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Cognitive ability tests evaluate the abilities associated with thought (e.g., reasoning, perception, memory, verbal and mathematical ability, and problem solving). These tests ask applicants to answer questions on their ability to employ mental processes to solve work-related challenges or acquire new job knowledge.
Historically, the broad characteristic assessed by mental ability asssessments have been referred to as “intelligence” or “general mental capacity.” However, an intelligence test frequently contains a variety of item types that assess numerous and more specific mental elements, dubbed “specific mental capacities.” Arithmetic computations, verbal analogies, literary comprehension, numerical series completion, and spatial linkages are all examples of such items (i.e., visualizing objects in three-dimensional space).
Certainly cognitive ability tests are given during the pre-employment process when evaluating a potential candidate. Hiring managers total the correct responses to all items to produce an overall score that serves as a proxy for general mental aptitude. If a separate score is computed for each of the several types of abilities (e.g., numerical, verbal, and reasoning), the resulting scores indicate measurements of the distinct mental capacities.
Traditional cognitive tests are highly standardized, contain items with a high degree of reliability, and can be administered to large groups of people simultaneously. Multiple choice, sentence completion, short answer, and true-false are all examples of item formats. Numerous professionally prepared cognitive tests are commercially accessible and may be evaluated when there is no compelling reason to develop a test that is especially tailored to the job or organization in question.
Tests of general cognitive ability are effective predictors of work performance and training success across a broad range of occupations (i.e., they have a high degree of criterion-related validity); The more complicated the job or training requirements, the more effective these examinations are; Other predictors may contribute just a minor amount of incremental validity in comparison to cognitive tests.
Tests produced especially to refer to specific positions or job categories within the hiring company may be perceived as being more closely tied to the job (i.e., having a high face validity) than commercially developed tests.
Cognitive ability assessments can correctly predict performance in almost any career, from entry-level to executive. Cognitively capable employees acquire new procedures more quickly, spot difficulties earlier, generate original solutions to challenges, and are more creative. While cognitive ability is necessary at all levels of employment, evidence indicates that the more senior the position, the more critical cognitive ability becomes. Klein has developed a battery of accurate and reliable cognitive ability assessments. There are tests of general mental capacity and tests of particular abilities ranging from Deductive Reasoning to Mechanical Comprehension. Contact us to find out more about adding Klein’s cognitive abilities assessment to your process.