Workplace Intelligence refers to a set of cognitive traits that can predict an individual's job success, regardless of prior experience. It includes qualities like problem-solving, learning, and emotional intelligence.

Workplace Intelligence is different from Personality. The former focuses on candidates' innate abilities, while the latter is more concerned with their natural behaviour in specific situations. Both provide insights into potential success, and whether one or both are used in the selection process depends on the role.

Likewise, different roles require different qualities of Workplace Intelligence. For example, a software developer needs strong problem-solving skills, while a project manager requires proficiency in both problem-solving and emotional intelligence. So there's no universal formula for the ideal combination of Workplace Intelligence qualities; it varies based on role requirements. In fact, these requirements may differ across companies or divisions within the same occupation, depending on hiring managers' preferences.

How do you measure Workplace Intelligence?

To measure Workplace Intelligence, candidates must complete an assessment. For graduate hires and knowledge-worker roles, this can replace the CV, providing a more accurate view of candidates' natural abilities to succeed in the job. In a world of generative AI models like ChatGPT, the best candidates must be able to learn, unlearn, and relearn skills in continuous cycles. They need to be strong problem solvers, adaptable to change, have great reasoning skills, and possess high emotional intelligence. All qualities that can't be scientifically captured in traditional selection tools like CVs and cover letters.

How is a Workplace Intelligence assessment different from traditional aptitude tests?

Traditional aptitude tests 

Traditional aptitude tests measure cognitive abilities using a multiple-choice question format. However, with the rise of generative AI like ChatGPT, it's becoming easier to find answers online. This trend is expected to grow as browser plugins make it even faster to access the information needed to fake a test. If you rely on assessments with text or multiple-choice inputs, your selection method may become outdated.

Psychologists such as Jodoin (2003) and Wolkowitz, Foley, and Zurn (2021) have noted that traditional multiple-choice tests tend to underestimate candidates' abilities. Additionally, a study by Hausdorf, LeBlanc, and Chawla in 2003 revealed that while all candidates are at a disadvantage in question-based tests, candidates from under-represented groups are disproportionately affected. This is because individuals in under-represented groups may experience anxiety in multiple-choice scenarios due to concerns about conforming to stereotypes.

According to psychologists, a better way to measure aptitude is through interactive, task-based assessments. These assessments have been proven to be more accurate than traditional question-based formats and can help create larger and more diverse talent pools.

Workplace Intelligence Assessments

These replace questions with tasks, designed to create a more engaging candidate experience. Instead of a multiple-choice questionnaire, candidates build their answers step by step, allowing their natural abilities to shine through without fear of prejudice or stereotyping.

This means that every candidate completing a Workplace Intelligence task has a fair chance to showcase their potential, unlike in a multiple choice aptitude test. They also receive an instant feedback report with their own results.

Tasks also offer a scoring method that goes beyond binary "right" or "wrong" answers used in traditional aptitude tests. Initial research shows that candidates who choose the wrong answer in a binary scenario often have 90% of the solution correct. Unfortunately, they are often screened out due to the lack of nuance in the scoring system.

In contrast, tasks allow for a more accurate assessment of candidates' abilities to learn, problem-solving skills, and how they handle complexity. These are qualities highly valued in the modern workplace, where the "right" answer may be uncertain.

In fact, our initial research shows this approach can add an additional 20% of candidates to your talent pool, simply by changing to a task-based assessment method.

The result? 

Workplace Intelligence from Arctic Shores is the new gold standard in measuring cognitive ability. It’s more accurate at predicting someone’s capability than a 2:1 ever was and it’s less open to manipulation and unintended bias than a question-based psychometric assessment. 

It’s empowering progressive TA teams to make smarter hires faster, future-proof their selection process in the age of generative AI, and celebrate diversity –– rather than penalising it.

If you’d like to learn more about how to future-proof your workforce and hire for future potential, not past experience, we’d love to hear from you.