How to create a fair cognitive ability test?

Tell me, and I forget; teach me, and I may remember; involve me, and I learn. This quote perfectly describes why companies value on-the-job training (OJT). While a CV may describe the qualifications, resumes, or experience of the candidate, it rarely provides insights into other important personality traits such as reasoning, problem-solving, critical thinking, and others.

For example, candidate X might not be as talented as candidate Y, but X may have the necessary soft skills, such as leadership and conflict resolution, to help make the entire workplace more efficient and positive.

Now, the question arises: How does one measure these intellectual abilities? There are various methods, but none match the accuracy of the cognitive ability test, which is why four out of five recruiters deploy it to test an individual’s intellectual capacity.

However, merely adopting cognitive ability tests is not the solution to the problem. It needs to be part of a well-thought-out recruitment strategy, where other facets of the candidates must also be tested with other methodologies to arrive at a conclusion.

So, what is a Cognitive Ability Test, and how can it improve an organization’s recruitment strategy?

What is the Cognitive Ability Test?

Cognitive Ability Tests, also called Aptitude Tests, are methodologies used to measure individuals’ intellectual capacity across various spectrums. The first thing that is used to measure is the ‘G Factor’.

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G Factor 

G Factor, also known as General Intelligence, was developed in the early 1900s by English psychologist Charles Edward Spearman. He also worked in statistics, which is why ‘G Factor’ is considered a part of psychometrics. This is defined as an individual’s mental capacity that helps him perform all intellectual tasks.

G Factor encompasses three things:

• Unified Cognitive Capacity: This is described as an individual’s singular mental capacity that allows him to perform a plethora of intellectual tasks such as verbal reasoning, numerical ability, and problem-solving. It is not related to any specific skill but rather represents the entire mental fortitude of the individual.
• Predictive Validity: Predictive Validity is described as the extent or degree to which any test can accurately measure future outcomes or behaviors. Cognitive ability tests are great at achieving predictive validity, which is why they have been adopted by a major chunk of the recruitment industry.
• Relationship with Specific Abilities: While cognitive ability tests are not accurate when it comes to recognizing specific skills, they offer an overall picture that can be used to assess how all these narrow skills work in unison to create an overall mental image of the candidate.

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How to measure the G Factor

Verbal Ability Tests

This test measures an individual’s understanding of the language and how they respond to it. For example, what level of vocabulary is a candidate using an interview? Is it formal, casual, or literary?  Some tests that are used for such assessments include:

• Vocabulary definitions: This includes defining a word, giving an antonym or synonym, or selecting the correct option in the context of the sentence. 
• Sentence completion: Asking them to complete a sentence based on a workplace simulation exercise: For example, complete the following sentence “”The thing that motivates me most at work is…”
• Analogies: Analogies are a great way to assess logical reasoning, critical thinking, and creativity. They give an idea of how candidates can connect ideas. For example, Customer: Satisfaction: Employee:?
• Reading comprehension: This is used to understand, interpret, and analyze a candidate’s communication, decision-making, or information-processing skills.

Which of the following is not mentioned as a reward for selected ideas?

A) A bonus

B) A promotion

C) Recognition at a meeting

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Numerical Reasoning Tests

One of the most important tests under the umbrella of cognitive ability is the Numerical Reasoning Test. It is used to understand, interpret, and logical reasoning using numbers. This test aims to work with numerical data and not perform basic calculations. Examples of numerical reasoning tests are:

• Arithmetic Questions are used to check the candidate’s arithmetic skills. 

A train runs at a speed of 80km/hr. How long will it take for the train to travel a distance of 480 km?

1. Four hours 
2. Five Hours 
3. Three Hours
4. Six Hours

• Number Series: These questions are used to interpret and complete the sequence of a number series. 

Complete the sequence in the following series. 0, 4, 18, 48, 100, 180, 294,?

• Data Interpretation: These questions are used to check how a candidate answers questions related to graphs, percentages, and tables.

The company’s revenue grew from 40 crores to 50 crores in one year. Calculate the percentage increase in revenue.

• Basic Algebra/Equations: Find the like and unlike terms.

A) 12x, 7x

B) 3xy, 3y

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Spatial Reasoning Tests

Spatial Reasoning Tests are used to visualize, manipulate, and understand patterns and shapes related to 2D or 3D objects, patterns and shapes. They assess a candidate’s mental capacity to visualize objects and shapes and understand their spatial relationship.

There are several types of spatial reasoning tests, such as:

• Mental Rotation: In this exercise, the candidate is given a set of images and asked to select the correct one but is rotated completely or at 90 degrees.
• Mirror Images: In this exercise, a candidate analyzes an image and selects the option that correctly resembles the mirror image of the original picture.
• 2D Folding: In this exercise, the candidate is shown that a paper with a specific pattern is folded twice, after which a hole is punched into it. The candidate has to select what image correctly represents the original image after it is unfolded.
• Block Counting: In this exercise, a candidate is asked to analyze a 3d image and count the number of parts in which it is divided.
• Shape Matching or Pattern Completion: In this exercise, the candidates are given an image, such as a geometric pattern, and they have to identify the missing pattern.

