Which employers use abstract reasoning tests and why?
Recruiters for high-level roles across almost all industries use abstract reasoning assessments as part of the recruitment process, and they are also used in roles with complex problem solving and a need for excellent critical thinking skills.
Employers choose to use the abstract reasoning assessment when they are looking for managers and executives, but also for analytical or engineering roles.
The abstract reasoning assessment is usually delivered to candidates after the initial application and paper sift. It is a simple and easy assessment to administer at scale, and for the candidate, the assessment is simple to complete from a link that is emailed to them.
The results of the abstract reasoning test can be used as reliable and unbiased data for making the right decision on which applicants should be taken further into the application process. They can also be used as assessments for internal promotions and mobility as well as tools for development and discovering training needs.
What are the benefits of using an abstract reasoning test in your hiring process?
As a recruiter, publishing a new job posting could mean receiving potentially hundreds of seemingly similarly qualified applicant CVs. A simple paper sift might narrow down potential candidates based on qualifications and experience, but it is not always easy to know which applicants have the right abilities, attitudes, and competencies to be successful in the role.
Using the abstract reasoning test at an early stage in the recruitment process serves a few purposes to make it easier for the recruitment team.
Firstly, it can be delivered to a large number of applicants at the same time, so it is a simple way to reduce the size of a candidate pool.
Another important reason to use an abstract reasoning test as part of the application process is the creation of unbiased, objective, and actionable data that demonstrates the fluid intelligence and complex problem-solving ability of the candidates. With the results of the test in hand, recruiters can simply choose the top performers in this assessment to take further into the process.
Choosing the most qualified candidates, in terms of education, experience, and aptitude, reduces the cost of time and money for hiring, and also reduces the risk of a 'bad hire'.