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Assessments of cognitive ability measure the logical and abstract thinking of a candidate as well as their numerical and verbal reasoning. These assessments give great insight into the overall aptitude of a nominee.
Fremont, CA: A pre-employment or pre-interview assessment is a tool used to determine the skills of an applicant and evaluate them. A range of variables, ranging from levels of competence to cultural fit, may be evaluated through assessments. Only a few examples of various kinds of tests are below.
Hard Skills: Tests will test the competence of applicants in particular skills such as computer literacy. Hard ability evaluations provide additional information on the competency of an applicant, particularly if heavy use of this particular skill is needed for the position.
Work Sample: These kinds of assessments enable an applicant to perform tasks that are identical to those they will perform on the job. Examples include assessments formatted for situational judgement and technical coding tests. Since work sample evaluations imitate job duties, outcomes strongly predict how an applicant will perform.
Cognitive Skill: Assessments of cognitive ability measure the logical and abstract thinking of a candidate as well as their numerical and verbal reasoning. These assessments give great insight into the overall aptitude of a nominee.
Motivation and interest: Applicants may have all the skills and abilities to do a job well, but they do not have the motivation to do so. These types of tests determine the type of job and environment in which an applicant will succeed. For instance, in a lonely work setting, someone who is driven to work directly with individuals will not be as successful.
Personality: Personality tests test various aspects of the temperament of a candidate. Certain personality attributes are associated favourably with job performance. For example, studies show that salespeople who are highly assertive and extraverted appear to perform better than those who are less so.
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