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The ancient Roman emperor and philosopher, Marcus Aurelius, wrote that “a person’s worth is measured by the worth of what he values”. Nearly two thousand years later, his words still ring true. Cultivating an integral list of values is indispensable if you wish to have peace of mind, become a better person, and live your life to the fullest.

What are values?

Values are the principles and moral standards that define a person’s judgment and behaviour. An individual’s values delineate the content of their character. Developing good values helps build the attitude to improve one’s professional and personal life.

Why is the articulation of values important??

Articulating your values is important because they define the most important things in your life are. Your values decide your priorities, including how you wish to live and work. Human values are like fingerprints. They may differ from person to person, but they always leave a mark on everything we touch. By keeping a set of healthy values, a person can take the reins of their life’s improvement while positively influencing  their peers.

If your lifestyle doesn’t fit your core values, then you’re bound to feel dissatisfaction and discontent. A lack of distinct values will make the actions you take feel wrong and meaningless, leading to an unhappy life. In contrast, keeping a proper hierarchy of values is essential to keep a positive self-image.

How does knowing your own values help you make decisions?

By acknowledging your own core values, you gain awareness of where your true priorities lie. Knowing your values helps you plan your life and make difficult decisions with greater clarity and confidence. 

It will be easier to choose how your future will play out if you always keep your values in mind. For example, if you wish to one day start a family, choosing a career path that takes you away from home for long periods may be contradictory to the things you hold valuable. Likewise, if you’re an individual who values living peacefully, a very engaging and competitive job may stress you out and give you little satisfaction.

A good understating of your values helps you assess:

• What types of jobs/careers are best for you;
• Your capacity to succeed as an entrepreneur;
• How advantageous accepting a promotion can be;
• Your job prospects, including your ability to handle a management position;
• How your values align with your professional goals.

Why do employers use personality tests?

Examples of core values

• Integrity: A strong code of ethics is an essential priority for individuals who are to hold a front-facing position. Integrity is paramount for managers and employees who must stand for a company’s core values in addition to their own.
• Honesty: Being honest is more important than merely following rules and policies. A person who acts transparently can be trusted by colleagues, customers, and the public. In business, an honest attitude puts a person on a fast track to gaining the respect of their peers.
• Fairness: Offering everyone impartial and just treatment is indispensable on both a personal and professional level. It is paramount to treat people without displaying favouritism and avoid any form of discrimination. By treating other people with the decency they deserve, you ensure they will be comfortable around you.
• Accountability: An individual with strong core values is always accountable for their actions, including when they make mistakes. People quickly learn to trust accountable people. Likewise, always holding accountability in high regard is important to build self-trust.
• Holding on to promises: Whenever you make a promise, it’s critical to stay true to your word. Likewise, you should avoid making promises you won’t be able to fulfill. Making empty promises will let customers quickly know you are not to be trusted.
• Inclusion: Everyone’s life experience is different, but you should always consider that people with a different set of abilities than yours still have something of value to offer. Organizations succeed by allowing people with different backgrounds and skill sets to cooperate. If you are in a leadership position, you should make sure all your subordinates have access to equal opportunities.
• Humility: No one is born knowledgeable. Moreover, every single person knows something you do not and from which you could benefit..To wade through life as a know-it-all and dismissing opportunities to learn from others is a way to unequivocally end up unhappyo end up unhappy. Continuous learning is the foundation upon which the most successful companies are built.
• Teamwork: Two heads are better than one, and when it comes to professional environments, the more the merrier. When people work together, they are able to quickly achieve things that would be otherwise tedious and time-consuming. A manager needs their employees to work as a team just as a ship captain needs a lighthouse to arrive safely to port.
• Passion: If you’re not passionate about the life you lead, it may be the time to start making changes. Passion allows people to conquer mountains and create beautiful works of art. Finding joy in one’s life will improve the quality of your work. Moreover, it will help you accomplish innovative and creative endeavours.
• Craftsmanship: Having the drive to set high standards and sticking to them is valuable in your personal and professional world alike. In the eyes of the vast majority of customers, a company is only as good as the goods and services it provides. Doing your best and constantly learning how to improve your craft will guarantee you will be the right person for the job, wherever and whenever.

How to discover your values

Identify what life experiences make you happy and proud

You can define an outline of your core values by looking back at examples in your professional and personal life where you have been happy and satisfied with your outcomes.

When doing so, you should consider:

• What actions were you performing? For example, if you’ve previously held a job at a convenience store and felt at your best when working the cash register, that may have been because you were happy to deal with customers.
• Who was there with you? Some people work best with others while some are happier and more productive when they are by themselves. You ought to consider the qualities of the company with which you are contenting yourself as it will reveal many insights about yourself. For instance, if you somehow feel eager to deal with difficult emotions, then you may have what it takes to become a counselor.
• What factors contribute to your happiness? From the time of day to the type of clothes you were wearing, there are many secondary factors to consider when gauging how a situation made you feel.

Consider what your top priorities are

A little bit of introspection goes a long way when you’re trying to discover what your core values are. When making important life decisions, such as choosing a career path, keeping your priorities in check will guarantee you will be happier with your choices.

You can start by writing down a list of your core values. Afterwards, you should visualize life situations where those values come into play. You should compare and contrast your top core values and pick the ones that are worth the most to you. For instance, if you are very interested in helping others and becoming a more worldly person, then looking into foreign aid work opportunities may be beneficial to you.

Reaffirm your list of core values

Your values should fit your lifestyle and the vision you have for the future. Don’t be afraid to give your list of values a second look and make changes if you think you’ve made a mistake.

Important questions to ask yourself include:

• Do your values give you a sense of pride?
• Would you be comfortable talking about your values with the people you respect and admire?
• Could you stick to your values even when the choices you’d make impact your popularity and social standing?
• Would you be ready to make compromises so your lifestyle can align with your values?

Take an organizational values assessment test

You can gain a better understanding of what your top core values are by taking a professional values assessment test. The ID-Values Test (OVT) is the ideal tool for any individual or organization looking to evaluate their principles, ethics, and moral standards from an organizational perspective. 

Previously known as the Organizational Values Test – Pyramid Format (OVT-PYR), the ID-Values Test can be used to study the organizational values of employees, managers, and potential new hires. As a recruitment or development assessment tool, the ID-Values Test gives companies and organizations a strategic view into applicants’ moral standards and cultural fit.

The test can be used to help answer several questions about a person’s values, including:

• Does an employee’s hierarchy of core values align with those of an organization?
• What organizational values are shared among the managers of an organization?
• Are the same organizational values shared by different groups?
• Can the organizational values shared by members of different work environments facilitate the merger between two companies, divisions, or departments?
• What organizational values help improve employee happiness and personal success?
• Does an organization offer an environment that corresponds to its employees’ professional life goals?

The ID-Values Test consists of 40 multiple-choice questions and can be taken in less than an hour. The test contains no right or wrong answers. It is meant to define the core values of a person as well as identify what work-related values align with those of a company. Organizations that choose to include the test during the selection of new hires can ensure a stronger fit, in addition to higher employee engagement and retention rates.

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The American founding father and philosopher, Tomas Payne, left us with a clear-cut understanding of leadership: You can lead, follow, or get out of the way. Leadership qualities are a prime asset, regardless of your line of work or your life goals. Many people have lived their whole lives unaware they have what it takes to be a successful leader. However, before measuring one’s leadership skills, it is important to understand the characteristics and personality traits that make up a good leader.

What is leadership?

Leadership is the ability to guide and influence a group or an organization. Leaders can maximize the efforts of those around them toward the achievement of a common goal.

What makes a good leader?

Potential leaders are not distinguished by their pay grade or seniority but by being people with the initiative to make great things happen. Leaders can take the helm and guide those who follow them through thick and thin.

The characteristics of a good leader include:

• Successful leaders exert social influence: A good leader doesn’t need to be feared by their employeess to get the job done. While many people in leadership positions resort to authority and power to guide their efforts, a true leader can improve employee engagement by creating convenient and efficient work environments.
• A good leader values the skills of others: True leaders understand that everyone has valuable skills. Instead of being hands-on and micromanaging every process, good leaders trust in their workforce and their capacity to succeed.
• They create their own leadership style: There is no cookie-cutter approach to leadership. Great leaders come in all shapes and sizes. Not everyone is a natural-born leader, but those with the right mindset can develop leadership abilities.
• Leaders have goals: The main difference between a leader and other influential people, like vapid social media influencers and scam artists, is that leaders have productive goals to achieve. The efforts of people with leadership capabilities are not only for their personal benefit but also for their teammates and society.

Why are leadership skills important?

Leadership skills are indispensable as they are the cornerstone to growth and productivity. Assertive leaders who treat their workers with integrity and compassion instill confidence in their teams, giving them the determination to do their best.

Every workplace requires people with effective leadership qualities because:

• Good leaders provide focus: An organization without a leader is like a ship without a captain. Leaders are responsible for explaining objectives and setting clear goals. When working under a good leader, all employees understand what they are trying to achieve with their work. Leaders can check their employees’ progress without being intrusive and resolve issues before they get out of hand.
• Employee productivity rises: Employees work to their full potential under effective leadership. Leaders understand the capabilities and technical skills of their teammates. They use this knowledge to give them assignments that take advantage of their strengths to the fullest. Additionally, leaders are empathic individuals and can motivate and encourage other people to do their best.
• Leaders make the big decisions: The success of the decision-making process relies on those in leadership roles. Good leaders have the abilityto make impartial decisions that benefit the project at hand as well as their employees. Likewise, they can assume responsibility for the outcome of their decisions. A good leader will never shift the blame toward other people when they make a mistake.

