We decided to start with Maki because they have a wide variety of tests, which adapts to our needs, based on what we are looking for our candidates. Using the tool has been super easy, it is very intuitive and the assessment results are very helpful to quickly identify the best candidates. The Maki team is always ready to help us if we need anything!
Maki changed the way we recruit. We are now able to judge any candidate on a literate equivalent base. Set up is easy and fast. We have a common culture test for the whole company and we use ad hoc technical test depending on the campaign we're leading.
A very large test library that allows us to test hard and soft skills. Tests are really on point and so far our candidates appreciate them and find this way of testing much more reliable and unbiased.
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One single view to compare candidates to each other and to our entire database. Deep dive on interesting candidates if needed. Automate decisions and send candidates their personalized test feedback to build the best experience of hiring. Bias-free.
It is no surprise that many companies trust the logical reasoning test for hiring during the assessment process. Through a careful formulation of multiple-choice questions, participants showcase their ability to think critically and deductively in a controlled scenario.
As one of the many assessments used in the hiring process, this test focuses on the specific realm of logical analysis and reasoning skills. Since participants receive limited information in the form of diagrams, symbols, or data, they must select the appropriate outcome, sequence, or conclusion based on the preconditions given.
Distinct from the verbal reasoning test, this technique examines a person’s ability to analyze symbolic material logically. Psychometric tests that bypass distracting information allow employers to directly see an applicant’s command of logic with no need for background knowledge or study.
One who can think quickly and critically will likely excel in this examination. Since a logical reasoning test isolates natural ability, participants will be timed during the exam. While promoting fairness among participants, this feature also helps to reveal the candidates that can perform most efficiently in logical tasks with quick recognition and implementation of principles.
With an emphasis on patterns and rules, here are some of the most common features of a logical reasoning test:
These results easily transfer to everyday situations because of the intuitive mental processes examined. Applicants who take this test can improve with repetition since logic is a learned skill.
The outcome of a logical reasoning test for hiring identifies the most qualified candidates and illuminates skills reflected in the high scores. To this end, employers can maintain the integrity of recruiting by targeting the exact qualities of an applicant that will be most useful for the job.
This test can provide an additional measure of positive skills and experience to judge between the most compelling individuals appropriately.
Since a logical reasoning test assigns scores based on objective logical questions, there can be a high level of continuity between the results of an individual and their predicted performance in the future. Many facets of this test can be analyzed in greater detail, meaning that the best-performing candidates have multiple opportunities to stand out among their competitors.
Furthermore, this test does not apply fixed judgments about a person’s intrinsic abilities. Logical reasoning concepts can be developed, grown, and mastered over time. While some individuals may have natural inclinations toward this discipline, it is equally as beneficial to examine people who show moderate scores and other promising features like compliance, willingness to learn, and ambition.
Since a classic logical reasoning test for hiring employs multiple question styles to evaluate participants, many factors influence an impressive score. There are a few ways a candidate may excel in the logical reasoning test to determine whether they would be a good fit for the position.
For starters, the timed nature of this examination encourages test-takers to make informed decisions in around one minute or less. If a test taker produces many correct answers, the participant is capable of answering quickly. Some questions also require the application of patterns to a sequence. If applicants score well on these questions, they can be trusted to observe data and apply conclusions accordingly.
Questions involving images and shapes require abstract logical skills. People that show proficiency in these areas can reliably interpret and assess hypothetical ideas objectively.
Additionally, deductive questions require applicants to examine the relationship between pieces of information to apply logical reasoning to those given facts. A high performer in this area demonstrates a strong command of logical processes and syllogisms.
There will likely be overlap among these various modes of questioning and across candidates’ areas of proficiency. In this test, a high-scoring individual will be able to directly apply these powers of reasoning to everyday situations in the workplace to generate efficient solutions, perceptive judgments, and comprehensive procedures.
Every facet of the recruitment process should exist to improve and strengthen the experience of employers and applicants alike. To use this test properly, a recruiter should implement a few best practices to optimize the benefits of this test.
By identifying the most applicable skills for the job and envisioning these skills in the workplace, this test can transform the hiring process into an immersive and informative entry to the job. Job-seekers are then shown how their natural talents will be applied in the workplace. Likewise, recruiters can examine specific qualifications to find the best fit.
No longer must companies face the daunting task of analyzing each applicant from square one. Instead, a logical reasoning test quickens the process for both applicants and employers to feel confident that they are right for the job.
For firms that need skilled accountants, managers, or analysts, a test that measures an individual’s ability to interpret and apply logical patterns can identify the most qualified and experienced people in that field. With this tool, those in the applicant pool can feel more included in the hiring decision by demonstrating their talent.
