Why use the General Intelligence Assessment (GIA)?
Measuring the aptitudes of a candidate helps you to understand if that individual will be able to quickly grasp the requirements of the role. It can give you an insight into whether they have the capacity to adapt to new challenges, and if they would be suited to drive change through your organisation.
This insight makes it easier to select the right candidate for the role by placing an objective filter on their ability, regardless of their IQ score, qualifications, and past experience. That’s not to say that IQ, qualifications and experience are unimportant, but they’re not the best predictor of potential performance in a role.
It’s widely acknowledged that not everyone excels at school, and that results from standard national exams or industry-accepted tests aren’t the best way to understand an individual’s capabilities, the level of challenge they need to keep them stimulated and committed, or whether they will respond well to development activities.
Research by the American Psychology Association inc. Frank L. Schmidt & John E. Hunter (1998) reviewed 85 years of research and found that higher cognitive ability, or aptitude as it is also called, as measured by the Thomas Aptitude assessment, is directly linked to higher employee productivity and performance in role.