How to decide between two candidates

The benefits of becoming a better leader

• Initiative: As you improve as a leader, you’ll never let a dull moment go by. You will start to see new opportunities everywhere and won’t be frightened to take action. In addition, you’ll be able to anticipate future challenges and plan for them accordingly.
• Trustworthiness: Becoming a better leader will not only improve your self-confidence, but it will also let other people know they can place their trust in you. People who lead with confidence and compassion motivate their teammates and gain their respect. Leaders can give advice with confidence and have a positive impact on the people around them.
• Assuredness: A leader is the kind of person who can set a clear and precise business strategy and follow through to the end. Still, if circumstances change and a course correction is required, true leaders do not flinch. Good leaders receive challenges with open arms and are ready to adapt and overcome them.
• Moderation: As a better leader, you’ll learn to differentiate between the privilege of being a boss and the responsibility of leading people. Instead of spreading yourself thin trying to run every aspect of your projects, you’ll learn when it is necessary to give others the freedom to do their work, try new things, improvise, and even fail.
• Self-improvement: Leaders have the drive and confidence to revise their goals and accept when they’ve made mistakes. If you consider yourself to be a future leader, then you must be ready to look into your flaws and mistakes and learn from them. If you apply yourself, you’ll eventually improve your capacity to lead without even trying.

Why do employers use personality tests?

How to improve leadership skills

Examine your strengths and weaknesses

The ancient Chinese master, Lao Tzu, once said: “He who knows others is wise. He who knows himself is enlightened.” If you know what your strengths are then you can use them to your advantage. In the same vein, being aware of one’s weaknesses is the first step toward improving them.

For instance, if you are a very sociable individual, you can turn that part of yourself into a key aspect of your professional development. The same energy that lets you become the life of the party can be repurposed to motivate your teammates to go all out. If you’re more of a reserved type, then you will be able to multiply your chances for leadership success just by ironing out your communication skills.

Learn how to work with others

The best way to succeed in life is by helping others succeed as well. Soft skills such as patience, empathy, and the drive to collaborate should be as important to a leader as their capacity to handle complicated tasks. As a leader, you should expect to give instructions and explain information over and over again. If you do this reluctantly, then employee morale will suffer as a result.

A leader is also a teacher. Employees look up to leaders to understand how their work should be done, and by teaching them, leaders strengthen their grasp of the processes they’re already familiar with. Additionally, leaders are people who are not afraid of letting their employees share their own knowledge. Remember that every person you’ll meet knows something you don’t.

Be open to new work experiences

A person doesn’t know what walking a thousand miles feels like until they’ve done it themselves. A great way of measuring your leadership competencies is to volunteer for new tasks whenever possible.Doing so will not only enable you to acquire new skills but also give you an opportunity to take on new challenges.

By trying new things, you will learn the value of remaining calm and level-headed in the face of adversity. This way, you’ll better understand how your teammates feel when they are requiredto fulfill tasks that are new to them. Meanwhile, gaining experience in diverse areas is useful for people who make decisions and give instructions, as they’ll know exactly what kind of effort they are demanding from their employees.

How to improve your hiring process

How to measure leadership skills

Discover the best assessment tools for measuring leadership effectiveness with HRID’s ID-Leadership test. This test assesses a wide range of skills to measure leadership capabilities. The ID-Leadership test is ideal for individuals who seek or already have a management or mobilization role but can nonetheless be useful for measuring the leadership development of any person.

The ID-Leadership test can effectively gauge leadership skills by measuring the following:

• Leadership style: Assess leadership skills to learn if a person prefers to focus on the rewards of good leadership or if they are more driven to empower others for success.
• Source of motivation: Determine the external and internal factors that motivate a person to exercise their leadership skills.
• Focus: Measure potential leadership performance based on a person’s preference for control or flexibility.
• Fitness for work environments: Discover what work environments are ideal based on a person’s leadership style.

From those embarking on a career in business to existing leaders looking for a capable successor, the ID-Leadership test will give you the information you need to accomplish your goals. As part of a leadership development program, the test is a high-rate tool to gauge leadership profiles and learn how to become a better leader.

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A healthy and safe work environment works for everyone’s benefit and should therefore be everyone’s responsibility. While legislators, employers, and managers can devise the most precise strategies to deal with workplace-related risks, the workers’ capacity to follow them is what determines their success.

Why is it important to test your team’s health and safety culture?

Good health and safety practices protect workers, subcontractors, customers, and thepublic whenever they interact with your organization. Every person involved with your company has a responsibility to adhere to certain health and safety standards.

Through safety training and assessment, companies can help prevent potential injuries, material losses, and even somebody’s passing due to an accident. Not only are good health and safety practices beneficial to productivity, but they can also have a positive effect on staff turnover, sickness absence, and the quality of management.

The implementation of adequate health and safety standards benefits:

• All workers and direct employees;
• Management;
• Temporary workers;
• Subcontractors and freelancers;
• Clients and partners;
• Anyone who visits the business premises.

How to assess the problem-solving capabilities of your team

What should be tested?

Understanding your team’s attitude toward health and safety means learning how well workers comprehend and adhere to safety policies. Additionally, employee attitudes towards health and safety, including their comprehension of why policies are enacted and their capacity to follow them, goes over and beyond the mere knowledge of rules and regulations.

Understanding workplace hazards

It is unavoidable for workplace activities to generate potential hazards. However, the range, nature, and distribution of these depend on the type of work performed. As you can imagine, the safety needs of a construction site are not analogous to those of a hospital, an office or retail space.

Employees must be sensitive to potential risks related to their workspace to lessen the chance of accidents happening. Many industries implement processes to guarantee the safe fulfillment of tasks, and every employee should not only be able but also willing to follow them.

Adherence to health and safety management systems

Through organization and taking the proper precautions, companies can minimize the occurrence of workplace hazards. Nonetheless, negligent workers can diminish the value of the best safety policies if they don’t follow the rules.

All members of an organization should understand and adhere to the following:

• Policy: All employees should understand that policies exist. Not only is an up-to-date set of regulations essential to guarantee their physical and mental well-being, but it has also been written to meet all legal requirements.
• Organization: From understanding general procedures to the meaning of workplace-specific safety signs, the competency of employees is dependent on their ability to adhere to organizational processes. A team’s effective capacity for cooperation and communication is necessary to guarantee safe working standards.
• Performance: Measuring performance is beneficial to improve operational efficiency as well as safety-related procedures.

Health and safety culture

The health and safety culture of an organization is one of the most crucial factors when it comes to keeping a workplace risk-free. It is possible to measure many aspects of a company’s safety culture. For instance, one can measure a team’s competence and capacity to cooperate and communicate. By doing so, these can be managed, supported, and improved.

The health and safety culture influences the behaviour of individuals at every level of an organization and shapes the way daily procedures are handled. Creating strategies to promote a positive health and safety culture is beneficial to all areas of a business.

Measuring progress

When organizations plan ahead, they should always keep health and safety concerns as one of their major priorities. If one does not periodically analyze the state of a company’s health and safety knowledge, then there is no way of knowing if it has improved or deteriorated.

To ensure the success of future safety plans, the planned objectives should align with the SMART method. That means that plans should be:

• Specific,
• Measurable,
• Attainable,
• Realistic,
• Time-bound.

By having a concrete idea of a team’s health and safety culture, companies possess a measurable value to gauge the success of their strategies. Aside from monitoring, if goals and objectives are met, managers should also keep an eye on how employees perform their tasks and what results are obtained. Rewarding employees for their accountability and adherence to good health and safety practices can have a positive impact on performance.

How to test for logical reasoning

When to test your team’s health and safety culture?

The assessment of the health and safety of a work environment should be a perpetual process. Periodic assessments of health and safety are essential to ensure no one will be harmed or mistreated. An organization will not be held liable for any potential issues if the proper steps are taken to keep the workplace safe.

How do you test your team’s health and safety culture?

The most efficient way to measure the health and safety culture of a company’s workforce is to perform routine testing procedures. Regardless of the type of industry your business operates in, the workforce must learn how to perform their tasks out of harm’s way and understand all the safety rules.

Identify potential hazards

Understanding the potential hazards specific to your workplace can help you accurately gauge your risk assessment levels. A factory setting, for example, contains several conveyor belts and other equipment that could easily catch someone’s hair and end up in an emergency situation.

Common occupational health and safety hazards to look out for include:

• Falls: Falling due to losing one’s balance or due to a misstep is a very common occurrence. Tripping hazards abound in many workplaces. Cables running through the ground can cause someone to trip and poorly lit rooms can be lethal to someone in a hurry.
• Physical trauma: All work environments must be able to provide enough room for people to be able to move unrestricted. However, people bumping into one another due to hastiness or obstacles along the way can lead to an accident. Employees must know the importance of adhering to good safety standards like using their helmets and boots. Other important safety measures include not running and staying out of the way of forklifts and other vehicles.
• Temperature-related hazards: Heat and cold over a certain threshold can be harmful to people. Sources of heat that may be hazardous can include ovens in kitchens and heavy machinery while operational. Employees should be aware of how to operate equipment in order not to cause it to overheat.
• Fire hazards: Fire is a very dangerous hazard. Unfortunately, many fire hazards occur and a single spark can suddenly devour a whole workplace if not rapidly dealt with. Any source of heat or electricity is a potential fire hazard. Many workplaces, such as offices, contain paper documents and wooden furniture, which can very easily be consumed by fire.

Use a workplace health and safety test

There is no point in implementing the best security measures and procedures if the people who are meant to follow them do not do so. Companies should strive to have a comprehensible assessment of how well their employees are acquainted with good health and safety practices. Moreover, modern workforce assessment tools can let employers know their employees’ perceptions of the importance of safety.

Testing procedures help employers better understand the people that collaborate with them. The results of tests can let a company know the overall strengths and weaknesses of its workforce. Testing can also be used during the pre-employment assessment of potential hires to see their aptitudes, motivations, culture fit, and much more.

HRID’s safety test

The ID-Safety (Saf) test is the best resource to analyze your team’s workplace safety culture. The test measures the fundamental factors for safety in the workplace. Anyone who operates in an environment that requires safe behaviour, from a hospital to a factory floor, can gauge their workplace health and safety culture through the test.