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Working Memory and Attention Tests

These tests are used to assess an individual’s capacity to retain the amount of information and also their ability to work on something without being deterred by distractions. The following table shows us what a memory test assesses:

Skill	Description
Short-term Memory	Temporarily holding small amounts of info (e.g., a phone number)
Working Memory	Holding and actively manipulating info (e.g., doing math in your head)
Selective Attention	Focusing on relevant stimuli while ignoring distractions
Sustained Attention	Maintaining focus over time (aka vigilance)
Divided Attention	Splitting focus across tasks or stimuli (like multitasking)
Cognitive Control	Inhibiting impulses, switching tasks, updating memory

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The tests used to working memory are as follows:

Digit Span: In this exercise, a series of numbers are presented and reversed before the candidate checks their short-term memory.

Example:

Forward: 3 – 7 – 2 – 9

Backward: 9 – 2 – 7 – 3

N-back Task: In this exercise, the candidate is shown a sequence of stimuli and asked to identify when the current stimulus matches those shown ‘n’ steps prior. These tests analyze how attentive a candidate is to tracking different shapes.

Example (2-back):

Sequence: A – B – A – D

Match at 3rd item (A) because it matches item 1 (A)

Stroop Test: Stroop Tests measure a candidate’s selective attention and cognitive control. In this exercise, the candidate is shown a word that is a color. However, the color is tripped in a different ink. The challenge for the candidate is to name the ink, not the word.

For example, if the word is ‘Red’ and is stripped in purple ink, the correct answer is purple.

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Processing Speed Tests

The main aim of the personality Speed Test is to analyze how candidates assess information and respond to stimuli. These tests measure how a candidate’s brains work while:

• Quickly take in information
• Understand it
• React or respond accurately

The tests that are used to measure processing speed are:

Skill	Description
Visual Scanning	How fast you can search through visual information
Skill	Description
Visual Scanning	How fast you can search through visual information
Perceptual Speed	How quickly and accurately you can identify or compare items
Motor Speed	Speed of physical responses (writing, clicking, tapping)
Decision Speed	How fast you can make simple decisions based on rules
Cognitive Efficiency	How smoothly your brain processes routine tasks

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The tests used to measure cognitive ability tests are as follows: 

Symbol Search: A part of the Wechsler intelligence scales (WAIS), symbol search measures a candidate’s processing speed and visual perception. For example, a candidate is shown a symbol, after which they are shown rows and brown of many symbols. The candidate must then decide whether the original symbol appears in every row.

Coding: Another exercise under the umbrella of the Wechsler intelligence scales (WAIS), coding involves matching symbols to numbers or the opposite. For example, 1 may be assigned the symbol !, 2 may be assigned @, 3 #, 4 $. Following this, they are given a list of numbers, and they have to fill in as many symbols as possible.

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How to create good cognitive ability tests 

Cognitive ability tests cannot be conceptualized in a single format as they encompass several assessments and should be customized based on the company’s demands. Some tips to follow while conducting such cognitive ability tests are as follows:

Form a Clear Goal

Any cognitive ability tests should be designed with a clear goal in mind. For any company, it should be designed to recognize intellectual features that align with the company’s core beliefs, values, and principles. So, is the company only interested in the entire intellect (G Factor) or is it looking for specific skills such as working memory, spatial awareness, logical thinking, and processing speed?

The below table gives an idea of the purpose and implications of cognitive ability tests.

Purpose	Implication
Hiring/Selection	Needs to predict job performance, focus on general mental ability
Educational Placement	Should assess learning readiness, potential, and strengths
Clinical/Neuropsych Assessment	Needs to be diagnostic, normed, and psychometrically validated
Research	Should be controlled, reproducible, and sensitive to small differences
Training/Development	Focuses on baseline skills and areas for growth

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Cover Multiple Cognitive Domains

Cognitive ability tests consist of multiple domains, such as general reasoning, numerical reasoning, verbal ability, spatial reasoning, and working memory. As mentioned earlier, the entire intellectual ability of an individual is a combination of different cognitive domains. There are various reasons for using multiple cognitive domains. Firstly, each person has different strengths and weaknesses. Secondly, intelligence is multifaceted, and lastly, it helps reduce bias.

The table below shows how each domain is measured.

