This 50-question, 12-minute, timed assessment covers areas like simple math, basic logic, and language comprehension. The number of questions your candidate answers correctly in the given time frame will determine their cognitive score.
Assessment takers get 50 multiple-choice problems to solve—and they’re tasked with completing as many as they can in 12 minutes. This assessment measures a person’s general mental ability and capacity for critical thinking.
Core functions
1. Cognitive Assessment Overview: The user creates a Cognitive Target, which brings them to an overview page with more information on the assessment, targets, and other frequently asked questions.
2. Cognitive Assessment Job Assessment: The user completes a 16-question assessment focused on the requirements for a given role.
3. Job Complexity Scale Toggle: The Cognitive Target is set to hide numerical values. Users have the option to display numerical values on the Job Target via toggle.
4. Manual Override Ability: A user can change the Cognitive Target by manually adjusting the level of complexity required for the job.
Cognitive Assessment options and states
Options for candidates taking the Cognitive Assessment include:
- Up to three attempts on the Cognitive Assessment
- 12-, 18-, and 24-minute Cognitive Assessments versions
When viewing a candidate, a user can see a tag noting the state of sent assessments. These states include:
- Pending = sent; not yet completed
- Expired = sent assessment was not attempted during the allotted time frame; this would consume one of the candidate’s three attempts
- Abandoned = sent assessment started, but not completed; this would consume one of the candidate’s three attempts
- Completed = sent; completed
How was the PI Cognitive Assessment developed?
The original PI Cognitive Assessment was developed in 2010, in accordance with Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003), and the Standards for Educational and Psychological Testing.
Without the timed element, it becomes much easier to answer the questions correctly, and the test would no longer measure someone’s ability to learn quickly. A shorter assessment also results in a better candidate experience.
What’s the difference between the Cognitive Assessment and an IQ test?
The PI Cognitive Assessment measures general cognitive ability. It does not measure someone’s IQ, their previously acquired knowledge, skills, or their willingness to learn new things. Rather, it indicates how quickly an individual can be expected to acquire new knowledge, as well as their ability to understand, adapt, learn and problem-solve. This measurement, also known as “g,” is considered the best single predictor of job performance. The PI Cognitive Assessment score is a valid measurement of “g”.
IQ tests measure intelligence, which is closely related to “g,” but not the same. Valid IQ tests are longer than the PI Cognitive Assessment. They serve as a more complete measure of a person’s intelligence as compared to the broader population.
How do I promote fair, ethical use of the Cognitive Assessment?
To help ensure the Cognitive Assessment is used responsibly, your company should document a clear policy outlining its role in the hiring process. It is of the utmost importance that you use the same assessment administration process for all candidates, or provide alternative arrangements for candidates who require them. Consistency will promote fair and objective application of cognitive data.
Companies should determine their own policies around use and administration. The PI Cognitive Assessment is meant for candidates or existing employees applying for a new position with different demands. The PI Cognitive Assessment may not be needed if the job has a low cognitive demand. In addition, the PI Cognitive Assessment should not be used as a development tool and should not otherwise be taken by existing employees.
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