Four fundamental factors for good workplace health and safety are measured by the test:

1. Attitude;
2. Motivation;
3. Perceptions of the importance of safety;
4. Personal characteristics.

The Id-Safety test consists of 104 multiple-choice questions and 2 ranking questions. It takes around 30 minutes to complete the test. It is possible to take the test in English, French, and Spanish. The ID-Safety (Saf) test is an efficient assessment tool for both organizational development and recruitment purposes.

An organization that regularly uses the ID-Safety test can gather valuable insights into its general safety profile. This will help determine the overall possibility of risks in the workplace.

When taken into the decision-making process, this information can be used to reinforce an organization’s vulnerabilities. The ID-Safety test can be taken in tandem with the ID-Cognitive, ID-Mechanical, and ID-First Line tests to receive a complete evaluation.

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Attention to detail can make the difference between a good job and a great one. Great attention to detail can transform the way a company operates and ensures improvements to workplace productivity, efficiency, and performance.

What is attention to detail?

Attention to detail is an individual’s capacity to be thorough, accurate, and consistent with their work. Attention to detail skills allow those who have them to perform detail-oriented work with greater ease. These people make an indispensable asset to any company or organization that hires them.

Paying attention to details can make a huge difference in the way work assignments are fulfilled. For instance, a salesperson with a keen eye for detail may be able to up-sell more often, while also making fewer mistakes.

A high level of attention to detail is not a trait seen in all people but is nonetheless very desirable to employers. After all, measuring attention to detail in candidates for a job position can substantially increase the value of the hiring process.

People who excel at attention to detail exist in all industries, but are especially valuable for the following job positions:

• Accountants,
• Auditors,
• Computer programmers,
• Data analysts,
• Doctors,
• Editors,
• Graphic designers,
• Inspectors,
• Laboratory technicians,
• Nurses,
• Translators/interpreters,
• Pathologists,
• Pharmacists,
• Pilots,
• Surgeons.

Why is attention to detail so important in the workplace?

Attention to detail boosts productivity. In addition, it prevents a person from doing something that may be detrimental to the goals of a company. A lack of attention to detail may lead to mistakes that can impact both profits and the health of individuals.

People who pay attention to details make fewer mistakes

An employee of a company making a mistake can affect its performance in several ways. For instance, a community manager can accidentally harm a business’s reputation with a careless update. Other forms of careless behaviours can have even harsher consequences, such as financial losses, legal troubles, or accidents.

Even the smallest of careless mistakes can have huge ramifications in the long run. For example, a misplaced decimal point made scientists tenfold overestimate the iron content of spinach. This made the whole world believe for most of the 20th century that the vegetable was a “magical” source of vitamin A (source). While this accident led to the creation of Popeye, it also shows how a small misstep can drastically change future outcomes.

Detail-oriented job candidates will deliver high-quality work

For individuals with high levels of attention to detail, turning in their work isn’t enough. Just as a sculptor makes sure their art is beautiful from every angle, an attentive worker will take pride in ironing out their mistakes and delivering their best. This type of employee can perform their duties without the need for close supervision, as one can trust them to always turn in good work.

In contrast to an employee who will only perform well when being under scrutiny, a detail-oriented worker aims to make the way they fulfill their duties more efficiently as they gain experience. They instinctively create new strategies and workflows to remain consistent with the quality of their work. Likewise, they are eager to provide solutions to improve the way their teammates do their assignments.

On the other hand, employees with poor analytical skills will rush their work. In an effort to provide quantity over quality, they may end up lacking in both. An employee who can’t be relied on may be in need of constant supervision. This means that other team members may need to spend time tutoring this person or fixing their mistakes. This can reduce overall productivity and create resentment or infighting within an otherwise cooperative team.

How to decide between two candidates

Detail-oriented work creates stronger customer relationships

Everyone prefers to work alongside someone who does their job well and is eager to do it. Detail-oriented job candidates are able to leave a lasting good impression on customers, who will in turn associate it with the brand and the services it provides. Customer loyalty and engagement are major drivers for business, so they should always be put front and centre.

Attention to detail goes beyond being able to notice patterns and mistakes. Dealing with customers is also an emotional activity, and individuals with high attention to detail may notice nuances in customers’ behaviour which they can use to serve them better. Having good manners and knowing how to communicate are also attention to detail skills.

How to test attention to detail before and during an interview

Implement pre-employment assessment tests

A surefire way to identify the strengths and weaknesses of potential new hires is to have them take the right cognitive skills tests. For instance, one can easily tell if someone has good math skills if their numerical reasoning test times are short and their answers are still correct. Likewise, other traits like attention to detail and personality can also be measured using psychometric tests.

There are many advantages to making potential employees take ability tests. To begin with, you can increase operational efficiency and reduce turnover by hiring employees ready to give their all. Moreover, you will not have to wait until a complex situation arises for your employees to test their mettle, as you will already have all the details of what they’re capable of.

Why do employers use personality tests?

Pay attention to CVs, cover letters, and portfolios

If a job candidate has good attention to detail, they will probably let you know from the moment they first establish contact. The documents a job candidate delivers to a potential employer, including their CV, cover letter, and portfolio, will let you know how they approach a matter as important as a job interview.

You can gauge the textual attention by taking a look at the way they communicate in written form. When looking at a prospective job candidate’s CV, make sure not to limit yourself to the written content and also assess its structure, grammar, spelling, and capacity to convey ideas.

Take note of applicants’ behaviour during the interview

First impressions can tell a lot about a person. If someone doesn’t get there on time or requires that questions be repeated to them too often, you may be dealing with an individual who is not there to give their all. In the same vein, detail-oriented candidates will make sure to look presentable and act well-mannered during their interview.

Observe the content of their answers

Detail-oriented people rarely give blunt yes/no answers to job interview questions. They’d rather offer details and examples to support their ideas rather than just answer vaguely.

See how acquainted potential hires are with the company

If a candidate has prepared themselves for a pre-employment assessment, then they may already be partially acquainted with the work you do. Interested job candidates may have visited the company’s website or performed similar research. Moreover, they may already know about the company culture and values and consider themselves to be a good fit.

Identify different types of attention to detail

Try not to confuse an individual with good attention to detail from one who is too anxious to deliver their work appropriately. If someone is a perfectionist but isn’t goal-oriented, they may spend too much time and resources over-correcting projects that are ready for delivery. Always make sure that an individual’s attention to detail is beneficial to their professional performance.

How companies test leadership qualities

Attention to detail interview questions

• Would you rather focus on the “big picture” or on the smaller details? When askingthis question, you should offer a hypothetical situation as a basis for your preference.
• Do you think of yourself as a perfectionist and why?
• Do you have any strategies to check for quality?
• How do you deal with the quality of your work when working under a tight deadline?
• Have you ever had to sacrifice quality to overcome a tight deadline?
• How do you manage daily work assignments?
• Do you use any tools or technologies to help you stay organized?
• When you plan ahead, do you focus more on quality or quantity?
• Are you capable of limiting distractions in the workplace?
• Do you have any techniques to find errors that are easy to overlook?
• How would you deal with a manager or superior who is making an error? How would you communicate it to them?

The best attention to detail test

Employers looking for the ideal attention to detail test for potential new hires can rely on different solutions, including the ID-Cognitive (Cog) test, the ID-Personality, the ID-Alphanumerical, the ID-Verification and the ID-Numerical. Each of these tests assess a different portion of the attention to detail.  The ID-Cognitive (COG), previously known as the Work Applied Cognitive Ability Test (WAC-AT), goes beyond measuring mere attentiveness and can measure an individual’s cognitive processes, critical thinking, problem-solving skills, and much more.

Cognitive ability testing can be used to know a job applicant’s ability to overcome many different types of challenges. This includes their proficiency when using logic, as well as their verbal, numerical, and spatial reasoning skills. The development of brain connectivity and other important soft skills can be predicted by good reading skills (source).

The ID-Cognitive test improves the efficiency of the job application process regardless of the position that needs to be filled. The test is a good indicator of future job success, so it can be used to gauge the abilities of both internal and external hires. Through a proper assessment of attention to detail, you can guarantee your new hires will have the skills to excel, succeed, and help your company grow.

The ID-Personality, formerly known as the Work Approach and Behaviour Test (WABT) looks at the attention to detail from the standpoint of personality.  Some of us are naturally inclined to look at details, while others are more comfortable looking only at the overall view. Personality is thus a critical factor when assessing attention to detail.

Finally, the ID-Alphanumerical, the ID-Verification and the ID-Numerical all look at this competency from a skill perspective.  These tests will assess whether someone is capable of being attentive to detail when reproducing numbers or letters or when verifying information.

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Certain aspects of a person’s character cannot be measured by trusting our instinct. For example, the next Albert Einstein could be sitting next to us on the bus looking down at their phone, and we would be none the wiser. The capacity an individual may have to learn, draw conclusions, or solve problems is imperceptible to the naked eye.

Working with the best people should be in every employer’s best interest. However, it can be tedious to assess a candidate’s ability for critical thinking and other valuable cognitive skills upon meeting with them or simply reading their resume.

What is a cognitive ability test?

A cognitive ability test is a type of exam that measures a person’s reasoning skills and cognitive ability. Cognitive ability assessments can describe several features of a person’s intelligence, including their knack for problem resolution and capacity to adapt to various situations and environments.

As a pre-employment test, a cognitive aptitude test can be performed to gauge the cognitive skills of a job applicant. Cognitive tests can be used to figure out if a person is suitable to occupy a certain position.

How to spot a lie on a resume

What gets measured with cognitive tests?

Also known as a person’s general intelligence, cognitive skills are an individual’s capacity to reason and process thoughts. By measuring a person’s cognitive ability, one can calculate the speed at which someone can solve problems and arrive at conclusions regardless of life experience.

