#cognitive ability test

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Top Psychometric Test in Dubai: Aptitude, Personality & SJT

Discover top psychometric test in Dubai formats—aptitude, personality, and situational judgment—to assess skills, traits, and decision-makin

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How to use Merreo results?

 Pre-employment assessment is a great tool to make your hiring process objective. We believe our test results are predictive of job success, and raving reviews from our users are a sign of that. Additionally, cognitive ability test can reduce biases in the recruitment process by helping you make your decisions based on performance, rather than just the expectations based on unconscious bias. By Unconscious bias, we are not just talking about gender or appearance here; geography, educational background, and work history can all lead to bias.

 Yet, Pre-hiring testing is not without its flaws. We have talked about these flaws in previous articles, but to summarize quickly, what the tests measure is just one aspect that makes a successful candidate. And rightly so, test results should be taken with a grain of salt.

We vehemently push companies to adopt a holistic hiring system complimented with Merreo pre-hiring tests, and our product is built for that. We have several tools that help you find the best candidates from a holistic perspective, irrespective of their background and demographics.

We recommend the Merreo Four-Step process to our users for effective implementation of Pre-hiring tests.

Step 1 - Check the candidate's results based on their ranking.

Step 2 - Check the individual test scores, custom questions, and candidates' resumes inside the Merreo report. All must be assessed separately.

Step 3 – Now you have seen the different facets of the candidate – skills & abilities from the test results, interests and passions from the custom questions, and the background details from the Resume. Considering all the factors, make a judgment call on whether to advance the candidate. Or better, design a rubric from all the factors, score them individually, and decide based on the cumulative score.

You can advance or turn down a candidate by simply toggling the "Candidate status buttons". By default, all valid candidates will be in the "under review" tab. You can move them to either the "Shortlisted" or "Not Interested" tab with the status button.

Step 4 – Look through the reports of the shortlisted candidates again and search for intriguing details in their profiles. Use the review function to take brief notes on those details so you can use them in your interviews. I reiterate, Take notes. Taking notes on interested candidates helps you a lot in the interview process. So use the review function whenever possible.

Ultimately, all our features and systems are here to help you make the best possible decision based on a range of holistic factors. Merreo has an ever-expanding library of over 45+ pre-employment tests that range from cognitive ability test to marketing skills, to programming skills, and more. Sign up for free, avail ten free credits, and start reinventing your hiring process. 

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Types of tests inside Merreo

Merreo has over 45 expert-developed pre-hiring tests like the Critical Thinking test, Spatial Visualization test, Math thinking test, MATLAB test, C Programming test, HTML test, PHP test, Solidworks test, FIGMA test, Finance test, Marketing tets, & much more. These tests are divided into six broad categories.

Cognitive tests

Personality tests

Language tests

Hard skill tests

Tool expertise tests

Programming language tests

 In this article, we will look into each of these broad categories to understand how to best use these tests.

Cognitive tests

Cognitive ability tests are a collection of role-agnostic tests that focus on measuring the general skills and abilities of the candidates rather than the specific job skills. For example, the spatial visualization test does not assess any specific job skill, rather it measures the base-level visualization capacity of the candidate that usually dictates his potential in roles like engineering or design.

Cognitive tests are the most powerful tests in Merreo – they are the most predictive of job success and have high levels of validity and repeatability. Cognitive tests also have a wide range of applicability. These factors make the cognitive tests the most popular section in Merreo.

We usually advise our users to have at least 2 -3 Cognitive tests per assessment.

Personality tests

Personality testing is a method of evaluating a person’s personality constructs using introspective self-report questionnaires. There are several types of personality tests developed over centuries. In Merreo, we chose to add the 4 tests that are the best researched – namely, the 16 personality test, DISC assessment, OCEAN Big5 Assessment, and Enneagram.

