5 Reasons to Use a Cognitive Ability Test for Hiring Candidates

5 Reasons to Use a Cognitive Ability Test for Hiring Candidates

Cognitive ability tests have a proven track record as an excellent predictor of future job performance. They evaluate candidates’ capability to adapt to new work environments, make intelligent decisions, and learn new skills quickly. As a result, employers using cognitive ability tests often see a 42% reduction in employee turnover. And when you think about it, that’s a pretty big win for your company’s bottom line.


Reduce Bias

Cognitive ability tests are an excellent way to add a neutral third-party perspective to your hiring process. This can be difficult to achieve when using traditional hiring methods, where recruiters may unconsciously favor one type of candidate over another because of their societal stereotypes. Even the best recruiters carry unconscious biases that can compromise their ability to make objective decisions. This can result in discriminatory hiring practices that could negatively impact your company’s ability to hire the best talent. As a result, you must ensure that your recruiting team is fully conscious of any prejudice they might have. This will help you avoid making inaccurate judgments, unfair decisions, and discriminating against candidates qualified to be part of your team. A great place to start is by selecting a cognitive ability test that federal guidelines for employment selection have validated. These tests are designed by experts who understand the laws and consequences of implicit bias. They also provide an option to anonymize identifying information on testing score reports, which can further reduce the risk of bias.

Predict Job Performance

When you hire for a job that requires complex thinking, such as pilot, lawyer, doctor, or engineer, cognitive ability testing can help predict future performance. This is because cognitive ability measures general mental capabilities that can be applied to various jobs, including problem-solving, planning, and abstract thinking. However, it’s important to remember that cognitive abilities are only a part of the recruitment process. They should be used with other tools, like references and employment history. As a result, you should consider other factors, such as leadership experience and interpersonal skills, when making your hiring decision. Using a cognitive ability test can help you fill your open roles with the best candidates.

Save Time

Hiring quality candidates is a critical part of your recruitment process. Not only do bad hires cost your company three times their salary, but they also slow down the development of new products or services and delay other important work. Using a cognitive ability test for hiring candidates can save your team time by allowing you to sift through applicants without having to schedule an in-person interview or send an email. The tool provides real-time assessment results so hiring managers can easily compare candidates’ scores and interpret the data. You can select the most relevant tests based on your hiring role. You can even create a benchmark score to use as a guide when comparing candidates’ scores.

Reduce Costs

Using a cognitive ability test for hiring candidates can save your organization time and money. It is one of the most effective and affordable methods of screening applicants. A 1998 study by Robert Schmidt, Director of Stanford University’s Center for Research on Learning, found that a ten-minute cognitive ability test was as predictive as a one-hour job interview. It also helps you build a more productive and efficient organization because you’ll have bright, fast learners on board. These employees are more likely to exceed expectations and will need less training than their peers. These tests evaluate a candidate’s ability to assess problems quickly, analyze information and solve problems in a limited time. They can be subject-specific or focus on a general cognitive function. These tests are an essential part of the hiring process as they are often used for various jobs and in different industries. They are also a great way to attract non-traditional candidates seeking a new challenge.

Prevent Errors

Using cognitive ability tests in recruitment can help you prevent bias and errors. It means that you’re relying on scientific and objective methods to select the right people for your team, which can improve the likelihood of hiring the right person and improving retention. There are a few different types of tests that you can use to assess cognitive ability. One is a numerical reasoning test, which evaluates someone’s ability to work with numbers quickly and accurately. Another is a verbal ability test, which evaluates someone’s comprehension and communication skills. These skills are essential for many job roles and industries, including customer service workers, retail employees, marketing and PR employees, lawyers, paralegals and consultants.

The best cognitive ability tests for recruitment should be role-specific and establish a benchmark score for each candidate. This way, you can quickly determine which candidates are strong enough to be considered for an interview and which should be eliminated from contention. Ultimately, this will save you time and money on future employee selection processes. 

Leave a Reply