Substantive Assessment Device: Cognitive Ability Tests

Week 12 Assignment: Substantive Assessment
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Week 12 Assignment: Substantive Assessment
Substantive assessments are tests used to evaluate an applicant's knowledge and technical skills as part of the second stage of the selection process. After the initial assessment, the internal candidates are narrowed down to the desired number using substantive tests that test knowledge and skills pertinent to the position. One type of substantive assessment used in the selection of finalist applicants is cognitive ability tests. These substantive tests evaluate applicants' ability to engage in mental processes like reasoning, problem-solving, memory, verbal and mathematical ability, and perception. Usually, cognitive ability tests measure the general trait of intelligence related to solving work-related issues or obtaining new job knowledge (Hunter, 1986). However, there are various item types when evaluating intelligence. Therefore, cognitive ability tests often focus on those specific mental abilities critical to the job. For instance, depending on the job, employers can use cognitive ability tests that focus on specific items like reading comprehension, number series completion, verbal analogies, spatial relations, and arithmetic computations, among others.
Numerical ability tests evaluate an applicant's ability to solve mathematical problems quickly and accurately. Verbal ability tests assess an applicant's ability to assimilate lots of information quickly and differentiate between fact and fiction. Logical ability tests evaluate applicants' ability to apply critical thinking and problem-solving skills to identify patterns or solve shape-based puzzles. Mechanical ability tests assess an applicant's ability to apply electrical or mechanical principles to real-life problems. On the other hand, spatial awareness tests evaluate an applicant's ability to work with shapes in their two or three-dimensional forms and apply time management and problem-solving skills to come up with conclusions from limited information. The tests evaluate an applicant's general mental ability by summarizing the results for all items or sections to obtain an overall score. Cognitive ability tests are generally well-standardized and can be dependably scored using several item formats like short answer, sentence completion, multiple choice, or true-false (Dingwall et al., 2017). Cognitive tests evaluate various aptitudes and are popular among employers since they provide a credible overview of each applicant's strengths and shortcomings, including their ability to succeed in the specific role.
Cognitive ability tests are especially critical when hiring for technical jobs that involve working under pressure or making complex decisions. For instance, roles like engineer, pilot, lawyer, or doctor require applicants with strong mental faculties. Therefore, cognitive ability tests can help employers reliably determine an applicant's overall job performance. One of the most significant considerations when using cognitive ability tests is their validity or their ability to predict job performance for a specific job. The effectiveness of these tests in evaluating an applicant's aptitude and mental ability depends on the degree to which test scores statistically reflect the important criteria of the specific role (Hunter, 1986). There are two types of criterion-related validity: predictive validity and concurrent validity. Predictive validity refers to the degree of correlation between the test scores of job applicants and their work performance, usually after a probation period of 6 months or more. This type of criterion-related validity is concerned with the ability of a cognitive ability test to predict future job performance. On the other hand, concurrent validity refers to the de...