A logical reasoning test can reveal skills in various fields based on which skills are measured. Even within the same test, statistics can identify the top scorers in the most relevant areas to the respective job. There are a few possible uses of this test to consider.
A job that requires agile thinking can aid in locating people who perform well in shorter times. If you look to fill positions that involve adherence to patterns, logical reasoning tests can prioritize those who excel at completing abstract diagrams.
Participants who show proficiency in eliminating errors will succeed in careers that require strict attention to detail. A position that demands abstract and critical thinking will match individuals who can draw inductive conclusions from given information.
By specifying which cognitive abilities will be most relevant to the job, a recruiter can streamline the hiring process and target the exact skills they need. Employing logical reasoning tests are a great tool to enact that streamlined process.
Employers are best served when they can see the broader perspective of a position or an individual. Utilizing the logical reasoning test for hiring can broaden the hiring method to be more fair and inclusive.
As a tool that can minimize exclusion, increase the credibility of hopeful employees, and target the most relevant skills to a job, this test acts as an inclusive and insightful addition to the recruitment procedure.
The objective and illuminating results of the logical reasoning test help recruiters analyze measurable traits about their applicants instead of drawing subjective conclusions from a limited amount of face-to-face contact. It is no wonder that this test is one of the most popular assessments used in the hiring process.
Similar to IQ testing, the skills tested in this exercise allow applicants to show proficiency in problem-solving, logical decision-making, and fast-paced responses through this test. This increases fairness by presenting every candidate with the same assessment. It also reduces the need for general conclusions made by the recruitment team.
Though the intuitions and experience of a hiring team may prove beneficial in the process, the use of trusted tests to measure skills shown here can help eliminate any hidden biases a company may have.
This test can be especially helpful for job applicants with fewer past experiences to draw from. Recent graduates or individuals who are re-entering the workforce have the opportunity to display their real talent instead of relying on convenient connections and networking.
Furthermore, a company can fully decide about these individuals who may have less credibility to offer their employers. Since recruiters do not want to blindly trust an applicant who has not yet proven their skills through years of working experience, a logical reasoning test can give employers confidence that they possess the natural ability to think critically about the tasks at hand.
Finally, a logical reasoning test is a great way to measure a candidate’s ability to discern patterns and apply rules. This is an objective way to determine that an individual is capable and ready to learn new material and apply those patterns in daily tasks.
Analyzing a logical reasoning test is a great opportunity to seek out the most applicable skills for the position. Whether a position requires picking out slight deviations in patterns or drawing larger conclusions from a set of data, this test can reflect the individuals who excel in those exact areas.
Simply by creating a register of the top capabilities required for the position before examining a single applicant, recruiters can ensure that the criteria are fair and relevant to the position.
A recruitment team should always seek ways to hold themselves accountable to the most accessible and fair HR policies. Since there is no single method that will guarantee a person's success in the future, an employer can uphold their values by always guarding the recruitment process for the good of every applicant.
One of the most helpful ways to promote fairness is using the logical reasoning test in context with both positive and negative factors elsewhere in the applicant’s portfolio. This way, no person is excluded solely based on one examination but is given every opportunity to display transparency and honesty throughout the process.
There is no dispute that a logical reasoning test for hiring can give incredible insight into the aptitude of a certain candidate in the realm of critical thinking and deduction. While this score can help recruiters quickly identify the people that excel in those job-specific areas, there are also more general criteria that each potential employee should be judged on.
For example, a person who returns an impressive logical reasoning score yet performs poorly in past employment may still not be the best fit for your position. Though they possess some of the skills necessary to complete the tasks, there may be other disqualifying elements such as problematic history in the workplace or inadequate experience.
Though this test is a beneficial tool in the hiring process, other factors may override a successful score. This is why other personality-oriented tests and personal interviews can illuminate every critical feature of an individual before they are hired.
When recruiters maintain a balanced assessment profile for each candidate, the fairness and integrity of the business can be preserved. In conjunction with logical reasoning, other profiling tests can provide a more complete understanding of a candidate to avoid drawing generalized conclusions based on this test alone.
One individual may perform in the average range on this logical reasoning test yet also exhibit desirable traits and skills in other areas. By interpreting these results in context with other psychometric assessments, a recruiter can make the most informed decision about what makes the best fit for the company.
Perhaps the skills on this test can allow otherwise-disadvantaged candidates to shine, or perhaps the results give a person a balanced skillset. However the scores develop, employers can trust that they are doing everything to foster a bright and productive environment for every new and existing employee to thrive.