Exemplar’s General Reasoning Assessment

The General Reasoning Assessment test was designed to measure an employee’s work-related cognitive capacity. It was constructed so that everyone can correctly solve all the test questions if they are given enough time. The only difference between the test takers is how quickly they can correctly complete the test (i.e. answer all the test questions). Less than 1% of the general population can complete all 50 multiple choice questions correctly in the allotted time of 12 minutes.

It measures what psychologists refer to as your fluid and crystallized intelligence. The theory suggests that people’s intelligence is composed of a number of different abilities that interact and work together to produce overall individual intelligence.

The General Reasoning Assessment combines ¹ verbal reasoning, ² numerical reasoning, ³ spatial reasoning, ⁴ logic, ⁵ math skills, and ⁶ basic knowledge. Based on several types of mental processes it is designed to give a single measure of mental ability.

If you want a very quick measure of general mental ability that provides one score this is the right choice.  This test can be used with The Predictive Behavior Profile for a more in-depth analysis of a candidate’s potential for success.

To use the test effectively for a job position test a large sample of current successful workers within a department/job type and average their scores. That becomes the Target Range score you would consider for the department/job type going forward. The ability for your company to customize the Target Scores to your specific job position is one of the most effective way to identify well qualified candidates in terms of cognitive capacity. Understand that you should always be using other variables as well in your selection process.

High Scorers: High scorers are quick to pick up new information, are alert to new ideas that might be applied to their jobs, are capable of grasping difficult concepts on their own, handle a large amount of information, deal with various forms of complexity in a job with ease, and are able assess relevant factors in ambiguous situations to come up with logical, insightful decisions.

Low Scorers: Low scorers need structured learning experiences to consume new information. They need rules and procedures to guide their decision making on the job. Preferring jobs with narrow assignments and responsibilities, low scorers do not cope well with complexity or volume of information.

What the Report Gives You: A graphical display of scores of areas covered, explanation of aptitude results, list of strengths and developmental concerns.

Testing Process: Online aptitude testing provides immediate reporting. Proctoring is desirable but not required.