Mechanical reasoning tests require candidates to demonstrate their ability to apply mechanical and physical laws to real objects and processes. they will be presented with illustrations of mechanical processes such as gears, pulleys, levers and hydraulics in novel situations, and they must conclude which multiple choice answer demonstrates the correct function or principle.
For roles where candidates will need to work with and understand mechanical or technical concepts. Using a multiple choice formal under timed conditions, candidates are presented with images and will use mechanical reasoning skills to deduce what will happen in the picture.
Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles.
ABOUT THE CRITERION COGNITIVE ABILITY TESTS
Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.
They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.
We provide the following coginitive ability tests:
When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.
We will use the online portal Psycruit for administering the personality profile. The portal meets Web Content Accessibility Guidelines (WCAG.
In terms of reasonable adjustments the platform has the below measures in place to increase accessibility:
- All fonts are resizeable
Should your candidates need any other reasonable adjustments, please contact Talent Grader or Psycruit.
Psycruit will remove your candidates’ personal data after 6 months and but their anonymised scores are kept for norm groups. The data is held in the UK for 6 months.
Blue collar -workforce series (essential) level reliability score 0.60 (Cronbach’s alpha).
Available on request
|Comparison groups available for your candidate scores||
Essential level: Norm groups are available for the following positions: manufacturing, production and engineering roles
|Title of the Report||Feedback report for cognitive ability tests||Cost (exc. vat)||$0.00|
|Training required to use this report?||No||Sample Report|
Our cognitive ability test report gives recruiters a comprehensive overview of a candidate’s performance on one or more of our ability assessments. The report provides an overview of assessments taken, including what they assess, how candidates score and guidelines on getting the most out of the report.
Assessment results can then be explored in more detail allowing recruiters to see how effectively a candidate deals with the demands of the role in question.
Our personality assessment is based on six major dimensions of personality i.e. HEXACO model. The factors that make up the HEXACo model:
Openness to Experience
We provide three different types of reports which can be used by interviewers. Please refer to the reports section for further information. We provide lots of support to help our clients use our tailored assessments, including full debrief sessions before interviews commence to answer any questions arising and to do a deeper dive into the candidates’ personality, ability, and derailment reports.
Note: The SOVA Cognitive ability tests (verbal, numerical, and logical) are timed tests although the time is not present on screen. Therefore, we ask candidates to work as accurately and as quickly as they can – remember, ability tests measure maximum performance.