Developer must primarily possess abilities such as Associative Memory, Numerical Ability, Perceptual Speed, and Reasoning. On the other hand, a Database Administrator’s job would require the candidate to possess a high level of Perceptual Speed, Reasoning, Spatial Visualization, and Verbal Comprehension. So if one needs a straightforward answer to what is cognitive ability test, there wouldn’t be one.
Talent professionals often ask whether cognitive ability tests are reliable, and the answer is a resounding yes. Organizations today are highly interested in the identification of high-potential employees. That is because investing in the right people maximizes an organization’s returns. A study shows that a small proportion of the workforce drives a large proportion of organizational results. Whereas the top 1% accounts for 10% of the company output, the top 20% accounts for 80% of the company output.
Cognitive ability tests are used to predict candidates’ future job performance. There is usually a time limit built into the test that forces them to think quickly, thus, reflecting the need to make several quick decisions in a short span at the workplace.
The questions presented to the candidates are typically short and multiple-choice, made up of logic puzzles, math problems, or reading comprehension questions. The test is usually not very difficult and is designed to be finished within 10-30 minutes.
Intelligence bears several facets, and there are many cognitive abilities an individual may possess in varying degrees. Thus, there are many cognitive abilities tests available for use by recruiters while selecting a candidate. Each job role requires the employee to have a specific set of cognitive skills to perform the job as expected. Therefore, the cognitive ability tests deployed must be chosen in such a way as to assess the abilities required by the job.
Over the last couple of months, we studied 1300+ IT services organizations all over the globe and learned one fact: the biggest issue companies face with new hires is that they fail to perform.
So, in order to objectively gauge how candidates will perform at their jobs, talent professionals are relying on cognitive ability assessments. Candidates who perform better in a cognitive ability test are likely to perform better than their peers who don’t, and that’s a fact.
While cognitive ability tests are a productive tool, they have to be used as part of an intelligent hiring process. The tests on their own will provide valuable data, but the most critical factor is how that data is used. Here, the recruiters can note the best practices or the common pitfalls while using cognitive ability assessments.
Question : 1
Write down the alphabets in proper sequence.
Question : 2
Write down the alphabets in proper sequence.
Question : 3
Write down the alphabets in proper sequence.
Question : 4
Write down the alphabets in proper sequence.
Question: 1
Choose the odd one out.
Options
Correct Answer :
Topic : Odd man out
Question: 2
Choose the odd one out.
Options
Correct Answer :
Topic : Odd man out
Question: 3
Choose the odd one out.
Options
Correct Answer :
Topic : Odd man out
Question: 4
Choose the odd one out.
Options
Correct Answer :
Topic : Odd man out
Question: 1
The line graph given below shows the number of libraries and gardens in 4 states. Using this graph, answer the question given below.
What is the ratio of the number of libraries in state D to the number of gardens in the same state?
Options
Correct Answer :
Topic : Line Graph
Question : 2
The regular sales of a movie theatre are 450 tickets per day. If it sells 20% more tickets on Sundays, what is the average sales per day of the month (of 30 days) if the month starts on Thursday?
Options:
Correct Answer :
Topic: Average
Question : 3
If Vivian meets her best friend Claire once every two weeks, how many times a year do they meet?
Options :
Correct Answer :
Topic: Arithmetic
Question: 4
The buyer has to pay 6% sales tax in addition to the cost price of a shirt. If the buyer pays $212 in all, then find the cost price of the shirt?
Options :
Correct Answer :
Topic: Cost price and selling price
Question : 1
In a row, the position of James from the left side of the row is 25th, and the position of James from the right side of the row is 17th. Find the total number of students in the row?
Options :
Correct Answer :
Topic: Ranking and Orders
Question : 2
Insert the adequate sign in the following expression. 88/24 + 5/6____ 4.2
Options :
Correct Answer :
Topic: Adequate Sign
Question : 3
John was feeling sleepy.
Options :
Correct Answer :
Topic: Causes and Effects
Question : 4
Which figure will continue the given series?
Options :
Correct Answer :
Topic: Patterns
Question : 5
Which number will replace the question mark?
