How long have reasoning tests been around? For over a century! And yet, this classic evaluation tool is still not fully mastered by recruitment professionals.
Who can succinctly explain what reasoning is and its added value in recruitment? Who is well-versed in the nuances of its interpretation? These are simple but fundamental questions
that guide the proper application of these tests in recruitment. The answers are summarised in three key points.
Info #1: Reasoning Tests: What Do They Really Measure?
To define reasoning in simple terms, it can be described as the "ability to integrate new information, to process it quickly and understand it to use effectively in one’s environment." This information can be presented through numbers, images or texts. To measure reasoning ability, each question in a reasoning test engages various neurons in the candidate, to solve problems that measure numerical, logical or verbal skills.
To solve the problems well, candidates cannot rely on their knowledge and educational background. This is because reasoning tests disregard everything they have learned throughout their lives. Therefore, these tests measure the candidates' abilities to cope when faced with new situations under timed conditions. In other words: what do they do when they don’t know how to solve the question? Are they able to quickly grasp the nuances of a situation and find meaningful solutions by rapidly analysing the problem? With the added difficulty of a timer, reasoning tests are unique in their ability to access the candidate’s mental processes to understand how they are wired.
Info #2: Reasoning Tests: What Do They Bring to Recruitment?
In the context of recruitment, reasoning tests provide insight into a candidate's ability to think autonomously and agilely about their professional environment. These tests also predict their ability to respond correctly to professional challenges that arise and to make decisions that have a positive impact on the company. Moreover, the aim is for them to minimise errors in their choices, whilst being able to anticipate the long-term consequences for the company.
Furthermore, the goal is to select a candidate capable of not only meeting the immediate requirements of the position but also significantly contributing to the company's growth and stability in the long term. Therefore, reasoning tests give recruiters an understanding of a candidate's potential to adapt and learn, in addition to their ability to evolve in a complex professional environment.
Info #3: Reasoning Tests: What Needs to Be Interpreted?
As challenging as the tests may seem with its puzzling questions, the reports are straightforward, with only four pieces of information to interpret.
- The first piece of information is the logical reasoning score. This score represents a candidate's ability to make connections between different elements and to quickly grasp the nuances of a situation. The higher the candidate scores above average, the more easily the candidate will be able to solve problems, react to unforeseen events and adapt to new situations.
- The second piece of information is the numerical reasoning score. This score represents the candidate's capabilities to analyse numerical information, an essential asset for adapting to a job involving numerical data.
- Thirdly, the verbal reasoning score represents the ability to analyse written information and grasp its meaning. Candidates with a score above average demonstrate ease in performing well in training or tailoring their communication style based on the audience and the specific circumstances.
- Altogether, these three scores determine the candidate’s final intelligence quotient score. This score should be compared against the candidate's reference population, i.e., people in the same profession. This comparison allows the recruiter to ensure the intellectual reliability of the candidate to meet the job's demands. Otherwise, with a score below average, for example, the candidate may take more time to understand the subtleties of the position, potentially misinterpret certain information, make less pertinent decisions, or may inaccurately assess the consequences of their actions.
Reasoning tests are an undeniable asset in recruitment to estimate candidates' cognitive abilities. They are especially valued in professions where decision-making is crucial, where analysis and manipulation of information are predominant, and where the VUCA environment tends to be the norm.
However, reasoning tests do not cover some important skills that impact adaptation and success at work, such as creating connections with others, integrating well into a group, learning from mistakes, being creative, or remaining calm in the face of uncertainties. Therefore, it is suggested that recruiters complement reasoning tests with tools that measure behavioural and emotional skills, in order to have a complete picture of a candidate's potential.
