Recruiters are always interested in finding candidates with specific aptitudes, and cognitive skills as finding these skills in a candidate help recruiters find the best match for a job. But before diving into different kinds of aptitudes, it is first essential to understand what is aptitude where it is derived. Aptitude is a combination of cognitive abilities that indicate an individual’s capacity for a particular kind of work or their ability in picking up a new skill and doing it well. A person’s aptitude is mostly dependent on the environment they’ve been brought up in as well as heredity. Due to this combination, it’s nearly impossible to predict the level of aptitude in a person without proper cognitive assessments and aptitude tests. Furthermore, an increasing number of companies have stopped emphasizing education, certificates, and qualifications of their employees. Instead, candidates are tested by the companies themselves to see how well they suit the job requirement. Since one cannot just look at the past experience or qualification of a candidate on paper and make a hire, most companies use some form of assessment or aptitude test to find the best recruits for their jobs. Implementing assessments and aptitude tests during recruitment is a good start but only half the job done because there still are some drawbacks and issues faced by using these recruitment tools. The following are some areas, many recruitment tests and assessments overlook.
Tests have a psychological effect that can hamper the performance of a candidate. This effect is known as test anxiety. This kind of stress can materialize as a number of symptoms such as increased blood pressure, shortness of breath, and giddiness. This fear of tests can hinder one’s capacity to perform to the best of their ability while a recruiter might lose out on a suitable candidate.
The way we perform, think, and act is largely based on our past experiences such as educational opportunities, the environment we’ve grown up in, and our upbringing. For example, an aptitude test may be conducted in English, and a candidate despite having the necessary skill to crack the test would find it hard to answer the questions. All these aspects play a crucial role in determining our level of cognitive ability. Very often cognitive assessments overlook these key factors.
Assessments that are academic specific
Yet another issue faced by many assessments are they are too specific and only measure academic subjects. These assessments fall short in adequately picking and assessing the range of cognitive abilities required in the professional world.
In the same way in schools we have subjects such as math, English, and history, similarly, the corporate world also has ‘subjects’ or rather certain cognitive skills you need to be proficient in to be successful. Nearly all professional industries require the following cognitive skills: achieving tasks, designating; collaborating to achieve a target and self-analysis & adapting one’s behavior accordingly.
That’s why aptitude assessments should not stress as much on academic topics instead focus on testing a candidate’s ability in achieving tasks, designating & collaborating to achieve a target and self-analysis & adapting one’s behavior accordingly. Additionally, aptitude tests shouldn’t focus on specific industries or a candidate’s prior knowledge instead all questions should be common to all candidates. This way a recruiter can differentiate candidates based on their ability to comprehend and process and not based on the knowledge they have gained previously.
Enter Differential Aptitude Tests Next Generation (DAT) offered by TalentLens, a gold standard suite of assessments that measures cognitive abilities through several assessments. In this latest edition, DAT Next Generation combines cutting-edge Computerised Adaptive Testing Technology (CAT) to offer five new DAT tests, that too in many languages. In comparison to traditional forms of tests, CAT offers a new modern system of supplying item-banked tests with several benefits over the older versions of DAT.