Options :
Correct Answer :
Question : 1
Which figure will replace the question mark?
Options :
Correct Answer :
Topic : Patterns
Question : 2
Which figure is the odd one out?
Options :
Correct Answer :
Topic : Image Logic
Question : 3
Which figure is the odd one out in the following figure pattern?
Options :
Correct Answer :
Topic : Image Logic
Question : 4
Which option contains correct cube image if folded from the given pattern?
Options :
Correct Answer :
Topic : Cube Folding
Question : 1
Choose the word that best expresses the opposite meaning of the given word.
INTENSIVE
Options :
Correct Answer :
Topic : Verbal Ability- Antonym
Question : 2
Arrange the given sentences correctly to make a coherent paragraph and choose the correct answer from the given options.
P. For the last week, I’ve been living with Apple’s new iPad Pro, and there are two thoughts I haven’t been able to shake.
Q. The first is that this might be the best portable computer Apple has ever made.
R. That’s unheard of for a tablet, especially one with 5G and a screen that puts Apple’s laptops to shame.
S. I mean, think about it: This iPad uses the exact same chipset you’ll find in the MacBook Air, the MacBook Pro, and even the new iMac.
Options :
Correct Answer :
Topic : Ordering of Words
Question : 3
The following sentences, when properly sequenced, form a coherent paragraph. Each sentence is labeled with a letter. Choose the correct order of the sentences from among the given answer choices to construct a coherent paragraph.
P. They have both knowledge and experience that society could tap.
Q. We don’t realize that the ‘aged’ is the unutilized resource base in this country.
R. We have neither the facilities of the west nor the care and concern for our elders that have traditionally been a part of our culture.
S. In fact, we are a society in transition.
Options :
Correct Answer :
Topic : Ordering of Sentences
Question : 4
Choose the word that best expresses the meaning of the following word.
WANDER
Options :
Correct Answer :
Topic : Verbal Ability- Synonym
Question : 5
The following word has been used in three different contexts. Figure out which of the given sentences use the word correctly and pick the appropriate option.
NIMBLE
Sentence 1 : The nimble hamster enjoyed running on his wheel.
Sentence 2 : After receiving my shots, I knew my immunization records would be up-to-date, which would nimble me to register for school.
Sentence 3 : Even though Grandma Helen is in her nineties, she still has a nimble mind.
Options :
Correct Answer :
Topic : One word, three sentences
Question : 1
Draft a mail to your friend congratulating him for coming first in a government-sponsored competitive exam.
For our NLP models to work accurately, please write a minimum of 100 words up to a maximum of 200 words.
Topic : Personal letter to a friend
iMocha's Cognitive Assessment Framework is based on Louis Thurstone's approach to intelligence. Instead of testing an individual for a general intelligence factor, we administer a series of tests for assessing different cognitive abilities, as suggested by Thurstone.
Recruiters value different cognitive abilities as must-haves for different job roles. Using the various cognitive assessment tests offered by us, recruiters can choose, which tests need to be given prime importance while hiring.
We understand that each role is different and may not require competency in each of the cognitive abilities. So, we follow a three-step process to determine which competency is required for which role:
Step 1 : Research
We find the answer to what specific skills would an ideal candidate need to excel at this role and at this company
Step 2 : Idea
We map it to Thurstone’s framework. During this process, we understand proficiency and experience level, and come up with a list of abilities
Step 3 : Goal
We create a customized, EEOC compliant, ready assessment that can help organizations find high potential candidates.
To learn more about how iMocha helps assess Cognitive Ability skills, visit here.
Note: The following structures have been developed in consultation with domain experts and clients with 10+ years of experience. This list is merely indicative, not exhaustive.
To know about how you can build an effective recruitment strategy with cognitive abilities tests, visit here.
According to another survey conducted by Gartner, Agile High Potential Employee Strategies - HR Insights, most organizations expect that more than 40% of today's leadership roles will look dramatically different five years from now. As a result, 65% of them are shifting their investments away from other talent investments into high-potential employee programs.
