Criteria Cognitive Aptitude Test: Best Indicator of Job Competency
CCAT, short for Criteria Cognitive Aptitude Test, has become the most popular method for employers to assess job applicants. It examines individuals’ ability to employ logic and problem solving skills. This, in turn, allows HR to gage how fit someone is for almost any position be it legal counselling or working as a store clerk.
How does it help employers gage applicants’ job fitness?
The CCAT tests potential employees’ raw brain power—factors like spacial processing and mental flexibility. More companies have been going with the CCAT over regular interview vetting or home tests. The reasoning is simple: Plenty of “perfect” candidates with hardly a blemish on their professional records have made hiring managers wish they’d never stepped foot in the corporate world.
That’s because you can never really tell from someone’s professional record—or what they tell you about it—how good they are or whether they’re planning to pillage the owner’s office. There’s no fool-proof way of knowing what’s going on in someone’s head or how good they really are till they step foot in your office and spend a good year or two there.
The CCAT, on the other hand, sheds light on the applicant’s psychological aptitude, and while there’s no guarantee this will ensure an extended job stay, it provides HR a good indication of the individual’s mental prowess, ability to acquire new skills, and withstand pressure.
Our cognitive aptitude selecting a career track or deciding how to organize our daily schedules. It’s the best indicator of whether someone will be satisfied with a salary they’re offered and career choices they’ve made. While not perfect, plenty of hiring managers are finding out it’s by far the best indicator of job competency out there.
Facts about the test
- Consists of four parts: math, logic, and spatial reasoning
- 50 questions altogether
- 15 mins to answer ALL questions
- After taking the test, applicants are sent their raw scores along with the percentile (percentage of test-takers they did better than) they placed in