highmatch Aptitude Assessment for:

Cognitive Ability

A cognitive ability test evaluate a person’s ability to think and solve problems. 

A Cognitive Ability Test in the Workplace

Cognitive ability (also called intelligence or the g factor) refers to the capacity to reason, plan, and solve problems. A person’s cognitive abilities impact job performance. Therefore, cognitive ability plays a crucial role in an employee’s job suitability and success.

There is a strong consensus among I/O psychologists that cognitive ability is the single best predictor of job performance and it is a common HR practice to utilize cognitive ability tests for selection purposes.

Candidates who score well on cognitive ability tests are more likely to complete training successfully, learn and digest new information on the job, and adapt more quickly in fast-changing work environments.

Interested in testing for cognitive ability? Schedule a personalized demo with a product specialist today!

Schedule demo

When a person’s cognitive ability is measured, employers better understand their ability to:

  • Think abstractly
  • Comprehend concepts
  • Learn from experience
  • Apply new information
  • Adapt to new situations
  • Find solutions to problems

Research has shown that cognitive ability tests have better predictive validity than other common selection tools. In practice, eighty percent of Fortune 500 companies in the U.S. utilize pre-employment tests to understand the candidates’ differences in cognitive ability before making a hiring decision.

HighMatch creates custom job profiles which identify the personality traits, cognitive abilities and the skills required for success in the role and at your company, using straightforward language to ensure high adoption and usage by your teams. 

Role Applicability

Cognitive ability is predictive of job performance across all domains because it predicts learning and problem-solving. The ability to acquire job knowledge is impacted by one’s cognitive ability, and one’s command of job knowledge affects job performance.

Employees with higher cognitive ability tend to adjust better to new tasks with their ability to learn and apply new information. Additionally, cognitive ability is associated with reasoning and problem-solving, so people with higher levels of cognition tend to be better at making decisions and finding the most effective solutions in novel situations.

Despite the consensus that cognitive ability is a valid and effective predictor of job performance, organizations need to keep in mind that cognitive demands vary depending on the complexity of each job. Complex jobs that involve a high degree of independent decision-making and problem-solving require a high level of cognitive ability, but there occupations that involve a lot of repetition and routine, that are less mentally demanding.

Below is a list of different positions that require different types of cognitive abilities:

  • Pharmacy technicians: pharmacy technicians need to pay attention to detail to fill prescriptions accurately and rely on memory to recall potential side effects.
  • Personal financial advisors: financial advisors need to analyze data, recognize trends, and predict market changes
  • Software Engineers: software engineers need to concentrate for long periods of time, have working knowledge of programming languages, and be able to solve problems creatively
  • Accountants: an accountant needs to keep track of information in a logical and organized way

HighMatch candidate reports make it crystal clear if candidates possess the innate talents, defined by you based on the needs of the role and the organization, to succeed in the job.

Employees whose talents fit the job are more productive, happier and stay longer.

The HighMatch Cognitive Ability Test

HighMatch tests for cognitive ability through a series of multiple choice questions that become increasingly more difficult.

The HighMatch Services team typically conducts a benchmark study to understand what qualities are most critical for the role, analyzes the qualities that top performers share, and then develops a customized Job Profile inclusive of traits, abilities like logical reasoning and skills.

That Job Profile is used to develop the scoring and weighting mechanism for the assessment, helping to identify whether the person is a high, medium or low fit for the job.

Still have questions?

Contact Sales

Buyer’s Guide

Selecting the right assessment solution from the hundreds available can be daunting. To make that process a little easier, we created a Buyer’s Guide.

It’s an objective, downloadable report created by our team of Industrial & Organizational (I/O) psychologists that outlines what to consider when evaluating assessment vendors. 

download now

Need a different guide to improve your hiring process?
If so, then look no further!

Whether you are new to recruiting or an experienced hiring manager, our guides have something for you.

Looking for a Cognitive Ability Test? Speak to a Product Specialist

Get started