Unlike the cognitive tests, which we urge our customers to use extensively, we actively dissuade the use of personality tests without thorough consideration. The best (and probably only place) to use the personality results is by tailoring the interview for a particular candidate. An additional place you can use these test results to improve cultural and temperamental diversity.

However, the last thing you do must be to shortlist candidates based on personality test results. Personality tests will never predict job success or even the skills necessary for a job role. Research on the usage of personality tests for selecting candidates is shoddy at best.

Language tests

The Language tests measure the reading, grammar, and vocabulary proficiency of the candidates in their respective languages. For now, the only test of this type is the English Intermediate level test. But soon, we will be launching regional language tests. These tests are highly relevant for roles where success is contingent on language skills – Eg. Copywriting, creative writing, communications, sales & management roles.

Hard Skill tests

Now we are entering the tests that measure specific and direct job skills. These tests usually consist of 15 – 20 MCQs that test the candidate’s knowledge of rudimentary things about the job role. These tests are not designed to measure one’s potential for that job role. Instead, they measure whether the candidate has prior experience in that field.

This is why we want our customers to use 2 – 3 cognitive tests per assessment. The Hard skill test measures one’s prior experience in that field, and the cognitive tests collectively measure the long-term potential of that candidate.

Tool Expertise tests

Tool expertise tests differ from hard skills tests as the former limits itself to only assessing a candidate’s familiarity with technology tools. For example, the MS Excel test assesses the candidate’s experience with the MS Excel software. These tests are also among the most popular tests in Merreo since most roles demand a minimum level of familiarity with certain tools.

Programming language tests

Merreo is a sector-agnostic cognitive ability test. However our primary expertise is in developing tests for non-tech high-level roles, we also have several tests that measure a candidate’s programming language knowledge level. The programming knowledge tests in Merreo usually have 15 -20 MCQ questions measuring various aspects of the programming language like the syntax, debugging, functions, and much more.

I haven’t even barely scratched the surface of how to make the best use of the Merreo test library with this article, however, we will look in detail at each of these test types in separate blogs. Merreo has an ever-expanding library of over 45+ pre-employment tests that range from cognitive skills to marketing skills, to programming skills, and more. Sign up for free, avail 10 free credits, and start reinventing your hiring process. 

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What are Cognitive Ability tests ?

Cognitive ability tests have been among the most potent weapons in a recruiter's arsenal. And they have been so for the last 30-40 years.

Why? Because they are proven to predict higher job performance, retention, and even significant cost savings.

And why cognitive tests are so predictive? It is because they can answer questions like “Whether a candidate can visualize?”, “Can he learn fast?”, “Can he think abstractly?”, “Is he analytical?”, and more such questions?

Cognitive ability tests are designed to measure the mental abilities of the candidates. They do not show up anywhere else on the profile.

Recruiters try to assess the mental abilities of candidates through the interview process, but as covered in numerous earlier articles, assessing these abilities in candidates without bias through interviews is extremely difficult.

In this series of articles, we will cover "what are cognitive assessments?", "Why do you have to use them?", "the types of cognitive ability assessments", "How to use them?", and "how not to use them?"

What are cognitive tests?

In a general sense, cognitive tests measure a candidate’s cognitive skills. I guess that is a circular definition. But let me explain.

Cognitive skills are your mental abilities. They don’t measure what you know: they measure how you think. This is the crucial difference between cognitive and other forms of tests.

Cognitive skills are usually measured through a battery of short multiple-choice or numerical entry-type questions composed of simple math problems, logical puzzles, abstract puzzles, verbal puzzles, and more. Most of the tests in the market take 30 – 50 min to complete. At Merreo, we optimized the tests and broke them down into six categories such that each test takes no more than 8 – 15 min to complete.

Most of these questions in the cognitive ability tests are not difficult. But the time limit makes it a crunch situation. So the tests simulate a real work environment where they are expected to shine under pressure.

All this begs the question, are IQ tests and Cognitive tests the same?