What kind of questions are on a cognitive test?

The types of questions an applicant will have to answer depend on the test being taken. This is because certain aspects of a person’s intelligence, such as their capacity for numerical or verbal reasoning, can’t be accurately measured using the same methods.

Why should recruiters use a cognitive ability assessment when hiring?

Cognitive ability assessments will let you know which job applicants can bring the best cognitive skill set to the workplace. These are the type of people who will not just get the job done, but can do it better than the vast majority of the population.

Cognitive assessment tests work at all levels of the hiring process

Cognitive tests provide HR professionals with a precise employee assessment tool, regardless of the position that must be filled. Gauging performance via cognitive ability testing can help during the recruitment process of entry-level employees, as well as that of managers and executives.

A person’s capacity to understand new technology can be measured by a cognitive aptitude test

In the current globalized job market, innovation is the name of the game. Technologies that were considered to be cutting edge just a decade ago are seen as obsolete by today’s standards, and the technological train just keeps gaining speed.

Research shows that the world is going digital. More than half of businesses have opted for a hybrid work model post-pandemic, and it is estimated that about 70% of the population is optimistic about the increase of technological processes in the workplace. It is expected that 97 million jobs related to AI augmentation will be created by 2025 (source).

While technological innovation brings many exciting new business opportunities, it also brings one crucial challenge. Technology changes fast and one must be able to quickly adapt to those changes to succeed in the 21st century. The presence of technological tools in the workplace has made soft skills such as conflict resolution, dependability, flexibility, interpersonal communication, and leadership much more valuable to employers.

Using a cognitive ability test to measure a person’s capacity to understand technology is advantageous for two main reasons:

• It guarantees that an individual is capable of learning how to use new systems and applications fast. This helps that employee and their team stay competitive and efficient even in times when the workflow is being reorganized.
• It determines if a person has skills that an AI will not be able to easily replicate. As dull and repetitive assignments are delegated to computers, these tasks are incapable of achieving a rise in value. Having a workforce with a strong and diverse cognitive skill set ensures a smooth transition into a future where technological advances create new job positions.

Tests for cognitive ability can help improve operational efficiency

Cognitive ability is a strong predictor of success. A study performed on the competencies of US Military personnel shows that cognitive ability was the best pre-training predictor of good academic grades and military GPA (source).

The HR department can be overwhelmed whenever they experience a high volume of applications for a particular position. If the applicants have performed cognitive ability assessments beforehand, then it is easier to differentiate those whose cognitive skills stand out from the rest.

Why are there so many types of cognitive ability tests?

Human cognition is an incredibly complex subject. The results of cognitive tests show how good a person is at the specific cognition function being tested for.

For example, abstract reasoning and mechanical reasoning are quite distinct. While the former requires someone to have complex thoughts about hypothetical situations, the latter is concerned with an individual’s understanding of mechanical principles. An individual who excels in one of these tests but gets a low result in another is in no way less intelligent than someone else, their intelligence is simply expressed through different means.

How to decide between two candidates

Types of cognitive ability tests

Since intelligence is so variable, no single test can accurately gauge one’s overall cognitive abilities. The following tests are used to discover diverse aspects of a person’s cognitive capacity.

• Problem solving
• Numerical reasoning
• Reading comprehension
• Spatial reasoning

Problem solving

A person’s ability to solve problems is measured by their capacity to make smart choices with the information they received. This includes learning how fast someone can identify a problem, and how good they are at using logic to solve it.

A problem-solving test can be used to assess:

• An individual’s competency at prioritizing tasks, including the creation and adjustment of schedules;
• The use of logical reasoning in the interpretation of data, as well as in the decision-making process;
• The capacity to analyze both textual and numerical data and draw conclusions;
• The ability to come up with efficient ways to follow instructions, based on their interpretation of the rules given to them.

Critical thinking

Critical thinking is someone’s ability to apply information meaningfully. Critical thinking skills include the capacity for inductive reasoning, or the ability to draw general conclusions from specific information. Someone’s capability to reach a specific conclusion from a general data set, known as deductive reasoning, is also a critical thinking skill.

Other information gathered by a critical skills test includes:

• A person’s ability to recognize assumptions
• Determining cause and effect
• Being able to recognize patterns and reorganize items based on interpreted connections

Numerical reasoning

Numerical reasoning tests are used to recognize how efficient a person is at working with numbers. Working with numbers goes beyond arithmetic, as it also includes the drawing of conclusions from graphs, tables, number sequences, and numerical values represented as text. Data-driven positions rely heavily on this type of skill.

A numerical reading assessment can be used to learn more about how a person:

• Identifies and interprets numbers as fractions or percentages;
• Recognize and can follow numerical patterns;
• Identify the main ideas of a text, table, chart, graph, diagram, and other representations of numbers.

Reading comprehension

In the same vein as numerical reasoning, reading comprehension tests calculate how quickly and accurately a person can read and interpret the essence of a text. This skill is indispensable in office environments, as it allows a person to properly send and understand communication, as well as learn new competencies.

Through a reading comprehension test, one can measure a person’s ability to:

• Identify the main ideas in a piece of text;
• Infer information from a passage.

Spatial reasoning

A person’s spatial ability is their capacity to understand the placement of objects in a given space. It is useful to people from all walks of life, from sportsmen to engineers. A person with a high affinity for spatial reasoning tasks can process visual information faster and nimbly act upon it.

What is the best cognitive ability test?

The ID-Cognitive (Cog) test has been designed to measure a wide variety of cognitive skills, helping employers get an accurate view of an individual’s general intelligence. This test can be used to observe how a person uses logical reasoning and performs verbal, numerical, and spatial mental operations.

There are as many ways to think as there are people in the world. For this reason, the ID-Cognitive test has been designed to calculate a person’s intelligence in diverse ways. This type of test evaluates the following criteria:

• Quantitative reasoning;
• General sequential reasoning;
• Language development;
• Written verbal language comprehension;
• Spatial ability;
• Perceptual speed.

Cognitive ability testing tools

If you need to hire the right people to handle complex work situations, then you can’t afford to just pick out a person on first impressions. HRID’s cognitive ability assessments offer employers the information they need to make solid hiring decisions and get the best person for the job.

HRID offers much more than just testing for cognition. Thanks to a wide variety of human capital testing processes, employers can use HRID tests to understand a person’s personality, motivation, and attitude towards their peers. Other perks of HRID tests are the prediction of job performance, the reduction of turnover, and the achievement of precise and reliable results.

Discover HRID’s test catalogue

Choosing a career path can be a stressful situation for anyone. We grow up listening repeatedly about becoming something when we grow up, and it is normal for the anxiety to build in as the decisive moment approaches.

What is a career test?

A career test is a type of exam designed to learn more about an individual’s particular skills, values, interests, and motivations. The questions found within career assessment tests challenge a person’s way of thinking and recommend different types of careers depending on their personal preferences.

How effective are career tests?

The effectiveness of a career test is remarkably high.  There are no right or wrong answers on a career test. In fact, the effectiveness of these tests will depend on the way they are answered, as the quality of the data will determine the accuracy of the results.

How do career tests work?

Career tests work by asking people for information that correlates with known data about skills, values, interests, and motivations. Professional psychologists and test developers design career tests to give participants the insights they need to make an informed decision about their professional future.

What is the best career test?

Previously known as Test 20/20 career, the ID-Career Test (Car) is the best option for those who wish to identify their career interests. By taking the test, you can learn what types of jobs fit your skills and personality.

The ID-Career Test consists of 226 multiple-choice questions and can be completed in the span of half an hour. Those interested in taking the test can choose to take it in English or French.

The ID-Career Test is based on the RIASEC model, considered to be more accurate when it comes to career assessment and preferences. This system identifies six distinct career domains.

The Six career domains measured by the RIASEC model are:

• Realistic: People who score high on this factor are better suited for going out and getting their hands dirty. From operating machinery to dealing with animals, these people can capitalize on their brawn. Things realistic people enjoy can be: having pets, gardening, fixing cars, and the great outdoors.
• Investigative: These people are driven by curiosity. Investigative individuals are interested in learning new things and spend a lot of time thinking. Naturally, these individuals may be drawn to a role in academia but being investigative can help you fit into many fields. Some things these people enjoy can be learning new subjects and languages. They also like partaking in intellectual sports like chess.
• Artistic: These people are able to transform their thoughts and emotions into original creations. Artistic people are better at thinking out of the box, bringing in new perspectives and solutions to challenges. Their hobbies include photography, painting, writing, cooking, and frequenting museums. Artistic individuals will often opt for advertising, design, and other creative professions.
• Social: People who score highly on this factor enjoy being around others. They tend to be extroverted and work great in a team. Social individuals have a wide range of options that can go from teaching to working for the government. As the name implies, social individuals love spending time with friends, performing team sports, and having fun. They also take an interest in activities such as volunteering.
• Enterprising: These individuals are ready to get out the door and conquer the world. They are risk takers, natural leaders, and always looking for the next opportunity. Their assertive nature makes them a good fit for a career in business, marketing, trading, or administration. Enterprising individuals enjoy working out at sports clubs and are interested in investment, self-improvement, and politics.
• Conventional: These people may not make a lot of noise, but they get the job done. They are able to stay organized and can work with pinpoint precision. They are needed virtually everywhere, so they have a lot of career options. Conventional people enjoy collecting things and researching things that interest them.

The ID-Career Test is especially beneficial to:

• Students exploring different career options;
• Job seekers;
• Employees seeking career mobility.

Identify career interests

8 tips to find the right career

1. Think about what type of future you wish to have

The career you choose will have a deep impact on the life you will have. Some people get out of high school ready to become doctors, lawyers, and engineers, while for others the prospect of deciding on a career can be quite intimidating.