The possible returns from employing high-performers also increase in direct proportion to job complexity—the more complex the job, the more critical it is performed by a top-notch employee. Research has shown that the contribution of top performers is more than double that of the average performer. Moreover, the performance of high-potential employees also rubs off on their team members and sets off a high-performance culture. Notably, studies suggest that simply adding a star performer to the team boosts the team's productivity by 5-15%.
Given the evident impact of top performers on an organization's fortunes, it is clear that recruiters must strive to identify and hire high-potential candidates. And in doing so, they must follow effective and innovative techniques to ensure accuracy.
In simpler words, a high potential is an employee who can successfully manage broader and more complex roles. They have the intelligence, ambition, alertness, and leadership qualities to pursue high-expectation job roles. It is accepted that high-potential candidates drive the overall business performance by contributing significantly, consistently, and excellently. They often outperform their own goals. They are expected to represent the company’s culture and vision and exhibit aligned behavior and skills.
In a study conducted by the Harvard Business Review, the researchers concluded high potential among employees is marked primarily by three factors—ability, social skills, and drive.
Ability deals with the knowledge and skill required to perform the job effectively. It answers the simple question of whether the candidate can do the job or learn the skills necessary. The best way to measure potential and predict job performance is to simulate and observe the candidates while performing sample work tasks and test their cognitive ability.
Secondly, candidates must be good at managing themselves and others. Social skills determine if they can collaborate with others and earn co-workers' support. Such an ability is usually measured through psychometric tests. Lastly, a high-potential employee must have the drive to work hard and achieve. This requires high motivation and ambition and can be found using cognitive ability assessments.
If we put these three factors into calculation, then ability and social skill may be considered a talent. But the potential is talent multiplied by drive, which will determine how much ability and social skills are put to use.
Some attributes that can help you spot a high-potential employee are:
The characteristics mentioned in the above section and the essential competencies discovered from various processes lead to the identification of high-potential candidates. They need to be assessed thoroughly through a systematic approach to succeed in changing roles and dynamics of the companies for the success of personal careers and organizational benefits.
Hiring is a tough job; the recruiters have to balance the right candidate, shorter recruiting processes, and ROI. Sometimes, only a few are chosen from hundreds, and the whole recruiting process becomes exhaustive. Hence, while hiring someone new, recruiters need certainty that the candidate is the right fit for the job role and will deliver results. However, they need support to assess if a candidate will make effective decisions under stress or if they possess the required problem-solving skills. The cognitive ability tests are skillfully and meticulously designed to answer these questions and equip the recruiters well.
Leading psychologists believe that cognitive ability is the best predictor of job performance, and it should be a common practice in recruitment. Candidates with higher scores in cognitive ability tests are more likely to complete their training successfully, learn and absorb new knowledge on the job faster, and adapt more quickly to the ever-changing work environments. Additionally, cognitive ability is correlated with reasoning and problem-solving, so professionals with higher levels of cognition tend to be more skilled at making decisions and finding the most efficient solutions to complex situations.
While cognitive ability tests are a productive tool, they have to be used as part of an intelligent hiring process. The tests on their own will provide valuable data, but how that data is used is the most critical part. Here, the recruiters can note the best practices or the common pitfalls while using cognitive ability assessments.
Designing a cognitive ability test requires attention to detail and precision. Each test must use questions explicitly targeted at the cognitive ability being measured. An examination of verbal reasoning must not pose math questions, and a test of perceptual speed and accuracy must limit the time provided to the candidates.
There are a number of manual cognitive ability assessment tools available for this purpose; however, those are always prone to error, so an automated process is ideal.
Now, let us look at the list of cognitive tests available and how they should be chosen while hiring for various job roles.
Associative memory defines the ability to recall relationships between different objects or an object and its context. It allows individuals to make connections and inferences even when those connections are not clearly defined. The quality of candidates’ associative memory significantly dictates how they perform in the workplace.
Participants see several randomly assorted pictures of objects and their names and are asked to reproduce the correct pairs. Photographs and moving images, such as GIFs, are standard formats for testing.
Question: Write down the alphabets in proper sequence.
