A psychometric test to assess intellectual qualities.

Timed, these tests are primarily designed to measure work performance, problem-solving ability and cognitive skills.

What are the most common recruitment tests used to assess the intellectual qualities of candidates?

The recruitment test to measure memory
It is the ability to remember visual information, but also auditory information, such as verbal instructions. It is active memorisation when the person is actively interested in the information, but also passive when it comes to remembering information that has been gathered without having paid particular attention to it.
A high score on this criterion reflects a strong short and long term memory capacity. The person is able to record a lot of information and remember it accurately. A low score on this criterion, on the other hand, reflects only partial recall of the information stored, or even a predisposition to memory lapses.

The recruitment test to measure theability to concentrateIt is the ability to be on the alert and to be reactive to the instructions received. This criterion denotes the tendency to be constantly attentive to the environment, to its details, to its changes, and to act accordingly. A person with a high score on this criterion is characterised by great alertness and the ability to react quickly to the unexpected. He or she will notice particular details at first glance. On the contrary, a person with a low score on this criterion often lacks concentration and can easily be inattentive or disturbed.The recruitment test to measure thees aptitude au collationnement de données Data collation is the ability to verify information, whether alphabetical (surname, first name, address) or numerical (telephone number, social security number). It relates to the ability of the person to check for input errors, but also to respect the correspondence or order of the data. A high score on this criterion reflects the sense of accuracy. The person makes few errors or can easily detect them if they occur. On the other hand, a low score reflects a hesitant and imprecise coming and going with the information, as well as difficulties in perceiving a possible error afterwards. The person has difficulty in managing information in its entirety and thus approaches it in an approximate and disjointed manner.

The recruitment test to assess logicLogical reasoning is the ability to grasp the rules that govern everyday life situations, to perceive the cause-and-effect relationships that govern basic situations. Ability to spontaneously perceive the logic of simple reasoning, and therefore not having to concentrate for long periods of time to assimilate and apply its rules. People with a high score reason fluidly and fairly. On the contrary, people with a relatively low score have difficulty reasoning logically and are sometimes forced to think long and hard to arrive at a simple deduction based on elementary premises.

The recruitment test to assess practicalityPractical reasoning is the ability to grasp the rules that govern mechanical movements, the physical relationships between objects. Ability to perceive the logic and functioning of a mechanical assembly and to project into the future its evolution according to the different actions and movements to which it is subjected. People with a high score have a good understanding of physical and mechanical phenomena. People with a relatively low score have difficulty understanding the mechanical rules and deducing the possible evolutions of a system.

The recruitment test to assess logic non verbaleNon-verbal logic is the ability to grasp the rules that govern sequences of objects. It is the ability to find links or similarities between objects. The ability to spontaneously perceive the logic of a sequence or sequence and to assimilate the rule in order to apply it.

Recruitment test to assess capacity with digital technologyAbstract reasoning on numerical data or symbol sequences. Ability to find the law that governs the sequence of a series of numbers or symbols. Tells us whether the person's rational mind works in the field of mathematics, whether the person has the intellectual tools to master mathematics.

Recruitment test to assess reading abilityIt is the ability to read fluently and correctly. It is also the ability to understand documents, instructions and specifications without error. A person with a high score on this criterion can read a written document quickly and easily. Moreover, they are able to integrate what they read into the moment. On the contrary, a person with a low score on this criterion is characterised by poor reading ability. He/she reads slowly and may have difficulty understanding a document using a varied vocabulary from the outset. He/she can decipher by approximation based on a few syllables, completed according to the meaning he/she guesses from the context. Warning: an extremely low score on this criterion may indicate illiteracy.

The recruitment test to assess writing abilityIt is the ability to write a document while respecting the elementary rules of syntax, vocabulary and grammar. It is also the ability to write quickly and legibly, so as to be able to transmit one's writing to a third party. A high score reflects a certain habit of writing. The person writes quickly and has integrated the basics of the written language. He/she makes few mistakes and writes legibly enough to be understood by everyone. On the other hand, a low grade reflects poor writing skills, lack of fluency, hesitation and clumsiness in form. It may be interesting to cross-reference this criterion with the "Reading" criterion in order to get a relatively accurate picture of the person's abilities.

Recruitment test to assess maths skillsIt is the ability to count objects with ease and then to manipulate the corresponding figures. It concerns both the speed and the accuracy of the count. A person with a high score can perform counts without great difficulty. They also know how to carry out elementary operations and are not anxious about the numbers. On the contrary, a person with a low score on this criterion may find it difficult to carry out basic operations. He or she will carry out counts and calculations slowly and may be uncomfortable with numbers.

The recruitment test to assess spatial aptitudeMeasures the ability to represent objects in 3 dimensions and to manipulate them intellectually. It is also the ability to switch from 3-D vision to flat representation. Measures the ease of representing volumes and arranging them.

The recruitment test to assess grading abilityThe ability to understand and analyse the criteria that are common to different objects. It is therefore the ability to classify, group objects according to rules or criteria that are established in a system.