Instead of thinking about settling for a specific job title, you should consider what sort of things you wish to do and then learn more about jobs where people get to do those things. If, for example, you feel you’d enjoy helping other people for a living, then you’ll be happy to know there are many types of jobs that focus on that. The job market is so varied that you can become a psychologist, a first responder, or even work for the government.

2. Discover your goals

The question “where do you see yourself in five years?” has become a clichéd staple of both employment applications and newspaper cartoons alike. Nonetheless, it is still a very valid thing to ask oneself. Instead of thinking about achieving your professional goals someday, you can start to move toward them by setting realistic goals to follow.

3. Know your strengths and weaknesses

Everyone is good at something, whether they realize it or not. You may not be the best person with words, but you can handle solving logic puzzles without a hitch. On the other hand, perhaps an office job isn’t suited for you, and you’d rather find a career path that gets you on your feet. You may even be able to find a position where you do things you enjoy doing in your free time.

Personality type also plays a role in a person’s career decisions. An individual’s satisfaction and capacity to get involved in work environments depends on how they act and behave in a team. Fret not, both extroverts and introverts can find a career their personality can fit into. Employers nowadays often use personality assessment tests when screening for potential employees.

Why do employers use personality tests?

4. Explore the job market

For better or worse, there’s not much demand for elevator operators these days. Many professions come and go, and you can guarantee your job security by looking at what is needed in the job market. For example, writing code has erupted in popularity due to how crucial it has become for businesses, consumers, and all types of organizations. If you find coding interesting and have the right mindset, you may be able to make a living as a software engineer.

5. Take things one step at a time

A journey of a thousand miles begins with a single step. Just as an architect doesn’t design an opera house on their first day on the job, neither should you have it all figured out from the get-go. If you learn more about entry-level jobs in an industry you’re aiming for, then you may find where your skills will be more appreciated.

While some positions will ask for a considerable amount of experience and credentials, others may be more lenient and even offer on-the-job training. Every job opportunity is a chance to become more skilled and experienced. Aptitudes you develop for an entry-level job may be transferable to future jobs, giving you an advantage over other job candidates.

6. Broaden your horizons

You could be looking for new job opportunities because you’re unhappy with your current position. Sometimes, one must sacrifice their stability for the chance of achieving their goals. While the prospect of changing careers may be daunting, taking the right steps toward it can help you keep your footing through the transition.

If you haven’t given career assessment tests a try, then you should put them on your to-do list. A career or personality test will give you many valuable insights on what types of careers fit your skill set and life aspirations best.

7. Reach out to a future colleague

Networking is an important part of job searching. People who already work in an industry can provide you with a lot of valuable information about their chosen path. By talking with experienced professionals, you can learn more about your salary expectations and what your day-to-day would be like.

8. Consider what makes you happy

Regardless of what job you do, you should be motivated to do it. Some people enjoy facing big challenges and can do a hard or risky job with a smile on their faces. Meanwhile, others prefer tackling small challenges one at a time. Likewise, some individuals are lone wolves, happy and capable of managing their own time, while others find joy in belonging to a team of goal-oriented people.

Why is an emotional intelligence test important?

Why work with HRID to find the right career?

HRID’s ID-Career Test (Car) is an effective method of learning your preferences for more than 1500 types of jobs. Additionally, you will understand your professional self better and receive insights on how to become better at your current or future job.

Taking a career assessment test can be useful for any type of professional, even those who are satisfied with their current job position. Career tests can give you information about what personal traits distinguish you as a professional.

Discover HRID Tests

The recruitment process is normally thought of as a challenge for those seeking to fill the position, but having to choose between two outstanding candidates can be just as stressful for employers. Interesting job positions attract the attention of all sorts of people, and finding the right person for the job can sometimes be like digging for diamonds in a coal pile. On the other hand, having to decide between two skilled candidates can also feel like a nightmare.

How do you narrow down a candidate for a job?

The best way to narrow down an extensive list of job candidates to only the most distinguished individuals is to devise solid selection criteria and be as consistent as possible with them.

Strong candidates will show their competencies through their resumes, employment applications, and any other communication they share with their potential employer. To guarantee you are bringing in the right people, you must make clear to them what kind of professional the perfect candidate would be. The hiring process should consist of choosing the people who best fit that job description.

How to improve your hiring process

9 tips to choose between two awesome job candidates

1. Use assessment tools

If you find yourself wondering how to decide between two good candidates, then you could use some assistance. In the world of today, many workplace tasks can be improved with the implementation of software, and the hiring process is not different.

Pre-employment assessment tools offer a fast, accurate, and cost-effective way to understand the competence of potential job candidates. The best recruitment tools can be used to select the top candidates from a large pool of potential hires. By basing your decisions on quantifiable data related to the skills and expertise of candidates, you can enjoy a more precise selection process.

How companies test leadership qualities

2. Proactively review resumes

A resume provides an employer with the information a job candidate is willing to share. However, taking the time to check and double-check resumes can also provide some additional information regarding a job candidate. For instance, you might assess how they have organized their information to determine how they might organize their documents at work.

Always keep an eye out for previous employment history. Be mindful of what jobs a person has had in the past, even if they are irrelevant to the current job. Soft skills such as critical thinking and being a problem solver transcend all careers and job positions. A person may have had the chance to develop them while working in another field.

3. Develop a standardized hiring process

You will not be able to discern between qualified candidates and inexperienced opportunists, let alone choose between two ideal candidates, if you lack a standardized hiring process. An organized recruitment process will be easier to handle and will give you more accurate insights into the capabilities of future employees.

An ideal job recruitment process should include:

• An attractive job description: While writing a well-worded job description is necessary, it is not enough to attract top talent. When you’re offering a job position, you must also be selling the job.

• Pre-employment examinations: Every applicant should be subject to the same pre-screening procedures to guarantee luck was not a factor in their success. You can use professional assessment tests to have an insight into the capabilities of potential https://hrid.com/en/our-tests/detail/?id=20hires.

• An involved interview process: Job interviews are the moment where job candidates test their mettle. Great candidates will be eager to let you learn more about them, so feel confident to be thorough with your questions. You may also wish to devise assessments to measure their technical skills.

4. Consider the culture fit

A drive for teamwork, agreeability, and social skills are all desirable qualities in a successful candidate. A person may have all the technical prowess in the world, but that holds no water if they don’t want to collaborate with their team.

If you must choose between two candidates with almost identical resumes and experience, then you might wish to choose the one with whom you believe work will be more enjoyable. Likewise, you should consider the person who seems comfortable around the work environment and has expressed their desire to have a workflow similar to yours.

This is a point in favour of inside hires. While people coming from outside the company may bring in different perspectives with them, those looking for employment from the inside are already familiar with their fellow employees and the company culture. You can learn more about a potential employee’s attitude via a personality test.

5. Don’t feel compelled to choose right away

If you have the time to think about your choice, then it is better to think before making a choice you may regret later. It may be wise to gather as much information as possible about the candidates, as something may come up that considerably favours one over the other. You should also contact the references they have written into their resumes, as they are key to understanding their previous work experience.

For instance, you may find out that one of the prospective hires has unreasonable salary expectations or a series of altercations with other employees at previous jobs. If this were to happen, then choosing the other will be simpler and more cost-effective. Additionally, it also means being able to avoid a person who will not be a suitable team member.

Professional assessment tools can be used to gauge the agreeableness of a potential employee. For instance, an ID-Personality (Tac) test can be used to evaluate how a person involves themselves in everyday work situations. Through this test, one can have an insightful assessment of a professional’s behaviour and other personal characteristics.

6. Consider each candidate’s enthusiasm

Some people go looking for a new job because they have the drive to improve and gain satisfaction as a professional. Others, however, are only looking for a job. When handling a job interview process, you should consider how genuinely passionate every candidate seems to be.

You should look for the following signs:

• Was the candidate engaged during the interview process?
• Did they show their interest in the job by asking questions?
• Was there any follow-up communication after the interview?
• Did they say something that made them stand out?

7. Don’t be fooled by first impressions

Sometimes good first impressions say more of a person’s capabilities as an actor than as a professional at a company. Unless you’re looking to hire a thespian, then you shouldn’t let your subjective opinion about a person be a predictor of their actual skills, experience, and professional attitude.

A major advantage of pre-employment assessments is that they can’t be fooled by neatly worded lies. An ID-Cognitive test (Cog) is able to measure a person’s verbal, numerical, and spatial reasoning skills, as well as their ability to think critically and pay attention to details. These tests can help assess the capabilities of both new hires and people in senior management roles alike.

8. Think about future expectations

When choosing the right candidate, you must consider if their short- and long-term goals align with your own. You might select a very qualified candidate without thinking about it twice due to their competencies, only for them to leave the company the moment they find a job with slightly better benefits or a shorter commute.

 9. Hire both candidates

If you’re having problems deciding between two highly qualified individuals, then the right choice might be not to decide at all. If your budgeting capabilities allow for it, then hiring both candidates may be the most beneficial choice eventually. After all, if they’re working for you then they’re not working for the competition.

Top-tier professionals are hard to come by, and surrounding yourself with the best talent is an effective business strategy in and of itself. Even if there is no immediate need for two new positions, assignments can be reorganized to be managed with an extra pair of hands in mind.

HRID can help you select the right candidates

Discover the true potential of your current and future employees with HRID’s revolutionary employee assessment solutions. HRID improves the efficiency of the hiring process by providing companies with accurate information about a candidate’s cognitive ability, problem-solving skills, personality, and much more.

Discover our employee assessment tests

Many people are drawn to horoscopes and “what your favorite soda says about you” online quizzes because learning hidden details about ourselves is fun. Personality tests can provide the same satisfaction with the advantage of also offering scientifically based information.

What is a personality test?

A personality test is an assessment tool that can be used to determine distinct characteristics of a person’s potential and attitude. As part of a company’s recruitment process, personality testing can be used to gauge the talent of potential candidates.

Why is personality testing important in the workplace?

