Different roles have different requirements for ‘how’ the people in them need to be ‘smart”. As a result, there is no simple ‘rule’ recruiters can follow for matching a candidate’s cognitive ability to an open role.  Otherwise, all we would need in recruiting are relatively simple IQ tests. But wide experience and careful research have shown that IQ tests are not an effective predictor of actual candidate performance once in a role. People who score highest on IQ tests are not always the best candidates for a specific open role.

A person’s performance once on the job is the complex result of many interacting factors, of which the various types of intellectual ability (verbal, spatial, mathematical, social, musical ….) are only a small part. Performance Challenge Recruiting recognizes this reality by using ‘Cognitive Ability’ instead. Each recruiter must identify the type of ‘cognitive ability’ needed for each open role for which that recruiter selects final candidates for presentation to hiring decision makers

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