“General Mental Ability is the best single predictor of performance, job competence and flexibility.”
David Bartram, a world renowned psychometrician and former President of the International Test Commission
General mental abilities are also often called cognitive abilities and general reasoning skills. They measure a candidate’s or employee’s brain power or mental horsepower – how quickly they can process and apply new information.
This assessment examines four cognitive dimensions of General Mental Abilities:
- General Abilities
- Working with Number
- Working with Words
- Working with Shapes.
General mental ability is one component of “cognitive capacity,” an individual’s ability to handle complexity and ambiguity effectively and quickly. It is a measure of a candidate’s mental horsepower. It looks at the person’s ability to organize, extrapolate, and apply information in the making of decisions and solving of problems; to grapple with complexities of the job and your market. Individuals with high general mental abilities possess the ability to quickly and efficiently process large volumes of information of various types. They combine and synthesize information to develop plans, and define priorities and objectives quickly.
Prevue results for thousands of people have been graphed to form a bell-shaped curve. The area under this curve is divided into 10 standard areas called stens. This creates a 1 to 10 scoring system. Few people will score either very low or very high (in the tails of the curve). Most people will score in the mid-range (where the curve is highest). Approximately 16% of the working population will score 1 to 3 (low). The 68% majority will score 4 to 7. The remaining 16% will score 8 to 10 (high).
Each Learning & Reasoning Report provides predictive information on a candidate’s:
- Overall learning and reasoning abilities.
- Match to a job or role specific Benchmark for the Learning & Reasoning position.
- Learning & Reasoning Benchmark Suitability score.
- Scores on four dimensions of learning and reasoning.
- Interview Questions and Suggestions — plan the interview and develop questions to explore areas where the candidate does not match the Benchmark.
- Candidate Strengths — know where the candidate matches the Benchmark to capitalize on the candidate’s strengths.
- Best Practice Recommendations and Validity — ensure validity of the assessment results.
It is recommended that Learning and Reasoning Report be used in conjunction with other assessments including personality fit, behavioral style, and values and motivators as well as a structured behavioral interview and appropriate background checks and references.
View Sample Learning and Reasoning Report