When used appropriately, personality testing helps businesses create a diverse workplace where everyone’s skills complement one another. From giving employees the right assignments to choosing job candidates whose characteristics are needed by the team, the data gathered via personality testing can improve operational efficiency.

It is a common misconception that “there are only two types of people in the world”. In fact, there are almost 8 billion different human personalities in the world and that number is always on the rise (source). Everyone has their own special talent to offer to society (whether they’re aware of it or not), and a personality test can be the key that unlocks an individual’s true potential.

How do personality tests benefit employers?

Thanks to personality testing, the strengths and challenges of every team member can be known to them and their colleagues. This information can be critical for employers, as they can use it to know the true capabilities of their team and devise successful team-building strategies.

1. Discover your team’s strengths and weaknesses

The legendary Chinese tactician, Sun Tzu, said that “if you know your enemy and you know yourself, you need not fear the result of a hundred battles”. As leaders of a team, employers must know the capabilities of their employees if they wish for them to work as an efficient unit. Predicting job performance and the possibility of success is much easier if one knows the true strengths of the workforce.

Likewise, employers must overcome the enemy every person in a place of authority must face: Not understanding their challenges. From Julius Caesar to Napoleon, many great tenures have failed due to leaders overlooking their weak spots. Just like a small, unperceived crack can bring down a dam, a blind spot in your team’s ability set can have a negative effect on job performance, employee satisfaction, and overall productivity.

For example, imagine an employee who is brilliant at analyzing and acting on data-driven information, but has trouble when it comes to communicating with other people. If this person is put face-to-face with customers, they may be perceived as being aloof and uncharismatic. A personality assessment test can help determine this person’s ideal role in the company.

If the test results of an employee personality testing procedure are homogeneous, this is a clear indication that blind spots exist within your team. Access to this information will let you know what kind of people to look for during the hiring process to balance out your team’s skill set. In addition, information about their personality profile can help employees understand what skills to improve in order to raise the value of their labor.

How to improve your hiring process

2. Personality tests can improve communication and collaboration

Once employees are aware of their teammates’ personality types as well as their own, they will know when to help and when to ask for help. This heightened awareness of everyone’s value to the team improves communication between workers and reduces the chances of workplace conflicts happening.

Information about personality types can also improve the feelings of camaraderie between workers. The details about one’s personality are a very interesting subject to most people and may become a major driver of conversation during lunches and happy hours. Thanks to personality tests, employees will possess the right language to explain to their colleagues what motivates them.

3. Keep employee engagement and morale high

Finding value in one’s own work makes one a happy, motivated worker. When workers are satisfied with their job, they are unlikely to seek employment elsewhere. In this way, reorganizing the workforce using the data from personality tests helps businesses assign the right tasks for different employees. This will keep employee engagement high and contribute substantially to reducing turnover.

Every employee wants to understand how they fit into their team and within the workplace. When that information is clear, employees will know what responsibilities belong to them and how they can contribute to the goals of leadership. A transparent work structure where everyone is rightly positioned incentivizes honest attitudes and collaboration. Positive work environments motivate everyone to do their best.

How companies test leadership qualities

What does a candidate’s personality say about them?

A personality test can reveal crucial details regarding the candidate. These can be used to understand a candidate’s motivations and how their attitude will impact the culture fit. Moreover, it can be a great asset during any interview process because it may reveal if a person is suitable for a specific position.

Personality tests offer information about what a person enjoys and dislikes. A personality test can reveal information about someone’s character, preferred career paths, and preferences when it comes to relationships with other people.

What to expect from personality testing

A personality test is composed of a series of questions that communicate what kind of person someone is. Personality tests ask people to position themselves towards specific statements. There is no passing grade in personality tests, and no one should have a reason to be dishonest with their answers.

How to test for logical reasoning

What is the best personality test tool?

The ID-Personality (Tac) test is an integral resource to identify if an individual’s personality will fit well a company culture and specific job position. The test takes into account unique personality traits and behaviours that can’t be easily recognized through a job interview.

Previously known as the Work Approach and Behaviour Test (WABT), the ID-Personality test has been designed to evaluate how an individual would approach daily work situations. This includes a complete assessment of every person’s behaviour and an accurate profile of their personal characteristics.

Learn more

Assessment tools to make recruiting more effective

As a pre-employment personality test, the ID-Personality (tac) can give you a view into how a person communicates, how they would feel in different situations, their career prospects, and much more. Since it is intended for professionals in general, the ID-Personality test is effective at all levels in an organization.

HRID’s personality test

The personality test provided by HRID is an efficient assessment tool thanks to the provision of a professional analysis of the results and the creation of intuitive and insightful reports. Once leveraged, the information gathered through personality tests will create considerable value for your organization.

HRID offers multiple reports to help companies achieve the complete pre-employment assessment of a potential employee. A complete personality assessment can be performed using the data from the following four specific reports:

1. Competency report: This type of report measures a person’s extraversion, agreeableness, conscientiousness, emotional stability, and openness by gathering information about 25 distinct personality traits and competencies. It includes a section that talks about personal interests and compatibility with different types of careers.
2. Management report: This report is produced using the same criteria as a competency report, but presents information related to the target position.
3. Report with quotients: The sections of these reports correspond with those of a competency report, but three concepts are included: social, environmental, and emotional quotients.
4. Psychometric report: This report displays results based on the raw data gathered from a person in reference to the general population or a population composed of managers.

The insights gathered by the ID-Personality (Tac) test can be used to know how to improve the performance of employees. The test results will let you identify what training efforts are needed and what actions should be taken to improve employee engagement. Together with other types of tests provided by HRID, you can get the full picture of an individual’s nature and cognitive ability.

One of the most common combination of tests used by organizations includes a personality test such as the ID-Personality (Tac) and a cognitive ability test such as the ID-Cognitive test or the ID-Problem-Solving test .

The ID-Cognitive test measures various cognitive skills and can produce an assessment of a person’s general intelligence. This test can measure how a person applies logic. It also analyzes their ability to perform diverse verbal, numerical, and spatial mental tasks.

The ID-Cognitive test reveals how a person thinks in particular ways, including their approach to:

• Spatial reasoning;
• Verbal reasoning;
• Reading comprehension;
• Problem-solving skills;
• Attention to detail;
• Critical thinking;
• Numerical reasoning.

Good verbal, numerical, and spatial reasoning skills are critical for most job positions within a company, as well as prime indicators of job success. ID-Cognitive tests can help assess the ability of people in senior management roles to make complicated decisions at stressful times. Additionally, they can show if a potential employee is a fast learner and thereby can potentially grow professionally within your organization.

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The ID-Problem-Solving test assesses how a person deals with real-life problems by measuring their performance during diverse problem-solving exercises. An ID-Problem-Solving test can precisely gauge an individual’s ability to analyze items and use logical or deductive reasoning.

Together with a Personality test, these tests provide most of the information you are looking for when assessing a candidate for a position. Not only do you understand how they respond to situations but can also check whether they have what it takes to solve the problems they are likely to face in their jobs.

Browse our test catalogue

Many job positions in today’s digital age require candidates to have computer literacy. One of the biggest parts of being computer literate is having a comprehensive knowledge of Microsoft Excel. Microsoft Excel is one of the most utilized computer programs within the workforce.

No matter the industry you are in, the likelihood of having to work with Excel during your career is high. To help you understand how important possessing basic Excel skills is, we created this expert guide. This will help you improve your prospects as a job seeker.

Why are Excel skills important in the job market?

Excel skills are important in today’s digital job market for positions related to administration, accounting or finance. Excel allows you to improve productivity at work because it makes it easier to process information. Through ordering, data filtering, and  searching, employees can optimize time management and achieve positive results at work.

It is common to find spreadsheets with models of invoices, budgets, amortization of fixed assets, treasury forecasts, cash control sheets, loan amortization tables, sheets control of financing lines, etc. Anyone who has applied for a job position related to administration, accounting or finance, has likely heard the following question: what is your skill level in Microsoft Excel?

Put your Excel skills to the test

What can you do with Excel skills?

Excel is a powerful tool having endless capabilities. Here are examples of helpful things that you can do with advanced excel skills:

• Balance sheets,
• Organize budgets,
• Track inventory,
• Organize and analyze data,
• Track expenses,
• Create graphs and tables,
• Identify trends in data,
• Predict future data outcomes,
• Solve mathematical sums,
• Create reports and dashboards,
• Coding,
• Statistical analysis.

What are considered strong Excel skills?

There are a few advanced Excel skills employers look for when trying to identify job candidates who are proficient using Excel, such as:

• Knowing how to build a pivot table.
• Being able to use flash fill or auto-fill.
• Being able to build and apply formulas such as INDEX MATCH.
• Knowing how to use and apply filters.
• Being able to transfer data into a chart or graph.
• Sorting of statistics and related entries.
• Advanced conditional formatting.
• Macros and Visual Basic for Application (VBA).
• Data simulations.

Realistically, you need to demonstrate  having a strong command over all of the functions within the Excel software.

How to test for logical reasoning

5 Excel skills sought by employers

Although it is always beneficial to master as many Excel skills as possible, if you are new to the world of Excel and are in the process of learning all the functions, it helps to know which skills are most  important and the ones employers seek.

1. VLOOKUP

Excel is used by huge companies that have a vast amount of data that they need to store and organize, which is why mastering VLOOKUP is essential. VLOOKUP allows you to instantly identify the pieces of data that you need in a table or a range by row at any given moment.

2. Pivot Tables

It is impossible to have a conversation about Excel skills without discussing pivot tables. This is the ultimate tool for organizing, summarizing and presenting data in an informative way. As Excel’s prime purpose is to organize and manipulate data, it is virtually impossible to have a strong command on the software without knowing how to create pivot tables.

3. Basic Macros

The jobs that require the use of Excel can often be repetitive. Knowing how to use and perform basic macros will take some of this draining and monotonous repetition out of your daily workload. Macros work by recording what you do within Excel and giving you the possibility of replicating the steps to prevent you from having to manually do it. As you can imagine, this can help you save valuable time and make you more efficient in your role.

