As all skilled recruiters and businesses understand, the actual recruiting process is a pre-employment test for job candidates. Their purpose is to assess a candidate’s collection of talents and abilities, as well as his or her intelligence, reasoning, and other attributes. Companies have been using cognitive ability tests for various job roles since the 1980s. And the organisations using it were a huge hit. Others continued to use organised or unstructured interviews, as well as technical skills and job knowledge tests. Do you think it is time for them to shift their viewpoint?
Nowadays, the recruitment process is made more efficient through cognitive tests. These tests are used by companies to improve retention rates, reduce the use of business resources, save money, and do a variety of other things. While a CV highlights a candidate’s achievements, cognitive testing as part of the hiring process assesses the candidate’s ability to think on their feet.
Here we’ve discussed why cognitive tests have grown so popular in the employment process and how to use it for hiring IT talents.
What Exactly Is the Cognitive Ability Test?
According to research, more than 75% of companies use some type of pre-employment skills testing when selecting external candidates for a job. Cognitive ability tests have quickly risen to the top of the list of cognitive and IT skills evaluation tests used to speed up the recruitment process. These exams are used to evaluate a person’s cognitive abilities, as the name suggests.
Why Should Cognitive Ability Test Be Used?
Here are six reasons to include cognitive capacity in your pre-employment exams when evaluating a candidate’s abilities:
- They have a high degree of accuracy in predicting work performance.
- The examinations are short and quick.
- Assessments assist in the identification of exceptional students.
- For agile businesses, assessing cognitive ability is critical.
- Your company will be future-proofed, thanks to cognitive assessments.
- Tests of cognitive capacity can provide you with a significant competitive advantage.
Using Cognitive Tests to Hire the Top IT Talent
Select the appropriate cognitive skills tests:
It’s critical to choose the correct kind of test to assess the skills required for the job you’re hiring for based on the role you’re filling. For example, if your profession requires you to handle a lot of data from several sources, the Reading Comprehension test is the best option.
To compare fresh scores, make a benchmark:
Test the company’s current personnel and use the highest scorers as a reference. You can use this as a guide to narrow down the candidates who fulfil the criteria.
Put your potential staff to the test:
A qualified applicant can be discovered by combining cognitive ability testing with job-specific exams. The entire recruitment process is sped up as a result.
Interviewing and evaluating:
Examine applicants whose scores are close to the target you’ve selected. Invite the candidates for an interview once they’ve met all of the job’s prerequisites.
Pro Tip:
Discuss the individual’s test results—their strong and weak points—and how they plan to use these skills in their job role during the interview process. You can also look at their previous employment history and cross-reference them.
You can employ cognitive tests to ensure that talent can learn quickly, adapt to change, and excel at problem-solving. They can also help you construct an organisation where continuous learning is at the core of your competitive edge for years to come, if you use them strategically.
Hire with CodeQuotient!
CodeQuotient serves as a vital link between tech companies and job seekers. Without being compelled to offer lavish packages out of desperation, the tech industry needs a talent pool that matches their demands and fits into their culture. At the same time, a candidate seeks a company that recognises and appreciates their efforts, as well as a culture that encourages personal and professional development.
CodeQuotient recruits students fresh out of college, focuses on the top 10% of talent, screens them, and places those who pass the first round into a three-month mentorship programme.
Students in our SuperCoders Program work on real-world projects, learn in-demand technologies from mentors, and complete at least two industry-ready projects by the end of the programme. As a result, the entire curriculum prepares them to enter the workforce as employable, value-added technologists.
Learn more about the companies that we work with by clicking here. Send an email to info@codequotient.com or visit our website to learn more about working with CodeQuotient.