The answer is complicated. The term IQ refers to the measurement of a person's general intelligence, and if taken broadly enough, cognitive ability testing is similar to IQ testing.

That said, IQ tests are not great for pre-hiring assessments. and cognitive ability assessments are. As I said, IQ measures the General Intelligence - if such a thing exists - whereas a cognitive ability test measures multiple intelligences separately.

We at merreo don’t subscribe to the general intelligence theories. Those theories suppose that one type of cognitive test results predicts the most other test type results. That implies that there is just one type of intelligence, and one type (abstract reasoning) of the test is valid enough.

But the more widely accepted and rigorously researched idea is the multiple intelligence theory. This theory proposes eight different abilities. Namely,

Musical-rhythmic

Visual-spatial

Verbal-linguistic

Logical-mathematical

Bodily-kinesthetic

Interpersonal

Intrapersonal

Naturalistic

For pre-hiring assessment purposes, all of these abilities are not relevant. And all cannot be measured through a pre-hiring test. Eg. The Bodily-Kinesthetic intelligence. But the different merreo cognitive ability tests are created to assess different types of intelligence.

Several cognitive tests are available in Merreo, and each has a specialty. Meaning, even though the cognitive tests are sector agnostic, one test might suit your hiring needs more than the other. We will get more into that later.

The Cognitive ability tests in Merreo are

Mathematical Thinking

Critical Thinking

Spatial Visualization

Abstract Reasoning

Interpreting Data

Numeracy

Let’s look into these tests in detail in further articles. We have role-specific test batteries that you can directly plug into your hiring system and expect top-notch results instantly. But it helps if you know a bit more about the cognitive tests.

The Cognitive test results in merreo are delivered as TruScore and percentiles.

TruScore is our proprietary raw score. You can set a baseline threshold using our cut-off feature. Percentiles, on the other hand, talk about the relative performance of the candidate. If the candidate has scored 96th percentile, it means that that test performance is better than 96 percent of all candidates in Merreo.

That’s it for this article. In the next one, we will discuss why you need cognitive assessments in your pre-hiring process. In the meanwhile, feel free to check out Merreo.

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The cognitive ability assessment test by Discover Assessments lets an organization test the cognitive competencies of the candidates to hire the right ones.

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Cognitive Ability Tests | Cognitive Assessments | SHL

Measure candidates' potential and ability to learn, adapt, and succeed in any role with SHL's cognitive ability tests and assessments.

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Cognitive Ability Test

The emotional improvement of an individual depends upon his age. The more an adolescent creates, the more cunning he becomes. At the completion of youth, scholarly headway settles. A multi year old pre-grown-up will scarcely have best results over a multi year old pre-grown-up. Without experiencing critical clinical issues, an individual has a consistent understanding in any occasion until 65 years of age.

Try Cognitive Ability Test to test and match your skills.

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Cognitive Ability Tests- Things to know

The sum of our Cognitive Ability Test are 'flexible'. This suggests the structure picks what requests to coordinate reliant on your past responses and whether they were correct or wrong. 

You start with an issue of ordinary difficulty. In case you answer the request legitimately inside beyond what many would consider possible, you progress to a more irksome request. If you answer erroneously, or disregard to answer inside beyond what many would consider possible, the system picks a less complex request straightaway. 

This cycle is reiterated until you show up toward the completion of your Cognitive Ability Test.

There is a strong understanding among I/O clinicians that mental limit is the most awesome pointer of work execution and it is a run of the mill HR practice to utilize Cognitive Ability Test for assurance purposes. Up-and-comers who score well on Cognitive Ability Test will undoubtedly complete the process of getting ready adequately, learn and digest new information at work, and change even more quickly in fast evolving work environments.

Cognitive Ability Test survey a person's ability to think and handle issues. A person's mental limits influence work execution. As needs be, scholarly limit expects an essential part in a delegate's work sensibility and accomplishment.