Today, organizations need to deal with a vast amount of complex data, requiring individuals to interpret and analyze large data sets. Data interpretation tests measure an individual’s ability to evaluate data, perform calculations, and draw appropriate conclusions.
Candidates are presented data in tables, graphs, charts, trend lines, etc., and must answer questions based on their analysis.
Quantitative aptitude measures an individual’s ability to work with numbers and solve arithmetic problems. Candidates need to answer a worded question by forming an appropriate logic using the critical facts provided.
Graphs, tables, and charts are standard formats of assessment in these tests. Candidates need to infer the correct data, make conclusions, and answer the questions.
Perceptual speed defines the ability to quickly and accurately perceive similarities and differences among sets of letters, numbers, objects, pictures, or patterns. It may also include comparing a presented object with a remembered object.
Candidates may be asked to identify the odd one from a group of similar-looking objects or identify differences between two pictures. The time taken to arrive at the answers is the measurement of the candidate’s perceptual speed.
Question: Choose the odd one out.
Options:
Correct Answer:
Topic: Odd man out
Logical reasoning determines how we use what we know to make decisions in our daily lives. Similarly, sound logic is a vital attribute to have in the workplace. Logical reasoning defines the ability to analyze logically and solve critical problems.
The candidate taking the test must extract rules and analogies and use them to find a correct answer among a set of possible outcomes. The test (generally) measures non-verbal abilities. The Watson Glaser appraisal, statement analysis, inductive reasoning, and puzzles are most commonly used to test logic.
Analytical thinking is the ability to resolve complex issues by evaluating and utilizing the information you have gathered and organized. It involves turning data into action. Analytical thinkers can arrive at creative solutions by finding patterns between datasets.
Employees need to parse through text, diagrams, charts, etc., and gather the most relevant information at the workplace. Thus, the analytical thinking test measures how effectively a job applicant will find critical elements and patterns within such data. The test presents data in written passages, graphs, tables, or shapes and asks questions that need to be answered after analyzing the data to simulate the job requirements.
Numerical reasoning is the ability to interpret and derive critical insights from data presented in tables or graphs. Crunching numbers is an essential aspect of many job roles, especially in the IT sector. Thus, the numerical reasoning test has significant value in recruitment tests.
The test is designed to resemble the kind of data an employee will face in the job role. Commonly, a mathematical question is posed in words, and the candidate must apply the necessary logic to provide an answer. The candidate would also deal with graphs, tables, number sequences, etc., to reach a conclusive answer.
Question: The bar graph given below shows the sales figure of a company from 2011 to 2015. Using this graph, answer the question given below:
Options:
Correct Answer:
Topic: Bar Graph
Spatial awareness is a necessary trait to possess in specific job roles. The employee must visualize 2D and 3D objects, spot patterns between shapes, and visualize movements and changes in those shapes. One must be able to draw conclusions about objects and space from limited information.
A range of question types is used to assess the spatial reasoning ability of job applicants. Some of them are:
Question: Which figure will continue the given series?
Options:
Correct Answer:
Topic : Patterns
Thoroughness and accuracy improve workplace productivity, efficiency, and performance. Thus, companies consider attention to detail an essential trait while hiring.
To ensure that the job applicant would be effective in their roles and would be unlikely to make errors in work, the attention to detail test uses various assessment formats. It may ask individuals to match or filter information, compare statements for differences, or check data consistency. Comparing texts, numbers, images, and visuals for identifying similarities and differences is also a common way of assessing attention to detail.
An abstract reasoning test measures the accuracy and speed with which a job applicant interprets the relationship between a collection of shapes and patterns. It is designed to assess one’s lateral thinking ability. Employers primarily use the test for job roles that involve:
The test may ask candidates to recognize patterns between shapes and figures. They may be asked to select, out of several possible options, which image completes a sequence, which image is missing from the overall picture, or which image stands out from the given set.
Verbal comprehension defines the ability to understand the language used by others and is determined by the individuals’ vocabulary and receptive language skills. Employees, especially in the IT sector, must comprehend and use language effectively while performing their jobs.
