Finding and hiring the best candidates not only involves evaluating their experience and technical skills but also understanding their cognitive abilities. Abstract reasoning tests have become a popular tool in the arsenal of recruiters, helping them assess potential employees’ ability to think laterally, solve problems, and adapt to new situations.
A study by the Corporate Leadership Council found that incorporating abstract reasoning tests into recruitment processes improved hiring success rates by 20%, underscoring their effectiveness in identifying top talent.
This blog will explore how recruiters can effectively use abstract reasoning tests to hire top talent.
What is an abstract reasoning test?
Abstract reasoning test is a type of pre-employment assessment designed to measure an individual’s problem-solving ability and fluid intelligence. Unlike tests that assess specific skills or knowledge (such as technical skills in IT), an abstract reasoning test evaluates a candidate’s ability to identify patterns, logical rules, and trends in a series of images or shapes, independent of their educational or cultural background.
Why use an abstract reasoning test in recruitment?
Abstract reasoning assessments allow recruiters to assess a candidate’s cognitive ability and problem-solving skills, crucial for dynamic roles that require innovative thinking.
- Identify potential: These tests help in identifying candidates who have the ability to quickly integrate and process new information, a critical skill in dynamic and fast-paced industries.
- Reduce bias: Abstract reasoning tests are less influenced by language proficiency or educational background, thus helping in creating a more equitable recruitment process.
- Predict job performance: Studies have shown a correlation between high scores on cognitive tests and successful job performance, particularly in complex roles.
Integrating abstract reasoning tests into your recruitment process
Incorporating abstract reasoning tests strategically in your recruitment workflow can enhance your ability to identify candidates who are quick learners and effective problem solvers.
When to use abstract reasoning tests
Abstract reasoning assessments are particularly useful for roles that require innovative thinking and problem-solving abilities. They are commonly used for:
- Positions in IT, engineering, and science.
- Roles in strategic management and decision-making.
- Jobs that require adapting to new technologies and processes.
How to implement abstract reasoning tests
Implementing abstract reasoning assessment involves selecting the right test provider and integrating the test at the appropriate stage in your recruitment process to gain maximum insight.
- Choose the right test provider: Select a reputable assessment provider like Testlify that offers tests validated by occupational psychologists.
- Timing the test: Introduce the test at the right stage in your recruitment process, typically after the initial CV screening but before the first round of interviews.
- Setting benchmarks: Determine what a good score looks like based on the role and industry norms. This might involve piloting the test within your organization to set realistic performance benchmarks.
Best practices for using abstract reasoning tests
To maximize the effectiveness of abstract reasoning tests, it is essential to follow best practices such as setting appropriate benchmarks and ensuring test conditions are fair and consistent.
Ensure fairness and accessibility
It’s crucial to ensure that abstract reasoning tests are accessible to all candidates and free from cultural or educational biases, maintaining fairness throughout the hiring process.
- Accommodations for disabilities: Make sure the test is accessible to candidates with disabilities, providing alternatives if necessary (e.g., extra time, different test format).
- Cultural neutrality: Ensure the test is culturally neutral to avoid disadvantaging candidates from different backgrounds.
Interpret results effectively
Effectively interpreting the results of abstract reasoning tests requires understanding their context within the broader spectrum of a candidate’s profile and other assessment outcomes.
- Contextual analysis: Scores should be interpreted in the context of other elements of the recruitment process like interviews, other assessments, and past work experience.
- Avoid over-reliance: While abstract reasoning is important, it’s just one aspect of a candidate’s capabilities. Combine these tests with behavioral assessments and real-life task simulations for a holistic view.
The role of abstract reasoning assessment in remote hiring
The rise of remote work has made traditional interviews and assessments more challenging. Abstract reasoning tests are particularly valuable in this context because they can be administered online, providing a reliable measure of a candidate’s cognitive abilities without the need for physical presence. This allows recruiters to assess candidates from a broader geographical area, increasing the diversity and breadth of talent available.
Common pitfalls and how to avoid them
While abstract reasoning assessments are valuable, relying solely on them can lead to missed opportunities. Learn how to balance these assessments with other hiring tools to get a complete view of each candidate.
Relying solely on test scores
While abstract reasoning tests are predictive of job performance, they should not be the sole criterion for hiring decisions. Incorporating multiple assessment types can help mitigate this risk.
Not providing feedback
Candidates appreciate feedback on their performance, even if it’s negative. Providing feedback based on test results can improve the candidate’s experience and your employer brand.
Future of abstract reasoning tests in recruitment
As businesses increasingly value innovation and agility, abstract reasoning tests will continue to be a valuable tool for identifying candidates with high potential. Advancements in AI and machine learning may lead to more sophisticated and personalized assessments, making it even easier to match the right candidate to the right role.
Conclusion
Abstract reasoning tests are more than just an assessment tool; they are a gateway to understanding deeper aspects of a candidate’s cognitive abilities. When implemented effectively, they can significantly enhance your recruitment strategy, leading to higher-quality hires and ultimately, more successful organizational outcomes. For recruiters aiming to future-proof their talent acquisition strategy, mastering the use of abstract reasoning tests is key.
Ready to transform your hiring process with the power of abstract reasoning tests? Discover how Testlify can streamline your recruitment strategy and help you identify the top talent your company needs. Our platform offers a range of customizable assessment tools, including expert-designed abstract reasoning tests that are easy to integrate and deliver meaningful insights. Sign up for free and learn more and start making smarter hiring decisions that propel your business forward!