General Cognitive Aptitude Test

Hire the right person with the General Cognitive Aptitude Test and assess the general mental ability of your candidates to see how able they are quick to pick up new information, be alert to new ideas that might be applied to their jobs, capable of grasping difficult concepts on their own, and more.

Purpose

The General Cognitive Aptitude Test provides a fairly quick, highly-reliable, easy-to-administer test of general mental ability. Like most general mental ability tests, it taps verbal, numerical, and general abstract reasoning. This cognitive test is often used as an additional component to other tests when an untimed measure of cognitive aptitude is needed. This test can be used with any kind of candidate.

What It’s Best Used For

• Predicting Broad Job Performance: Vetting a wide variety of occupational tracks including engineers, managers, banking officers, insurance agents, store supervisors, and technical support teams.
• Identifying Fast-Learning Candidates: Pinpointing high-potential hires who can pick up new information quickly and grasp difficult concepts independently.
• Measuring Complex Problem-Solving: Evaluating how easily an applicant manages massive funds of data and navigates multi-layered operational complexity.
• Auditing Logic and Reasoning Speed: Tapping fluid mental capabilities through a balanced mixture of text-based, math-based, and geometric abstract items.
• Evaluating Ambiguity Resilience: Assessing whether a prospective hire can analyze relevant factors in highly ambiguous situations to render logical, insightful choices.
• Structuring Follow-Up Interviews: Utilizing instantly generated lists of specific strengths, developmental risks, and automated interview prompts to streamline the recruitment process.

About the Test

This untimed test consists of 44 items divided among verbal, numerical, and abstract reasoning questions.

High Scorers

High scorers are quick to pick up new information, are alert to new ideas that might be applied to their jobs, are capable of grasping difficult concepts on their own, handle a large fund of information, deal with various forms of complexity in a job with ease, and are able assess relevant factors in ambiguous situations to come up with logical, insightful decisions.

Low Scorers

Low scorers need structured learning experiences to consume new information. They need rules and procedures to guide their decision making on the job. Preferring jobs with narrow assignments and responsibilities, low scorers do not cope well with complexity or volume of information.

What the General Cognitive Aptitude Test Report Gives You

A graphical display of scores of areas covered (see chart), explanation of aptitude results, list of strengths and developmental concerns, and suggested interview questions.

Testing Process

Online aptitude testing will result in immediate reporting to your email after a candidate has completed a test. Proctoring is desirable but not required.

Validity Information: The set of aptitude items correlates highly (r=.70**) with a full scale intelligence test. In various validation studies, this test is correlated with overall job performance for engineers (r=.42**), for banking professionals (r=.31**), for insurance professionals (r=.29**), managers (r=.35**), store managers (r=.39**), restaurant managers (r=.37**), technical support (r=.32**), customer service (r=.27**), MIS professionals (r=.35**), general professional jobs (r=.28**).

Sample Question