When you need more candidates for your workforce, the recruiting head in the HR department faces one big problem. How should he filter the enormous number of candidates and find the needed handful? It is easy if you use the question banks prepared by the software companies to filter the candidates.
Importance of the cognitive ability test
The best check for intelligence is the cognitive ability test. This is one of the standard tests that most recruiting companies use to assess the skills and strengths of their candidates. You can download the cognitive ability assessment test from the website of the software company and go through the list of questions. You can add or delete questions to make it suitable for use by your company.
This reduces the work you need to do to find your candidates. From the many thousands of candidates who apply, you can arrive at the needed number of candidates with ease. This handful alone will appear at the interview and you will your candidates. The topics covered by the cognitive ability test are the following:
- Spatial and mechanical reasoning
- Abstract testing
- Verbal ability
- Numerical expertise
The difficulty of the questions depends on the grade of the candidates you want for your organization. Most of the top companies use psychometric tests to assess the qualities and abilities of their candidates before recruitment.
These tests yield a wealth of information about the candidates including their ability to do work, their willingness to work, their attitude to social issues, and the degree of involvement with their work. You can assess whether the candidate will volunteer to do work when the situation presents itself. You cannot get this information by conducting mere interviews.
Usefulness of testing
Another important aspect of the cognitive ability assessment test is the way you can grade the candidates. You know who performs better and choose the better man for the job vacancy. In the same way, if you want a person with a good head for numbers, you can add some hard questions in the numerical ability section and then choose the candidates who give the right answers.
Or, say you need some people for your customer service department you must use some tricky questions in the verbal ability testing section. You can assess how well the person will answer the questions posed by the customers and whether he will give answers that are clear and concise. This way you can pick your candidate before the final interview itself.
Options for conducting the test
Another interesting aspect of the testing procedure is the way you have the option of conducting the testing process or letting the software company do the testing. This will reduce your workload even more. They conduct the tests online and do the online proctoring to make sure there is no cheating.
By spending some time and money on doing the initial testing, you are sure you are not making any costly mis-hires. This will save your organization a great deal of money and effort. Use the cognitive testing to make sure you have the right candidate who will do the work.