Cognitive and non-cognitive skill assessments capture unique aspects of work-related competencies. For a complete profile of the candidate a combination of both cognitive and non-cognitive assessments is required. Together, they provide a stronger, more comprehensive, and complete picture of an individual.
Cognitive skills involve conscious intellectual effort, such as thinking, reasoning, or remembering and motor-functions
Non-cognitive abilities are associated with an individual’s personality, temperament, and attitudes
Ability to recall facts from short term/working memory (limited storage) and long term memory (unlimited storage)
The desire to obtain academic or professional success.
Ability to mobilize muscles and body, and ability to manipulate objects
Willingness to exert the energy required to understand and master an activity or task.
Visual and spatial processing
Ability to process incoming visual stimuli - to understand spatial relationship between objects - to visualize images and scenarios.
Communication & interpersonal interaction
Skills used by a person to interact with others properly. - Employee's ability to get along with others while getting the job done. - Interpersonal skills include everything from communication and listening skills to attitude and deportment. - Good interpersonal skills are a prerequisite for many leadership positions in organizations.
Abilities that enable goal-oriented behavior - ability to plan and execute a goal
One's belief in his/her own ability to succeed in specific situations or accomplish a goal
Knowing the cognitive abilities (hard skills) and non-cognitive abilities (soft skills) will enable the recruiter to gain a complete all-round picture of the candidate. It is therefore vital to assess these abilities/skills during the recruitment process to predict the candidate’s success in the job role.
Cognitive aptitude (also called general intelligence), is the single most accurate predictor of job performance.Research shows that cognitive aptitude tests are twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level.
EasyTalent can be used to create skill tests to assess for qualities that are critical to almost all mid- and higher-level jobs, including - problem-solving, critical thinking, attention to detail, ability to learn, and apply new information at work. Candidates who score well on employment skill tests are more likely to successfully complete training, be better equipped to adapt to your organization’s culture, evolve and learn new skills, and be better performers
EasyTalent can be used to assess job specific skills of candidates before interview. It will help you to measure the applicant’s knowledge, technical skills, cognitive ability, behavioral traits and language proficiency required for a particular job role.
EasyTalent optimizes the hiring process increasing your quality-of-hire, and helps you make better talent decisions.
EasyTalent allows creation of questions in several layouts:
choose one option from two or more optionsMultiple Response Questions (MRQ) -
choose all options that applyLikert format -
choose one option from a range of increasing or decreasing scale of options
EasyTalent allows different kinds of media files to be uploaded as attachments to the main question and/or to its options. When the question is displayed to the candidate, the related attachment is also shown.
Media files uploaded as attachments can be: