Logical reasoning tests are used to check a candidate’s logical skills. This refers to their ability to draw logical conclusions from different situations presented to them. This can be an interesting test, especially if the job requires situational analysis and decision-making. Logic tests in recruitment are really important for assessing a candidate’s logic. Find out more in the rest of this article.
What is a logic test in recruitment?
A logic test is an exercise that evaluates your ability to think within a certain time frame. If the reasoning is considered valid and effective, the result is good. The recruiter can ask the candidate to take a logic test to assess the candidate ‘s behavioural skills in a work situation.
In recruitment logic tests, the way you approach the problem is the most important thing. There are no right or wrong answers, just logical thinking.
Thinking skills are very useful in certain jobs, especially those that involve finding logical solutions to problems. In general, this is especially true of professions or profiles where decision-making is highly necessary.
During the recruitment process, candidates may be asked to take two types of psycho-technical test. These include personality tests and reasoning tests.
Personality tests are designed to reflect who you are. Through them, your personality can be revealed. These tests can consist of around a hundred questions. However, the questions are not always relevant. So we shouldn ‘ t be looking for coherence in all these questions. At this stage, you need to answer each question individually, highlighting the first the first answer that comes to mind. Find out more about how the quiz and personality test work.
The logical reasoning test is a form of psychometric test used in recruitment during recruitment or competitive examination processes. This enables employers to analyse a candidate ‘s ability to think coherently and logically, while at the same time get an overview of the candidate’ s decision-making over time.
The recruitment criteria are:
- The candidate ‘s motivation ;
- Professional experience ;
- Level of education ;
- Salary expectations.
Some psycho-technical logic tests and examples to help you identify candidates better
There are several types of psychotechnical tests.
The test to find the odd one out
They generally consist of a series of numbers, the number of which varies from test to test. It is necessary to find the only intruders among these characters (elements that deviate from the rules or that are not linked to other elements). deviate from the rules or are not linked to other elements ).
Questions of two-dimensional spatial reasoning
They generally involve plane figures with the aim of predicting and visualising their movement. These questions are similar to those in 3D spatial reasoning. To be able to react to a character, you need to be able to mentally visualise the character ‘s rotation and movement.
The inductive logic test
It is one of the most common reasoning tests required by employers and assessment centres. Successful completion of the inductive reasoning test demonstrates strong conceptual and analytical reasoning skills.
Dominoes
The interest for the candidate is to find the value of the last domino. This type of psychometric test assesses the candidate ‘s intelligence.
Logical reasoning (deductive, abductive, syllogism)
Logical deductive reasoning
In the deductive reasoning exercise, candidates are asked whether certain sentences share a common structural logic, i.e. whether two (or more) sentences have the same meaning even when they are presented differently.
The syllogism
One of the principles of this argument is based on a syllogism devised by Aristotle, composed of two propositions, from which a third is derived. It thus combines three claims or three arguments. Two of these are called “premises” and lead to a “conclusion”.
The most important premises are considered to be the most general statements. A small premise that can be defined as the least common statement.
A conclusion is a result derived from two premises.
Example:
- Herbivores are animals;
- Sheep are herbivores;
- So sheep are animals.
Abductive reasoning
It consists of a series of arguments followed by conclusions. The aim of this exercise is to determine whether all the arguments presented are conclusive, only some of them are conclusive, or none of them are conclusive.
This type of exercise starts with plausible evidence (B) or a series of real-world observations (A1, A2, A3, etc.). This can be taken as a hypothesis to confirm that it is the cause. A1, A2, A3 or one of them in particular.
Example:
When it snows, there are snowflakes everywhere. Georgia sees snowflakes in front of her house. She deduced that there had been snow.
Tips and advice for human resources
- The best way to pass the logic test is to read and master different types of exercises based on the reasoning presented. It is also important to ask yourself: why focus on soft skills in recruitment?
- Work on your job description and the profile you are looking for;
- Work hard on your marketing style;
- Do some research and find out why and how to carry out a personality test?
- Be precise during interviews.
Companies can benefit in a number of ways from using logic tests before hiring candidates. These include
- Reliable recruitment: pre-selection of candidates to ensure they are suitable for the positions to be filled;
- Save money: hiring mistakes cost companies dearly;
- Decision-making support ;
- Test the soft skills (soft skills definition) expected and don’t rely solely on technical skills;
- The recruitment logic test enables you to different ways of recruiting the right person in the right place.
The disadvantages of logic tests in recruitment
Despite their many advantages, logic tests in recruitment can also have negative aspects. Logic tests cannot replace human evaluation of results.
After each test session, recruiters must interpret and confirm the results during a one-to-one interview. Logic tests in recruitment can minimise candidates’ chances of being selected. Many candidates are uncomfortable with the idea of taking a logic test.
Logic tests in recruitment are one of the most widely recognised tools available to recruiters for forming an opinion on a candidate’s suitability for a position or company. They are used to analyse a person’s aptitudes, reasoning ability and mental agility. With these psychotechnical tests, many companies will recruit the best people. However, there are a few points that highlight the disadvantages of these types of tests. In the final analysis, human evaluation of the results is vital.
