9.2 Cognitive Ability and Aptitude Tests
Cognitive Ability Tests
A cognitive ability test measures intelligence. The most common type, IQ tests, measure general mental ability. Other tests can specifically focus on verbal ability, math skills, memory, problem-solving, and reasoning.
Wonderlic Personnel Tests are tests of general cognitive ability (GCA). They measure a person’s ability to learn, adapt, and solve problems, motivation potential (attitude, behaviour performance, and productivity), and knowledge and skills (math, verbal, data entry, and software proficiency).
Aptitude Tests
Aptitude – is an inborn ability to perform specific types of activities, with or without prior knowledge of what those might entail. It also refers to a person’s natural ability or potential to learn (Indeed Editorial Team, n.d.). Aptitude tests are designed to measure an individual’s abilities in specific areas. Different aptitude categories include verbal, numerical, spatial, and mechanical.
Some aptitude tests are tailored to assess technical skills relevant to specific fields, such as mechanical aptitude, e.g., the ability to use a particular computer program, or numerical aptitude, e.g., someone who is strong at math and problem-solving. Usually, an aptitude test asks specific questions related to the job’s requirements.
Aptitude Tests In The Canadian Forces
Every Canadian Forces applicant must complete the Canadian Forces Aptitude Test (CFAT). An hour-long multiple-choice test scores people on their verbal skills, spatial ability and problem-solving (Department of National Defence, 2017). The Department of National Defence (DND) has recently decided to use the test during basic training instead of during the initial selection process. The DND found that the Aptitude test deterred applicants from applying, even after they had expressed interest in joining the forces. Brig.-Gen. Krista Brodie, the commander overseeing military recruitment, stated, ‘We’re changing things and measuring and adjusting as we go” (Burke, 2024).
This is a great example of the need for HR managers and hiring managers to continue to evaluate their selection process and to make the changes needed to achieve the organization’s recruitment goals and to keep up with a changing workforce.
“7.3 Employee Selection” from Introduction to Management by Kathleen Rodenburg is licensed under a Creative Commons Attribution 4.0 International License, except where otherwise noted.—Modifications: Used point two Employment testing, edited; Added aptitude tests and example.
