Why Do Recruiters Use Abstract (Logical, Inductive, Diagrammatic) Reasoning Tests by seekh raha hoon

Why Do Recruiters Use Abstract (Logical, Inductive, Diagrammatic) Reasoning Tests graduatemonkey

numerical reasoning tests can readily be applied to real world jobs and positions, as many professional and even some non-professional tasks demand some skill with numbers and text. However, abstract reasoning tests, also known as logical or inductive reasoning assessment, appear to be made up of questions which have little to do with applications in the real world. Yet these types of question come up in most graduate and management aptitude tests. So what is the use of these AR tests?

Abstract reasoning tests date back to the research done by the psychologist Charles Spearman in the 1920’s. Spearman used a statistical technique called factor analysis to examine relationships between people’s scores on different types of intelligence (IQ) tests.

He concluded that people who do well on some intelligence tests also do well on others (e.g. vocabulary, mathematics, spatial abilities, etc). Similarly, if people did poorly on one intelligence test, they also tended to do poorly on other intellectual tests. This led him to believe that there are one or more factors that are common to all intellectual tasks. As a result of this research, Spearman developed a two-factor theory of intelligence.

Psychometrically speaking, diagrammatic reasoning (also known as abstract, logical, inductive, or non-verbal reasoning) can be considered a facet of overall general cognitive ability, and thus large cognitive ability test batteries are likely to include sub-tests which are similar to diagrammatic reasoning tests.

Diagrammatic reasoning tests (often used interchangeably with abstract reasoning tests) are commonly used aptitude tests used by recruiters to assess a candidate's ability to think logically and solve complex problems.

Why do recruiters use abstract reasoning tests during the recruitment process? Abstract reasoning tests evaluate cognitive abilities, problem-solving skills, and logic, revealing candidates' potential to analyze, decide, and adapt. They identify those with the required intellectual capabilities.

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