Logical reasoning tests – A guide for employers

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Logical reasoning tests - A guide for employers
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Logical reasoning tests – A guide for employers

Logical reasoning is a critical skill that concerns reaching conclusions by setting aside emotional influences and using observation and analysis. These are fundamental skills for positions such as managers, analysts and customer-facing roles to have. 

However, finding the best talent when recruiting for your team is significantly easier said than done. Hiring can be difficult, costly and time-consuming. 

As a recruiter, being aware of and understanding the steps you can take when hiring is essential. This post will discuss what a logical reasoning test is and how you can best utilize them to facilitate the hiring process!

What is a logical reasoning test?

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Logical reasoning tests are aptitude pre-employment tests. They assess candidates’ abilities in critical reasoning, deductive reasoning, inductive reasoning, and abstract reasoning. Here is an example of a logical reasoning test

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An accurate representation of candidates abilities is almost impossible to get from resumes and interviews alone as candidates can exaggerate skill sets, and how candidates portray themselves can be misleading. By introducing a pre-employment test early on in the interview process, employers can screen out underqualified and unsuitable candidates for a role. Leaving resources such as time and money to be used better as a smaller pool of candidates’ require interviewing. 

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Pre-employment testing does not make final decisions for who to employ, as employers should consider other factors. However, these tests enable employers to get a feel for the available talent and guide their decision making in the hiring process. 

Areas of logical reasoning

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The areas tested for in logical reasoning tests varies slightly amongst test vendors. However, the fundamental aspects tested for and a brief description of each is as follows:

  • Critical Reasoning

Critical reasoning is the ability to take a logical approach in an argument by putting any emotions aside to make objective decisions. 

Assessments analyze how a candidate assesses and evaluates situations; recognizes assumptions made and forms hypotheses. 

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  • Deductive Reasoning

Deductive reasoning is where theories and ideas help form logical conclusions—requiring the use of statements and arguments present in a situation to achieve reason. 

Assessments analyze a candidate’s ability to build arguments and analyze how strong/ weak the arguments are.

  • Inductive Reasoning

Inductive reasoning is where individuals can reach an educated guess through observations and analyzing information in data or a situation. 

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Assessments analyze how candidates deal and work with unfamiliar information flexibly. 

  • Abstract Reasoning 

Abstract reasoning concerns lateral thinking relating to problem-solving. 

Assessments measure a candidate’s ability to uncover patterns and solve rules. 

What does a logical reasoning test measure?

Logical reasoning tests measure a candidates’ ability to adapt by looking at all of these main areas, primarily evaluating aspects of a situation, drawing conclusions, and problem-solving. 

Ultimately logical reasoning tests are aptitude assessments which predict candidates ability to learn new skills and predict performance in the workplace. 

Logical reasoning in the workplace

Being able to apply logical reasoning skills, such as forming logical conclusions based on facts, is required at some level in every job. 

However, when it comes to hiring for positions requiring managing others, analyzing information or facing customers directly, complex logical reasoning skills are of utmost importance. Directly impacting on how well a candidate can perform in the role. 

When should you use logical reasoning tests?

Logical reasoning tests can be used at any point, no matter what. It is entirely up to employers to use them, whether they have 15 or 150 applicants. 

However, It is 24% more likely for organizations who use pre-employment logical reasoning tests to have a high performing, engaged workforce. 

Testing can help where:

  • Retention rates are low.

Aptitude testing helps increase retention rates by finding candidates who have the right skills, characteristics, and motivations for the role. These factors create high job performance and satisfaction, leading to higher retention rates and lower turnover rates. 

  • The hiring process is time-consuming and costly.

Pre-employment testing reduces the amount of time and money put into interviewing and going over every resume. It does this by creating objective reports on candidate skill for direct comparison, making it easy to find top talent quickly. This smaller group can then be focused on. 

  • Productivity is down. 

Logical reasoning tests often measure speed as well as accuracy as a key performance indicator. Candidates screened to recognize problems and adapt quickly leads to higher productivity rates in the workplace. 

How to decide on a test vendor? 

Choosing the right test vendor can be difficult when implementing a logical reasoning assessment into the interview process. Here are a few things to consider:

  • Do they cover the skills you need?

Perhaps the most crucial factor recruiters need to consider when choosing a vendor is whether they test for the skills they require. As testing for skills is done through questions, looking through question libraries can help recruiters gain insight into what the vendors test for. Asking current employees what they think of the available test questions is also a great way to decide if they are right for the organization. 

  • Is the test customizable? 

Having a custom made test can be a great idea as it targets the specific skill set that successful candidates need. 

  • Do they have cheating precautions? 

As many tests aim to be taken remotely, recruiters need to know that candidates are answering honestly. Choosing a vendor that actively engages in reducing cheating can be reassuring and is a necessary preventative measure. Methods of discouraging cheating include:

  • Limiting time to answer questions.
  • Warning candidates who click out of the test tab.
  • Automatically submitting the test when candidates click out of the test tab.
  • Using questions that cannot be googled.
  • Using screen recording.
  • Monitoring unexpected behavior. 
  • Does the vendor comply with legal requirements? 

Ensuring that tests comply with all legal requirements is vital for protecting both organizations and candidates. Researching the vendor and checking that questions that are professional and directly related to the job are necessary precautions to take. 

Monitor the test over time

The final stage of implementing a pre-employment logical reasoning test in the workplace is monitoring it over time. By tracking the test results and the candidates screened, recruiters can notice if the test is focused on the right skills or not. This means that recruiters can keep tests updated and relevant. 

Author Bio: 

Ella Moffat is a communications intern at Adaface, which provides conversational assessments for companies to find great talent.

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