Cognitive ability tests (also known as aptitude tests or general intelligence assessments) are powerful predictors of future work performance and training success (Bertua, Anderson & Salgado, 2005). Nominating candidates or employees to complete a cognitive ability assessment can provide insight into how suitable they are for the role they’re applying for. Research shows that a candidate’s level of cognitive ability helps to predict;
- job performance
- job satisfaction
- voluntary turnover
- training performance
- counter-productive work behaviours
In more complex jobs such as managerial or specialist roles, cognitive ability has an even higher impact.
PBC offers a number of cognitive ability assessments including:
Matrigma is a classic cognitive ability test built on a modern and secure web platform. Matrigma measures general mental ability (GMA), which concerns a person’s ability to solve problems, plan ahead and draw logical conclusions. The predictive power of Matrigma makes a unique contribution to other selection criteria.
The Hogan Business Reasoning Inventory (HBRI) is a business-related measure of cognitive ability, validated against business success criteria and designed to predict occupational success. It describes a person’s reasoning style – the ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes. It evaluates two kinds of problem solving: tactical and strategic, and provides an overall measure of critical thinking capacity.
Watson-Glaser II Critical Thinking Appraisal (WG-II)
The Watson- Glaser II Critical Thinking Appraisal is a verbal measure of critical thinking. It measures an individual’s ability to recognise assumptions, evaluate arguments, and draw conclusions. With over 85 years of development, it is a widely respected and regarded measure of critical thinking.
Raven’s Progressive Matrices (RPM)
Raven’s Progressive Matrices is a widely known and highly-trusted assessment designed to measure general cognitive ability. It is designed to measure an individual’s ability to perceive and think clearly, make meaning out of confusion, and formulate new concepts when faced with novel information.
Good judgement involves being willing to acknowledge and fix bad decisions, and learn from experience. Armed with this powerful knowledge, participants can improve their decision-making and judgement.
The Hogan Judgement Report is the first to combine cognitive ability, bright-side and dark-side personality, and values, to provide an in-depth description of participants’ information processing style, decision-making approach, decision-making style, reactions to feedback, and openness to feedback and coaching.
- To select those candidates likely to perform better on the job
- To stack rank candidates in volume selection
- To support development programs especially using the Hogan Judgement Report
- Strongest single predictor of on-the-job performance and training success
- The predictive validity of cognitive assessments increases as roles become more complex