Did you know that the NFL uses a cognitive assessment as part of their draft process?
Let’s dive into why so many organizations, like the NFL, use cognitive assessments for hiring.
Why use a Cognitive Assessment?
Over 100 years of research shows us that cognitive ability is a strong predictor of job performance.
Throughout the last century, hundreds of studies have been conducted comparing cognitive ability with job performance. These studies have been aggregated together using a statistical method called Meta-Analysis.
Results show that cognitive ability consistently predicts job performance better than any other assessment tool available. In fact, it explains 42% of job performance (Frank Schmidt April 2002).
This can give an organization a competitive advantage in the marketplace.
My Assessment of Choice
The assessment I know best is part of The Predictive Index®, and it measures how fast a person learns and how fast they adapt.
In the assessment, a person is asked up to 50 questions in 12 minutes. The questions are divided into 3 categories: numerical, verbal, and abstract reasoning. A plus, is that this assessment is culturally neutral and statistically valid.
The Predictive Index® published the blog “6 Reasons to Use Cognitive Tests in Hiring” where they discuss the benefit of having cognitive information to identify a new hire’s ability to be successful beyond the person’s current job.
What are your experiences with using cognitive assessments for hiring?
If you would like to discuss this topic in more detail, please feel free to reach out to me or comment down below.