Domain	Measures	Sample Test Type
General Reasoning	Logical thinking, pattern recognition	Abstract reasoning, analogies
Numerical Reasoning	Math fluency, number logic, quantitative problem-solving	Number series, data interpretation
Verbal Ability	Language comprehension, vocabulary, verbal logic	Sentence completion, synonym/antonym tasks
Spatial Reasoning	Visualizing and manipulating objects in space	Mental rotation, figure folding
Working Memory	Holding and manipulating info short-term	Digit span, N-back test
Processing Speed	Speed of performing cognitive tasks	Symbol search, matching tasks
Attention/Focus	Sustained attention, inhibition, and shifting	Stroop test, continuous performance task

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Structure Questions with Scalable Difficulty

Cognitive ability tests should also be structured to scale up in difficulty to assert the candidate’s ability. To do this, the tests are divided into different sections or subsets, with the difficulty increasing as the candidates go through each section or subset.

There are several reasons why questions with scalable difficulty are used in a test.

• Helps measure a wide range of abilities.
• Helps avoid the floor and ceiling effects where the tests might be too easy or too difficult for certain candidates.
• Using scalable difficulty also helps differentiate candidates according to their performance and rank them.

Domain	Easy	Medium	Hard
Verbal Reasoning	Synonym matching	Sentence completion	Complex analogy (e.g., metaphor-based)
Numerical Reasoning	Simple number patterns	Multi-step equations	Word problems with extraneous info
Spatial Reasoning	Basic shape matching	Mental rotation	Folding 3D objects from 2D images
Working Memory	Repeat a 4-digit number	Repeat backward	Dual-task memory (remember and manipulate info)
Abstract Logic	2×2 matrix pattern (one rule)	3×3 matrix (two rules)	Hidden rule discovery across multiple items

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Use Standardized Formats

Recently, companies have begun to adopt standardized format tests while assessing candidates’ cognitive ability. This allows recruiters to compare people across different different people, groups, or times. Under the format, every candidate receives the same questions, instructions, and layout. The aim of the test is to see how each candidate navigates the difficulties of the test.

Benefit	Explanation
Fairness	Reduces variability due to different instructions, interfaces, or question types
Comparability	Lets you compare scores between individuals or groups reliably
Scientific Validity	Makes the test suitable for research, hiring, or high-stakes decisions
Bias Reduction	Limits influence from non-cognitive factors like familiarity with test layout
Automated Scoring	Enables quick, objective, and error-free grading

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Design With Psychometrics in Mind

As mentioned earlier, the concept of general intelligence was developed by Spearman, who had an interest in psychometrics. This is because psychometrics accurately measures mental intelligence, personality traits, and other psychological features. The things that psychometrics measures are:

• Validity: There are three types of validity:

1. Content Validity: Does the question represent the full scope?
2. Construct Validity: Is the test measuring intelligence or is it just for face value? 
3. Criterion Validity: Can it predict real-life scenarios and outcomes?

• Reliability: Reliability are usually of three types:

1. Test-Retest Reliability: Do the candidates get similar scores when they retake the test?
2. Internal Consistency: Do they measure the same skills?
3. Inter-Rater Reliability: Is the score reliable for open-ended questions?

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Minimize bias 

One of the main challenges that any recruiter faces in the recruitment process is bias. Be it conscious, subconscious, or unconscious, bias can be detrimental to any hiring process as it may discriminate against certain minority groups. Therefore, the test has to be designed in a way that does not damage its credibility.

Biases are of many types:

• Cultural Bias: This bias targets specific cultures and their norms and may negatively judge any person from that specific culture.
• Language Bias: This bias judges people based on their language fluency or regional phrases.
• Socioeconomic Bias: When people from a specific socioeconomic status are negatively judged.
• Gender Bias: Discrimination against a specific gender.
• Disability Bias: Discriminates against persons with disabilities.

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Cognitive tests are a great way to assess a candidate’s intellectual capability, but they are only part of the entire recruitment process. To cover the other facts of the hiring process, companies should leverage the use of modern Artificial intelligence-backed tools that make hiring a very efficient process. This is where interview as a service(IaaS) tools like BarRaiser.

Our state-of-the-art tool gives companies the perfect interview tool that makes quality hiring easy. With BarRiaser users get our AI Interview Copilot that helps the recruiters in conducting a smooth, flawless interview.

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Our product analyzes the interview and gives helpful suggestions to the interviewers on what questions to ask and to maintain the speed of the interview. In addition, it also analyzes the recruiter to ensure the interview process is not discriminatory in any way. Our tool can raise an alert if the hiring manager is asking for information which may be pertinent to the interview or the job description. This ensures perfect checks and balances in the system.

We also provide interviewer training to ensure organizations  have the perfect team for the job. Furthermore, we also provide interview as a service in which we will conduct the entire interview process on the behalf of an organization.

Using BarRaiser, we guarantee you quality hiring that will also bolster diversity and inclusion. BarRaiser is the best AI interview platform that features structured interviews, AI-generated interview notes,  and tools to ensure quality hiring while eliminating biases from the recruitment process. With BarRaiser’s support, you’ll be well-equipped to build a strong team of sales associates who will drive sales and deliver exceptional customer service.