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Evaluation of the intellectual quotient in selection processes.

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During the selection processes, recruiters have the ability to assess the intelligence of a candidate to ensure that their profile aligns with the job requirements. 

In today’s competitive work environment, companies are constantly seeking ways to identify the best candidates for key positions. One of the most commonly used tools in this process is the evaluation of the intelligence quotient (IQ). IQ is a measure of a person’s cognitive ability and their capacity for problem-solving, reasoning, and efficient information processing. 

Comprehensive and in-depth analysis of candidates is increasingly important, especially when it comes to strategic positions. Therefore, human resources departments use psychometric tests to measure candidates’ intelligence. These tests allow them to evaluate skills such as analysis, decision-making, and strategic development. 

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To address this issue, Evalart has developed the Complete Intelligence Test (IQ Test). This digital test allows for an objective and precise measurement of candidates’ intellectual quotient in a much shorter time. 

This online test assesses candidates’ intellectual capacity as well as their problem-solving attitude and other qualities necessary for high-level positions. 

What is evaluated in an intelligence quotient test? 

An intelligence quotient test evaluates various cognitive abilities of an individual and provides a score intended to measure their ability and potential. 

A conventional intelligence quotient test usually lasts between one and two hours and consists of 25 to 50 multiple-choice questions. However, the length of the test may vary depending on the administering entity. In some cases, shorter tests may be used on social media platforms, but these do not fully meet the requirements for accurate measurement of the intelligence quotient. 

The 7 main factors of the intelligence quotient are: 

  • Verbal comprehension: involves knowledge and mastery of language, including vocabulary, semantics, syntax, and pragmatics. 
  • Verbal fluency: refers to the ability to quickly and naturally produce coherent and structured verbal sequences. 
  • Numerical aptitude: is the ability to perform basic mathematical calculations such as addition, subtraction, multiplication, and division. It focuses on calculation speed and accuracy. 
  • Spatial aptitude: relates to the ability to represent objects in space, predict movements, and compare figures from different perspectives. 
  • Associative memory: refers to the ability to retain information. This area often uses tests that evaluate attention and memory to remember combinations of images, words, symbols, among others. 
  • Perceptual speed: involves the ability to compare and differentiate distinct elements, as well as identify structures and sequences. 
  • General reasoning or induction: refers to inductive thinking, which is the ability to find general rules with predictive value based on series and elements. 

Currently, these psychometric models are used in personnel selection processes as they allow HR leaders to easily identify candidates’ cognitive abilities. 

It is relevant to highlight that thanks to technological advancements, these processes have undergone significant improvements, and it is common to find digital psychometric tests. Nowadays, the role of organizational psychologists has transformed, shifting from operational tasks to a more strategic function in the execution of selection processes. 

Reasons why you should consider evaluating the IQ of your candidates.

  • Identifying intellectual potential: Evaluating the IQ of candidates provides a clear understanding of their intellectual potential. While experience and specific skills are important, IQ can indicate an individual’s capacity for learning and adaptation. Hiring candidates with high IQ gives you the opportunity to develop a highly intelligent and creative team that can effectively tackle business challenges. 
  • Data-driven decision making: By including IQ assessment in your selection process, you are introducing an objective and quantifiable element into your decision-making. Instead of relying solely on subjective impressions of candidates, you can use IQ assessment results as an additional factor to make informed decisions. This helps you avoid biases and select the most suitable candidates for the position. 
  • Improvement of Productivity and Performance: Candidates with high IQ tend to be faster and more efficient in problem-solving. Their ability to process information effectively allows them to make quicker and more accurate decisions. By hiring employees with high IQ, you can enhance the overall productivity and performance of your company, as you will be surrounded by individuals who can effectively tackle challenges and find innovative solutions. 
  • Adaptation to Complex Roles: Some job positions require complex cognitive and thinking skills. IQ assessment helps you identify candidates who have the potential to excel in roles involving strategic decision-making, solving complex problems, and data analysis. By assigning suitable candidates to these roles, you can optimize your company’s efficiency and ensure that you are maximizing the available talent. 
  • Selection of Potential Leaders: Effective leadership requires strong intellectual skills. By evaluating the IQ of your candidates, you can identify those with high leadership potential. These individuals often possess the ability to think critically, make sound decisions, and communicate effectively. By selecting leaders with high IQ, you are laying the foundation for a strong management team capable of leading your company to success. 

In conclusion, IQ tests have been used as a standard to demonstrate higher intelligence compared to the average person. These tests were originally developed to assess the cognitive abilities of children, but in recent years, they have been used to identify potential future talents and discover geniuses among us. 

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Evaluating the IQ of candidates is a relevant and justified practice in selection processes, and there are several important reasons to carry it out. Firstly, this evaluation allows recruiters to ensure that candidates’ profiles meet the necessary standards for the position, guaranteeing better adaptation and job performance. Additionally, measuring IQ provides an objective way to assess individuals’ cognitive abilities, which is particularly crucial for strategic or high-level roles. By evaluating aspects such as verbal comprehension, verbal fluency, numerical aptitude, spatial aptitude, associative memory, perceptual speed, and general reasoning, recruiters can identify candidates with superior intellectual skills, reducing the time and resources invested in training and improving the efficiency of the selection processes. 

Although there are challenges in terms of complexity and time required to conduct the tests, digital solutions are simplifying the process and enabling faster and more accurate evaluation. In summary, evaluating candidates’ IQ is a valuable practice that helps organizations hire qualified and highly skilled personnel, enhancing their chances of success in the workplace.