To hire the right candidate for a particular position is the prime role of a recruiter or HR. Modern companies have an end number of positions available, and each of them needs a different skill set. This has to be kept in mind by an HR while choosing the candidates. Many of the positions are such that need high behavioral and cognitive skills. Now it is a difficult task to rate a candidate based on these attributes which cannot be measured easily. This challenge in the field of HR is not unknown to anyone, and hence, the experts in the market have made considerable efforts to design the tests that can help to know these attributes in quantified terms. The test developed by them has various questions and situations, and it aims at getting the required reaction from the candidate who possesses such skills so that they can be hired and carried out through some more rounds such as a personal interview. These tests are also available in the market for ready to use, or the organization can get the same developed also.
Like behavioral competency, cognitive competency is a psychological construction of an individual’s behavior or performance on content relevant tasks. In the estimation of legal competency, twenty psychological or behavioral instruments have been used. There are four core cognitive brain processes that directly or indirectly influence the cognitive intelligence of a human mind are visualization, memory, speed, and attention.
Raymond Cattell further classified intelligence as Fluid and Crystallized intelligence. The first one speaks about the capability to solve problems that are not familiar, and the other one entails using experience and knowledge inherited from the past respectively.
Cognitive assessment series rules out in every organization having a highly skilled Human Resource professional. It is her or her responsibility to conduct a cognitive test to measure the intelligent quotient of an individual during the recruitment process or to improve the standard of the existing employees.
What Is The Need For Systematic Assessments Of CognitiveCompetencies?
The first question that needs to be answered is this. The first accountability lies to accomplish the complex demands in particular contexts. You may call it knowledge, practical skills, emotions, cognition, attitudes, motivation, or values! Now, to make well-informed decisions, an elite group of people needs the cognitive competency of the framework. Now, when you call it on a systematic assessment, it involves a whole amount of involvement of all the members of the organization in performing so.