When hiring new employees, many organisations now rely on psychometric assessments to evaluate potential candidates. One such tool is the abstract ability test, which measures a person’s capacity for logical thinking, problem-solving, and pattern recognition. However, while abstract reasoning has its merits, assuming that it universally predicts job success is a flawed approach…
Abstract Reasoning: A limited predictor of success
Abstract reasoning tests are often used to gauge cognitive potential, with the assumption that strong performance correlates with success in a wide range of jobs. While this may hold true for roles requiring strategic thinking or innovation—such as software development, data analysis, or managerial positions—it doesn’t account for the diverse skills and traits needed in other environments.
For instance, a mechanic’s success depends on hands-on technical skills, attention to detail, and reliability rather than the ability to identify abstract patterns. Similarly, a retail associate excels through interpersonal skills, empathy, and adaptability—qualities that an abstract reasoning test does not measure.
A hypothetical example: The skilled trades
Consider a construction company looking to hire a skilled electrician. An abstract reasoning test might suggest a candidate’s potential for problem-solving, but it overlooks critical competencies such as:
- Technical Knowledge: Understanding electrical systems and blueprints.
- Practical Skills: The ability to safely install and repair wiring.
- Attention to Detail: Identifying faults and ensuring compliance with safety standards.
- Personality: How they think, work and interact with others.
In such cases, a personality questionnaire, technical aptitude test and a hands-on practical assessment will often provide far more predictive value than an abstract ability test used in isolation.
The role of interpersonal skills
Customer-facing roles present another area where abstract reasoning fails to capture essential traits. Take, for example, a hospitality manager. While logical thinking is valuable, their success hinges on:
- Communication Skills: The ability to resolve guest complaints diplomatically.
- Emotional Intelligence: Reading and responding to customer needs effectively.
- Team Leadership: Coordinating staff in high-pressure situations.
In these roles, situational judgement tests, personality questionnaires, and role-play exercises often yield better hiring outcomes.
Why one-size-fits-all doesn’t work
The assumption that a single type of test—such as abstract reasoning—can predict job success in every position is problematic because it ignores the context and specific demands of different roles. Success in a job is typically a blend of technical skills, behavioural traits, and situational judgement. Overemphasising one aspect can lead to mismatched hires and missed opportunities to identify truly qualified candidates.
A Better approach: Competency-based assessments
The most effective hiring processes are tailored to the specific competencies required for each role. This involves:
- Job Analysis: Identifying the core skills, traits, and behaviors needed for success in a specific role.
- Tailored Assessments: Developing psychometric tests specifically for each role that evaluate these competencies directly, such as practical simulations for technical roles or behavioral interviews for customer-facing positions.
- Multi-Faceted Evaluation: Combining assessments with interviews, reference checks, and probation periods for a holistic view of a candidate’s potential.
A hypothetical example: Retail hiring
A retail chain implemented a hiring process that prioritised practical assessments over abstract reasoning tests. For example, candidates were asked to role-play scenarios like handling a difficult customer or organising inventory under time pressure.
The result?
Increased customer satisfaction scores and a notable improvement in employee retention rates. By focusing on competencies like communication and organisational skills, the company identified candidates who were a better fit for the job.
The bottom line
While abstract reasoning tests can provide valuable insights into cognitive ability, they are not universally applicable. Roles in blue-collar, hands-on, or customer-facing environments often demand practical skills, interpersonal traits, and reliability over abstract thinking. Organisations that adopt a role-specific and competency-based assessment model stand to benefit from better hiring decisions, improved job performance, and higher employee satisfaction.
By aligning assessment methods with the demands of each role, employers can move beyond one-size-fits-all solutions and build teams that excel in their specific domains.
