Are cognitive assessments really the best predictor of job performance?

Hiring the right people is tough – but cognitive assessments can make it easier

We don’t need to tell you that hiring can be difficult. For decades, hiring managers have tried to crack the code for making great recruitment decisions – without the benefit of psychic powers or a crystal ball. In the absence of either, organisations have turned to data-driven tools. And increasingly, many believe they’ve found the answer.

Cognitive assessments have seen a sharp rise in use in recent years. In fact, 76% of companies with over 100 employees now include them in their recruitment processes. So, what exactly makes cognitive assessments such a powerful hiring tool?

What are cognitive assessments?

Cognitive assessments (sometimes called cognitive ability or aptitude tests) are tools used by employers to make better-informed hiring decisions. These tests measure various abilities, including verbal reasoning, memory, problem solving, attention to detail, and the capacity to learn new information.

Rather than testing what a candidate knows, cognitive assessments reveal how a candidate thinks. You can think of them as an intelligence test, adapted for job performance.

Why are cognitive assessments the best predictor of job performance?

Because of their objective and data-driven nature, cognitive assessments are among the strongest predictors of future job success. Here’s why:

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Cognitive assessments are scientifically validated

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A landmark 1998 study by psychologists Schmidt and Hunter found cognitive ability tests to be the most effective predictors of job performance. Their findings have been repeatedly confirmed over the years – including a 2016 study that showed these tests are even more predictive than previously thought, particularly for managerial and highly skilled roles.

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In short, cognitive ability is closely tied to how well someone handles the unexpected, identifies problems, and solves them efficiently – all vital traits for success in many roles.

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Cognitive assessments show you what CVs can’t

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Let’s be honest – a CV doesn’t always give a true picture of a candidate’s potential. It’s often based on educational background or previous experience, but neither of these reliably predicts how someone will perform in a new role. Many highly capable individuals can learn on the job and adapt quickly, regardless of what’s on paper.

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Cognitive assessments test these core traits – like adaptability, critical thinking, and learning speed – giving you a much clearer view of someone’s potential than a CV ever could.

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Cognitive assessments promote fairness and objectivity

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Here’s something we all need to acknowledge: we’re biased. Whether consciously or not, we tend to favour candidates who remind us of ourselves – whether that’s based on background, appearance, education, or speech patterns. That’s part of the reason only 8% of UK directors come from BAME backgrounds.

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Aptitude tests help level the playing field. These tools have been validated across millions of candidates from diverse backgrounds and are designed to reduce bias. While other factors should still be considered, cognitive assessments help you make more objective, merit-based hiring decisions.

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Cognitive assessments enhance the interview process

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While cognitive assessments are powerful, they shouldn’t be used in isolation. Most recruitment processes involve multiple stages – and combining tools like CVs, interviews, and personality tests can provide a fuller picture.

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That said, cognitive assessments can significantly improve your interviews. When you understand a candidate’s strengths and weaknesses beforehand, you can tailor your questions accordingly. For example, if a candidate scores lower in verbal reasoning, you might ask them to prepare a short presentation or describe how they’ve explained complex ideas in past roles.

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This not only helps you assess fit, but also provides insight into how they address gaps in their skillset.

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Should I use cognitive assessments in my hiring process?

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n short: yes. There’s overwhelming scientific evidence that cognitive ability is the strongest predictor of job success. So if you’re not already using these tests, now’s the time to start.

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However, they shouldn’t be your only tool. Many organisations combine cognitive assessments with structured interviews, personality tests, and cultural fit evaluations to create a more rounded hiring process.

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How can Thrive help?

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Thrive’s market-leading assessments help organisations predict job success by measuring both cognitive ability and personality traits. Our platform offers tailored assessments for over 200,000 job roles – and allows you to customise tests based on your company culture and specific requirements. (After all, an accountant and a sales manager need very different abilities to thrive.)

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What’s more, when Thrive detects a potential risk in a candidate’s results, our platform provides follow-up interview questions written by leading psychologists – personalised to the candidate’s seniority and the demands of the role.

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“Since using Thrive, the quality of candidates making it through the shortlisting phase has significantly improved, while also helping us remove bias from the process… I’ve already recommended Thrive to several colleagues and would urge anyone hiring to take a look.”
– McLaren

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Ready to hire smarter? Book a demo with us today and start your free trial.

If you’re interested to hear more about how Thrive can help you pick the best people for your business, book a demo with us today to start your free trial.

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