Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
If your hiring process relies primarily on interviews and reference checks, you are choosing to use a process that is significantly less effective than it could be if more effective measures were incorporated. However, adding just two assessment tools to the hiring process – a reliable and valid cognitive ability test and a reliable and valid personality test – significantly improves the effectiveness and predictability of a hiring process.
A cognitive assessment evaluates an individual’s intelligence. It assesses the ability to reason, solve problems, comprehend ideas, and learn quickly. In contrast, a personality assessment contributes an understanding of how employees behave in work situations and their natural behavioral tendencies.
Cognitive ability is relevant to work performance even when job specifics vary.In other words, while skill requirements vary greatly among different jobs, cognitive ability contributes to success in many fields, especially for jobs with complex responsibilities.This is because people with greater cognitive ability tend to learn new tasks more quickly and absorb new information more readily.
When used with a personality assessment, a cognitive assessment helps assure hiring decisions that are in the best interest of the organization and the selection of individuals with the greatest chance of success.
Dr. Puranjaya Singh is an eminent psychologist and has been instrumental in creating assessment backbones for enterprises across multiple industries in India. Under his tutelage as “Advisor and Chief Psychologist”, Mettl is shifting the paradigm in new age talent measurement frameworks. This is the third article in the ASSESSMENT 101 series that has 3 parts.
Originally published March 30 2018, Updated June 16 2020