4. Create graphs and charts

It is valuable to know how to enter relevant data into an Excel spreadsheet, but leaving the information behind and not doing anything with it is not really helpful.. In most cases, employers expect you to know how to present the data you have been given, which is where graphs and charts come into the equation.

Creating charts and graphs provides you with a tool to visualize your findings, hence making presentations and meetings easier. Conveying information in a digestible format makes decision-making easier.

5. Protect sheets and lock cells

It is extremely important, now more than ever, that data be stored securely due to the risk of data leaks and hacking. Protecting sheets and locking cells is an essential skill that employers are looking for. In most companies, you are responsible for your own datasets, as each individual within a company has different skills that allow them access to different levels and sets of data. This means you need to know  how to protect your sheets from outside viewers.

How to assess the problem-solving capabilities of your team

How to showcase Excel skills on your resume

When describing your Excel skills on your resume, it is important to be specific regarding your knowledge of the spreadsheet software. You should highlight your particular skills and the tasks on which you have worked. If Excel skills are essential for the position, be sure to explain the functions and properties in which you are proficient to  demonstrate your advanced skills.

Be sure to mention the Excel skills that will be useful to you in the position for which you are applying. You should also mention the Excel courses you’ve taken, as well as explain what you’ve managed to achieve with the program. You should be honest about your skill level, as employers can test your Excel skills.

Test the Excel skills of candidates

Apart from reviewing the Excel skills of job candidates on resumes, employers can test Excel skills to determine which candidates should fulfill certain job openings. Although many people claim to be proficient in Excel, until you test their abilities, you will not truly know what they are capable of.

Our ID-Excel test allows organizations to assess how well an individual has mastered the functions of the Microsoft Excel software. We have over 60 different assessment tools to help you test the skill set of potential candidates. You can test emotional intelligence, leadership, management interest, learning agility and much more. Psychometric testing is the best way to ensure you hire the right individuals!

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Hiring the right people for your company is essential to ensure the success of your business. Not only do you want to make sure that the people you are hiring align with your ethos and values, but they also need to blend well within your existing team and have the relevant skills to thrive in the position to fulfill.

In most cases, the potential candidates applying for a job are numerous, which can make it difficult to assess the skills of potential employees. The best way to make sure you choose the ideal candidate for the job is to have a foolproof hiring process and leverage psychometric and assessment tools. In this guide, we explain what a hiring and recruiting process is, why it is so important and how to improve your recruiting process in order to optimize the success of your business.

What is a hiring process?

The hiring process refers to the period in which prospective employees are vetted for a new role within a company. It involves identifying potential candidates, screening applications, testing skills, and interviewing candidates.

It is the time during which company owners, managers and those in charge have the opportunity to look for new talent and select who they think is best for a particular job position. There are different ways in which a company can approach a hiring process, and how they do it depends on the type of business. While big companies rely on head-hunting agencies to bring forward the best job candidates, smaller companies use other methods such as posting ads on LinkedIn to attract job seekers.

How to spot a lie on a resume

How long should the recruitment process be?

The duration of the recruitment process depends on different factors, but on average, it takes anywhere from 33 days to 49 days to complete. The industry that is hiring is a big determining factor in how long the recruitment process will last. For example, retail and hospitality jobs have a much shorter recruitment time than big tech companies.

According to findings by LinkedIn, the engineering industry has the longest recruitment time, as it takes 49 days to find the right applicant. In contrast, administrative jobs have the shortest recruitment time, as it takes an average of 33 days to fill a job position. When accompanied by HR specialists that use valid and reliable tests, recruitment processes can be as short as 7 to 10 days.

In the current context of staff shortage, it is imperative that organizations optimize their recruitment process. However, hiring the wrong candidate will cause more issues than the ones needing to be solved. After all, hiring the wrong candidate can incur significant costs. Do things properly.  Timeliness is a factor, but it is not the only one. Organizations should take their time to thoroughly vet all the qualified candidates and find the perfect fit, otherwise they will have to repeat the entire process again.

How to test for logical reasoning

Benefits of getting your hiring process right

The main advantage of developing an effective hiring process is that companies find the perfect candidates.

Here are other key benefits to getting the recruitment process right:

• Maintain a healthy working environment;
• Improve efficiency and productivity;
• Do not have to waste time or money rehiring if you get the wrong person;
• No risk of a bad hire damaging your company’s reputation;
• Better employee retention.

How companies test leadership qualities 

What steps are involved in the hiring process?

The hiring process follows a specific structure in order to find the ideal candidates. Below are key steps that are involved in the hiring process:

• Analyze your company’s needs;
• Describe your ideal candidate (skills, experience, personality, etc.);
• Post the job opening on the medium that best suits your company;
• Contact or set in motion alternative hiring methods. Third parties can help you find the perfect candidate;
• The screening process. This is when you review all the applications you have received;
• The testing process. This is when you administer standardized tests to candidates to make sure that they have what it takes to do the job;
• Begin the interview process by bringing in candidates whose applications were promising;
• Check the references and background of the individual you want to hire;
• Present your favourite candidate with an offer.

This is a generic hiring process template that most companies follow when looking to find new employees. It is an effective process, but it should be personalized according to the specific needs of your company.

5 tips for improving your hiring process

1. Know what you want

Having confidence in what you are looking for is the first step in improving your hiring process. Before the talent acquisition process even begins, you need to have a clear idea about the mission of your company, its corporate culture and its values. Otherwise, it will be hard to find individuals who fit within your work environment.

Before hiring new employees, you should look at your current employees and your company as a whole and identify the characteristics that they share that makes your company what it is. You want to look for candidates who display similar characteristics to ensure they will fit well in your company.

2. Be specific in your job descriptions

In order to streamline the applications that you receive, it helps to be extremely specific in your job description. This way, you will avoid receiving applications from unqualified candidates. The selection process is already draining enough as it is, no need to muddy the waters with incompatible candidates.  When you create descriptive and personalized job ads, you only attract people who have the specific skills needed for the job.

Your job description should include the following information:

• Job title,
• Job experience needed,
• Main duties and responsibilities,
• Location,
• Required qualifications,
• Preferred qualifications,
• Work environment,
• Employee benefits,
• Company culture,
• Working conditions,
• Compensation (this is optional).

All these details will help streamline your hiring process.

3. Use psychometric and assessment tools

There is only so much that your hiring team can do to find the ideal candidate. Thankfully, you can use assessment and psychometric tools to go a step further in your hiring process and determine whether candidates possess the skills required for a job position. HRID has a range of different tests adapted to the specific needs of your company, whether you want to test leadership skills, emotional intelligence, personality, project management skills, etc.

Through years of careful development and collaboration with HR professionals, academics and psychometric testing experts, HRID has created a vast catalogue of over 60 psychometric tests for employers. This is a great way to minimize the risk of hiring incompetent employees.

Browse our psychometric tests

4. Personalize your recruitment process

The old days of posting an ad for a job and letting candidates roll in are long gone. HR departments and recruitment teams have to put a lot more effort nowadays if they want to find the right person for a job position. As the digital age has taken over, it is essential that employers adopt and follow the new trends in recruitment.

For example, many companies hire headhunters to find passive candidates who are perfect for the role, but are not necessarily currently looking for a job. Moreover, since social media has taken the world by storm, it is a brilliant way to find potential employees, especially if you are in the content creation or marketing field. Make sure to explore all the different recruitment options to personalize your recruitment process and find the strategy that works best for your company.

5. Be open

The most important tip that we can give you is to be open. Although you should have a clear idea of what you are looking for in a candidate, use this only as a template and do not be afraid to go off-road. It might be the case that a candidate possesses all the qualities you seek in an employee, however, they wish to work  remotely. Even though you may not currently be hiring remote employees, if you can adapt, and it’s not too much of an issue for you, this could be a great opportunity.

Assessment tools to optimize your hiring process

There are many reasons why someone would lie on their resume, but there are just as many signs that indicate that certain portions are fabricated, or that job applicants have embellished their work history and credentials. HR managers have seen countless resume lies given their involvement in the interview process, and over the years they develop a certain detective 6th sense when it comes to spotting dishonest candidates.

The purpose of a resume is to concisely list one’s aptitude, previous work experience, and other relevant information, but some job seekers see it as an opportunity to portray themselves as someone they are not in order to secure a job interview. This article is dedicated to the reality prospective employers face when going through the resumes of job applicants.

What is a lie on a resume? 

A lie on a resume is any distortion of truth that misrepresents a candidate’s qualifications, experience, or education in the hope of gaining a job title  for which they do not necessarily possess the requested aptitude for.

Unlike what dishonest job seekers may think, lying will not increase their chances of getting a position, but will conversely raise red flags and work to the detriment of their reputation. For instance, someone who claims to be proficient with spreadsheet systems, such as Excel, only needs to be put to the test to confirm their claim of proficiency. Many companies leverage aptitude tests to assess the skills of workers before hiring them.

How to assess the problem-solving capabilities of your team

Why would someone lie about their resume? 

The reasons why someone would lie on their resume are manifold. Dishonest candidates may be in a precarious situation and need a job expediently, or the offered position is their dream job, but they lack the required work history. These complex scenarios are a possibility, just as they could be unscrupulous individuals.

Unfortunately, many individuals are solely driven by self-advancement without considering the repercussions of their actions. Some dishonest candidates distort their dates of employment to appear more experienced in a domain, and some invent bogus job titles to appear more prestigious (e.g. assistant to the regional manager). Someone could also lie about their resume by omitting compromising information. 

Recent studies have shown that employers often pick up on signs of dishonesty within a few minutes of meeting a candidate for the first time — as early as 30 seconds into an interview. These clues can include things like looking away during eye contact and not making full use of their body language. 

