The question “how predictive is a reasoning test of work performance?” is more relevant than ever. At Cebir, we do not base our insights on assumptions, but on more than 35 years of scientifically based research, meta-analyses and practical experience in organizations.

Reasoning tests – such as Cebir’s GIFT, Arbed or LInt – are used as reliable predictors of work-related behavior. Yet recent insights show that selection today requires a broader perspective. After all, job performance encompasses more than just intellectual abilities: personality, motivation and behavioral characteristics also play a role.

From central predictor to valuable link

Originally, reasoning tests, along with structured interviews, were considered the strongest predictors of job performance. This conclusion was supported in part by the work of Schmidt & Hunter (1998). New, larger meta-analyses (such as that by Sackett et al., 2023) suggest that the predictive value of reasoning tests – measured across a wide range of functions – is lower than previously believed.

For Cebir, this does not mean that reasoning tests are less relevant, quite the contrary. It does mean that they are best combined with complementary instruments such as personality questionnaires and situational judgment tests. Exactly that is the strength of our psychometric approach: tests that complement each other and together lead to a more reliable assessment.

Qualitative strengthening through combination of instruments

Internal and external research shows that reasoning tests perform best within a broader test package that also objectively measures social behavior, integrity and motivation. Thus, we increase the predictive value of the whole, while reducing the risk of bias or biased selection decisions.

Cebir additionally offers specific situational assessment tests (such as the SCV Leader or SCV Coll) and personality questionnaires (such as the CBFT or PIT) that focus on work-relevant behaviors such as collegiality, organizational orientation and sense of responsibility. These measurements contribute to a more complete and honest picture of the candidate.

From judgment to reasoned decision

Whereas selection decisions used to be based primarily on intuition or conversations, modern research shows that combining measurement results with transparent decision formulas leads to better predictive value. At Cebir, we support organizations in creating such formulas, tailored to their job profiles and corporate culture.

Our psychologists help you correctly interpret these measurement results and use them as a well-founded selection tool. This approach not only increases the quality of your hires, but also builds confidence in the selection process – among recruiters and candidates alike.

Prevent discrimination, increase reliability

A crucial concern within modern selection is avoiding unintended discrimination effects. Reasoning tests, when used in isolation, can be sensitive to background characteristics such as language proficiency or educational opportunities. Therefore, Cebir always recommends a combined approach, minimizing the risk of inequality and focusing on work-related competencies rather than background characteristics.

Our tests are carefully developed, tested and optimized to ensure maximum reliability, validity and inclusiveness.

Cebir helps you further

The predictive value of reasoning tests remains relevant as long as they are thoughtfully deployed within a broader selection framework. Cebir guides organizations in the design of fully reasoned selection procedures that objectively measure and transparently combine different dimensions of human behavior.

Wondering how we can strengthen your selection process? Our consultants are ready to work with you to develop a customized approach based on science, practical experience and the power of psychometrics.

Contact Cebir and find out how together we can make your selection smarter, fairer and more effective.