The test assesses reasoning and logic through an individual’s understanding of the language. It usually presents a written passage followed by questions with True or False questions. Questions may also test the ability to apply logic by confirming whether a given statement verifies the information provided in the passage. Such formats assess whether candidates jump to conclusions or misinterpret information.
Question: Choose the word that best expresses the opposite meaning of the given word.
INTENSIVE
Options:
Correct Answer:
Word fluency determines the familiarity of job applicants with English words and their respective definitions. The test ensures that the hired employees have the language skills needed for a particular job role.
To prove their word fluency, candidates need to produce as many words as possible from a category. They may be asked to produce unique words from a semantic variety, such as animals, fruits, locations, etc., or those starting from a particular letter.
Instructions for candidate: Please look at the camera and speak into the microphone while giving an introduction of yourself.
Question: Talk about three achievements you have had in the last year.
Topic: General Introduction
Instructions for recruiter: In order to accurately gauge a candidate’s word fluency, instruct the candidate to speak for a minimum of 1 minute up to a maximum of 2 minutes.
Cognitive ability assessments are increasingly gaining value in the recruiting process while assessing job applicants, and rightly so. Highly technical and complex job roles, such as those in Information Technology, automation, etc., require employees to be highly intelligent. This means, they must understand complex concepts and learn the job requirements they possess quickly and make swift decisions.
Different types of tests are available for recruiters to assess the various facets of cognitive ability. So, we have put together this practical guide for talent professionals to understand how and why they can use cognitive abilities assessment to find high potential candidates. Recruiters can use this guide as a blueprint while using cognitive abilities tests to assess job applicants.
Using this guide, recruiters can hire ideal candidates for their job roles, witness greater performance levels, and save significantly on employee turnover and recurring recruitment.
Cognition is the mental action or process of acquiring knowledge and understanding through thought, experience, and the senses. Cognitive ability is the set of mental skills that we need to perform any task—simple or complex. Contrary to actually knowing something, it dictates how we learn, memorize, solve problems, and pay attention. The degree of cognitive ability any two individuals possess may vary. The difference may be witnessed in their general well-being, the level of education they pursue, and how they perform in their respective careers.
While cognitive abilities and intelligence are quite commonly used interchangeably, they are not quite the same. It is safe to say that intelligence is not a unitary ability or attribute but rather a global construct encompassing different cognitive abilities. Therefore, cognitive ability can be thought of as a constituent of intelligence. American Psychological Association describes Intelligence as a person’s ability to understand complex ideas, adapt to the environment, learn from experience, reason, and make decisions in new and familiar situations. Moreover, unlike cognitive ability, which deals with how we process and apply knowledge, intelligence extends itself to how we acquire knowledge.
To learn more about what science says about the correlation between cognitive abilities tests and job performance,
visit here.
The Intelligence Quotient (IQ) is based on the theory of general intelligence. An individual takes different intelligence tests, and the cumulative score of all the tests is presented as the IQ. While intelligence is a global construct, IQ is a mathematical approach to measure intelligence. IQ must not be considered the ultimate value of intelligence as it does not factor in all types of intelligence. Moreover, it is not an absolute value; IQ presents an individual’s intelligence relative to a population of similar age groups.
That is because they don’t measure what candidates know; they measure how they think. They are designed to test whether the candidate can apply mental processes to solve problems at the workplace and acquire new job-related knowledge.
That is because they don’t measure what candidates know; they measure how they think. They are designed to test whether the candidate can apply mental processes to solve problems at the workplace and acquire new job-related knowledge.
Essentially, cognitive ability tests assess mental skills such as:
Cognitive ability tests are a great way to understand whether a candidate is a quick learner, whether they can think abstractly, adapt to change, etc. Today, an increasing number of recruiters use cognitive ability tests to save high costs in hiring suitable candidates, higher employee productivity, and reduced turnover.
Recruiters use the test to estimate the candidate’s likelihood of succeeding at their job. For senior positions, they measure whether a candidate can think quickly, analyze all the variables involved, and make high-stakes decisions. On the other hand, in junior roles, they try to identify quick learners and intelligent professionals.
To know more about what cognitive tests are and how you can use them using recruitment,visit here.