Suppose you’re carefully reading between the lines of a candidate’s answers and evaluating whether what they’re saying is hanging together logically and consistently. In that case, you might be able to pick up on these signs. Even if it’s not deliberate dishonesty, you might also notice red flags if a person is acting suspiciously nervous.

How companies test leadership qualities

The most common lies on a resume 

Since the information found on a resume is pretty standardized, dishonest candidates can only tweak certain information. These are the most common lies on a resume:

•     Work experience
•     Dates of employment
•     Job titles in a previous role
•     References
•     College education
•     Previous responsibilities
•     Internship experience

5 signs a job candidate is lying a resume 

Here are 5 signs a job candidate is lying on their resume:

1. References share conflicting information;
2. Questionable or missing dates;
3. Negative cues or answers to interview questions;
4. Vague job descriptions;
5. Refuse to take an ability test.

While it’s unfortunately still the case that many people lie on their resumes and cover letters, some subtle signs can make their deception flagrant to the trained eyes of an HR specialist.

1. References share conflicting information 

Asking for the contact information of references is common practice as part of a selection process. It is important for these references to be named, and to know their relationship with the job applicant that provides them. Certain dishonest candidates give the phone number of their friends to vouch for them and to pass for a previous manager. Therefore, check references and their legitimacy in the first place. 

Once the reference is deemed credible, asking open questions about the job candidate will help cross-examine the information on the resume with the one being given. A back and forward with previous employers can help you verify if a job applicant truthfully possesses the skills they claim to have.

2. Questionable or missing dates 

A hiring manager can only scratch their head when they find suspicious gaps or missing dates on a resume. Of course, there are valid reasons to have periods of unemployment, but sometimes dates just don’t add up or may conceal more sensitive information. A quick call to a past employer is all it takes for someone to find out if a lying candidate got laid off in January, not June.

3. Negative cues or answers to interview questions 

Dishonest candidates rarely get to the interview process since their deception is usually found earlier in the job application procedures, but HR managers and staff do not bring down their guard. During the face-to-face interview, they remain attentive to the answers given to interview questions, as well as the body language that contextualizes their responses. Lying on paper is much easier than lying in person!

4. Vague job descriptions

As mentioned earlier, resumes are meant to be concise yet descriptive documents. When job seekers write long prosaic descriptions of their responsibilities, hiring managers can’t help but wonder why they are reading the Iliad under the job title “assistant manager”. Although an employee’s position is complex, it can usually be resumed in a few words without fancy embellishments.

Just as words can be used to communicate something clearly, sometimes they are employed for more sinister reasons, such as concealing or fabricating facts. If you stumble upon a resume with vague job descriptions, either contact the previous employers or simply bring in the job candidate for an interview.

5. Refuse to take an ability test

Testing job applicants is one of the most straightforward ways of measuring their capabilities in the skills they claim to possess and that are required for the position. Most of the time, the mere mention that examinations will be held to screen out job seekers will deter dishonest candidates to apply altogether. Given that there is a wide selection of standardized tests, hiring managers can easily gather their own data about job applicants.

Situational judgment test for human resources management advisors

The ID-Human Resources (Grh), previously Situational Judgment Test for Human Resources Management Advisors (HRMA-SJT), is a tool that assesses the ability to react adequately to situations likely to be encountered in a human resources management position. Through situations representative of the tasks carried out by a human resources consultant, the exercise makes it possible to measure essential criteria for working in this type of position.

With the services of HRID, not only will you be equipped to test the aptitudes of prospective candidates but will also be able to assess your current employees’ skills for the purpose of career advancement. This standardized and non-biased way of measuring the competencies of individuals reduces human errors in companies while creating a transparent and meritocratic work environment. Our tools will make the difference! 

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When interviewing to fill a position at their company, HR managers should assess the logical reasoning skills of potential employees to find the ideal candidate. It goes without saying that the recruitment process depends on the job role and the credentials of applicants, yet this may not capture the critical thinking skills or logical reasoning skills of applicants.

Individuals who make up a company’s team have the power to steer it both forward and backward, therefore hiring the proper individuals to join your company is one of the most crucial aspects that promotes financial growth, productivity, and innovation. In this article, we elaborate on how aptitude tests can be used to find the ideal candidates.

What is a logical reasoning test?

A logical reasoning test is designed to measure a candidate’s ability or aptitude to reason logically. They test the ability to analyze problems through logical or abstract reasoning rules to help candidates find the answer amongst a list of options. 

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What are logical reasoning tests like?

Logical reasoning tests assess the cognitive ability and problem-solving competencies of people. Logical reasoning tests assess many criteria, namely the ability to:

•     Follow complex instructions
•     Prioritize and carry out actions in a sequence
•     Draw appropriate conclusions
•     Analyze a mathematical problem

Employers frequently utilize logical reasoning tests to measure a candidate’s ability to think logically, and analyze situations, as well as to predict future performance. This is useful in jobs that require analytical thinking and complicated problem-solving skills. Logical reasoning tests are often employed at the beginning of recruiting processes to help screen high volumes of candidates.

Logical reasoning exams are usually part of a larger testing strategy. They assist top managers in determining where individuals have the potential to excel in roles and advance up the corporate ladder, while other recruitment managers utilize the data to steer the applicant’s role within the company.

Best logical reasoning test

The ID-Logic (Log), formerly known as the Work Applied Logical Reasoning Test (TH-LOG), is a test that assesses a variety of cognitive abilities linked to general intelligence. It assesses a person’s ability to reason deductively and gives a fair evaluation of a person’s capacity to solve issues in a variety of scenarios.

Why should you use a logical reasoning test for recruiting?

Employers utilize logical reasoning tests for recruiting purposes to make fast and informed decisions to select the ideal candidate. A school diploma or experience on a resume does not communicate much about a candidate’s ability to actually hold their own in a certain job role.

Advantages of logical reasoning tests

•     Increased hiring quality

Logical tests are a proven and effective means of measuring a candidate’s aptitude to work with logical data and his likelihood of success within the company based on his core critical thinking skills. 

•     Effective and low cost per applicant

Online logical reasoning tests eliminate the need for paper, printing, or postage. They’re usually charged per test (candidate) or a set fee for a certain number of tests. This method lowers the cost of large-scale recruitment by allowing thousands of candidates to be tested for a minimal fee. 

•     Speed

Tens of thousands of candidates can be tested in a matter of days, with findings accessible almost immediately. Using the back-end admin tools, selecting candidates who meet a certain threshold is simple and quick. In most cases, the admin module also allows for scenario playback (e.g. applying different criteria to different populations). 

•     Reduce prejudice

Logical tests are indiscriminate in their application. They simply evaluate a person’s talents without taking into account other criteria such as age, gender, or race. The results are therefore easily defendable in the event of a legal dispute. 

•     Increased diversity

By looking for features, expertise, and thinking styles that are absent from their current workforce, firms can make educated hiring decisions (e.g. by increasing cut-off rates) to boost diversity. 

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What to expect in a logical reasoning test

Depending on the business, you may be requested to take a logical reasoning test at different moments. A logical reasoning test can be given before the interview, during the interview, or at an evaluation event.

Types of logical reasoning tests

•     Test of inductive reasoning

Inductive reasoning refers to the ability to draw conclusions based on informations found in specific situations. Because it is frequently utilized in everyday life, it has a lot of practical applications in the workplace. For example, you could be asked to recognize patterns in a series of diagrams and choose the next one in the sequence. 

•     Test of deductive reasoning

Finding a general rule or principle that leads to a specific conclusion is what deductive reasoning entails. These assessments gauge your ability to construct logical arguments and develop reasonable conclusions based on specified material – either text passages or numerical data. You may need to look for problems in the data you’ve been given. 

•     Test of abstract reasoning

These assessments, which are also known as conceptual reasoning tests, assess your capacity to recognize relationships, patterns, and trends. You’ll be given a set of photos that follow a logical sequence or underlying rule, and you’ll be asked to expand on that rule, decipher a code, or locate a missing diagram. 

•     Test of diagrammatic reasoning

Tests associated with this type of logical thinking usually include a series of diagrams and symbols, as well as an input and output. They test your ability to recognize the rules that apply to the sequence and then use those principles to choose an appropriate response.

How to tackle the test

All of these examinations look at a certain logical skill or group of skills and, while their approaches differ, there are some broad methods you may use regardless of whatever path you choose. 

•     Take it easy

Yes, logical reasoning tests can be stressful, especially if you only have a limited amount of time to complete them. However, the calmer you are, the better your chances of succeeding. While a small amount of adrenaline in your system can help you focus and perform better, true anxiousness can have an effect on your performance.

•     Determine the type of exam you’ll be taking

Since there are so many types of logical thinking tests, it is useful to figure out which one an employer requires you to take. Don’t be afraid to inquire about the logical thinking skill the test will assess. If you want to adequately prepare for the test, you’ll need that information. 

•     Practice logical reasoning with the correct kind of test

Familiarizing yourself with the type of test you’ll be taking, practising under time constraints, and learning from your mistakes will all help you gain confidence, lower your anxiety, and do better on the test day. Knowing the logical abilities assessed by the test allows you to begin to hone those talents and demonstrate the specific aptitude sought by the company.

How HRID can help with logical reasoning testing

If you are interested in logical reasoning tests, then ID-Logic from HRID is for you. The ID-Logic (Log), formerly known as the Work Applied Logical Reasoning Test (TH-LOG), is a test that assesses a variety of cognitive abilities linked to general intelligence. It assesses a person’s ability to reason deductively and solve issues in a variety of scenarios.

The HRID assessment platform allows you to recruit candidates based on proof, not just on a hunch, whether you’re looking for a great asset to join your team, want to measure the degree of competence in your workplace, or want to investigate team dynamics. Employers utilize leadership assessment tests to examine a candidate’s ability to manage, lead, and guide others. Businesses must plan for the future, and those that have a leadership program are better equipped to deal with subsequent challenges.

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