Cognitive testing - tools for development and recruitment
Get better at developing your employees
Developing your employees requires that you have the right tools to do so. For example, in the form of a cognitive test.
As a leader, it's rare that you can approach the task with a one-size-fits-all model, as we are all unique individuals (and yes, that includes you 🌝)
With a cognitive test, you get a psychological test that includes up to 9 individual tests, which you can read more about if you scroll down the page.
Get an insight into how fast they are at getting to the right answer
Assess a person's ability to think and make the right conclusions
Good for new hires
Get clarification on competences with a cognitive test
A cognitive test is beneficial if you are facing a new hire or if you need to know whether an employee will be able to fulfil a certain task.
This means that you get clarification on who will Succeed in your job or with a larger task.
In a cognitive test, it's all about not about scoring the highest, but about finding the The right candidate for the job. Therefore, we recommend that they max completes 4 subtests.
You decide
It's entirely up to you what competences you are looking for and at what level. Therefore, it's not necessarily a good thing if a candidate scores high on all of them, because what if they're not the right fit for the company?
A cognitive test works best if it doesn't stand alone. Therefore, use it with personal analyseswhen you're faced with either recruitment or employee development.
The 9 sub-tests
Abstract logical thinking
The ability to see wholes and possibilities, and understand the interrelationships between different elements. Relates to general learning ability that can be developed.
Selected relevant work areas:
Business development, abstract maths, IT, research and craftsman/building constructor.
Understanding of logical processes
The ability to understand cause and effect. Also, understanding how information is translated into everyday life and systematic thinking. This area is more difficult to develop.
Selected relevant work areas:
Computer programming, research, analysis, project management, sales, purchasing and logistics.
Spatial thinking
The ability to see logical processes visually, as well as the ability to manage the information gathered through visual thinking. Spatial thinking is often associated with creative subjects.
Selected relevant work areas:
Draughtsmen, hairdressers, artists, photographers, designers, graphic designers and architects.
Understanding the social context
The ability to understand contexts and other people. A high score indicates a high level of human empathy; some people quickly and intuitively sense when a colleague is not thriving. It's the understanding of the social context that comes into play.
Selected relevant work areas:
Managers, educators, politicians, salespeople, physiotherapists and doctors.
Numerical thinking
The ability to perceive the relationship between numerical information. We all know number lines where you have to write the next number in the line. Some people see it straight away, while others need more time to make the connection.
Selected relevant work areas:
General subjects with numerical understanding, retail sales, management, accounting, logistics, finance and sales.
Mathematical logical thinking
The ability to understand the logical application of mathematics, evaluate arguments and detect faulty inferences. The ability to apply maths, logic and/or statistics in the decision-making process.
Selected relevant work areas:
Data analysis, research, analyst, buyer, logistics and managers.
Word pair understanding
The ability to understand the connection between different concepts and classify information. It is the ability to combine data that has a connection. Typically the ability to come up with solutions to known problems.
Selected relevant work areas:
Journalism, planning, marketing, politics, negotiation and project management.
Memory test
The ability to store many visual objects. The test result reflects how quickly a person can identify small differences in relatively similar images. Indicates how large the working memory capacity is. A person with low working memory will benefit from short and repetitive messages, versus a person with high working memory.
Selected relevant work areas:
Detail planning, architectural design, graphic planning, all jobs that require a good memory.
Understanding text
The ability to understand written information, conceptualise it and find causal relationships. The result reflects the ability to identify essential information and filter out irrelevant information in relation to the problem to be solved.
Selected relevant work areas:
Journalism, data collection and analysis, identifying and solving problems, the ability to identify a message - can be used in all job contexts.
Cognitive testing: Get certified
On the certification day, you will learn how to interpret and give feedback to the analysed person, and you will receive advice on how to give the best possible feedback. The certification in cognitive testing gives you a prerequisite for developing your employees or recruiting the right person for the job.
The certification is based on the 3 G-factors, which were developed by Charles Edward Spearman in 1904. To become certified in cognitive testing, you must complete the 9 tests yourself and go through an e-learning programme. The theory and results are used as a basis for training in feedback on the tests, after which the results can be compared with different target groups.
Would you like to see what a vocational testing report might look like? Fill out the form below and we will send you a demo report:
Contact us
If you want to know more about our solutions or need help, contact us! We are ready to help you and advise you on which solutions are best for your organisation. You'll hear from us within 24 hours on weekdays.
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