Different types of analytical skills

Analytical thinkers are able to identify information in order to solve a problem. Using the information available to them, analytical thinkers weigh the pros and cons of their options before deciding the best next step to take. Analytical thinkers also appreciate hearing from other perspectives and different sources in order to make informed decisions. They use logic and reasoning to solve a variety of problems and are able to identify data discrepancies.

Critical thinking

Critical thinking skills are paramount for creativity and innovation. This skill lets candidates think beyond the status quo and ask questions that buck traditional perspectives. This ability to see beyond the obvious and find ways to improve processes makes critical thinking a key quality in potential employees.

Research

Strong research skills enable employees to find the most effective solutions to problems facing your company. Workers who possess these skills can sort through data to find nuggets of gold that help you home in on new approaches to innovation. This could mean digging into formal resources or asking more experienced people about a problem.

Problem-solving

Those with excellent problem-solving skills use information gleaned via critical thinking and research to find effective solutions. They experiment with different approaches to find those that work best, collect feedback from the process and make adjustments as necessary to ensure their solutions work well.

Data analysis

Analyzing data from a variety of sources should come easily to those with strong analytical skills. Those with excellent data analysis skills help improve decision-making by looking at processes from numerous angles and using those observations to boost efficiency and reduce duplication of effort.

The importance of testing analytical skills

Testing analytical skills determines a candidate’s ability to think critically and solve problems. These tests help recruiters and hiring managers assess whether or not the candidate has the necessary analytical skills to succeed in the role for which they’re applying. This is because candidates with stronger analytical skills better identify issues through observation and deepen their understanding through research and experimentation. They can offer sensible solutions based on what they learn.

This capacity for analysis also helps new hires learn their jobs faster and improve their skills over time through hands-on experience. Though some may think these skills are only useful in jobs dealing with math and reasoning, analytical skills are highly sought after in all types of jobs that require critical thinking, problem-solving and decision-making.

The benefits of testing analytical skills

Analytical tests help hiring managers save time during the hiring process. These executives often sift through dozens or more applications per day. However, an aptitude or analytical skills test can help narrow down their selection to the most qualified candidates. Based on the position’s needs, hiring managers may want to set a minimum cutoff score for the skill tested, allowing only the candidates with scores higher than the minimum to advance in the hiring process. This testing contributes to an objective hiring process by ensuring a legally compliant selection system based on ability rather than on the hiring manager’s preferences.

Testing analytical skills during the hiring process also helps improve employee retention and reduce costs related to employee turnover. This is because the more qualified a candidate is, the higher their chances of success in the position and retention with the company. Lastly, an analytical test contributes to higher productivity in the workplace by increasing the probability that most or all candidates hired become well-performing employees.

Analytical skill-testing examples

During the hiring process, having candidates complete an analytical test lets you assess their logic and reasoning capabilities. Consider the types of pre-employment analytical tests available, and choose the one that identifies potential hires with analytical skills that best fit the needs of your business.

• Cognitive ability test: Cognitive tests assess a candidate’s memory, ability to reason and comprehension skills, among other attributes. Because a great deal of analytical skill relies on reasoning and critical thinking, these tests can indicate which candidates have the potential to learn quickly and perform at high levels. Examples of cognitive ability tests include the Universal Cognitive Aptitude Test and the Criteria Cognitive Aptitude Test.
• Skills assessment: Skill assessments measure a candidate’s proficiency in certain hard and soft skills. To measure a candidate’s ability to analyze, hiring managers should ask a candidate to perform a test based on what they’d do in the position they wish to fill. Depending on the requirements of the position, select an assessment that tests particular analytical and technical skills such as typing, computer coding or mathematics.
• Job knowledge test: Job knowledge tests can also determine analytical skills by asking candidates specific questions about the position, such as how to perform a particular task. To test their analytical skills, ask candidates questions that make them use their inductive and deductive reasoning abilities.
• Analytical reasoning test: Analytical reasoning tests can help to assess a candidate’s problem-solving and critical thinking skills. These tests measure multiple analytical skills by using logic problems, data analysis and mathematical questions that require candidates to demonstrate verbal, figural and graphical reasoning skills.

Questions you might add to an analytical test

When creating analytical tests, consider the most important skills for your workplace and the position. Research what sort of tests other companies require for similar positions. There are many analytical tests online that may fit your hiring needs, or you could combine questions from multiple tests to create your own. For instance, you could include questions from numerical reasoning tests, logical reasoning tests and cognitive ability tests, among others.

Administration of analytical skills tests

Employers can administer analytical skills tests in several ways during the hiring process, including verbally over the phone, as a written test for candidates to complete during in-person interviews or through video conferencing apps such as Zoom. Most analytical skills tests are completed online, with testing content ranging from multiple-choice questions to specific questions that require typed answers. Additionally, certain online analytical skills tests may be timed and proctored.

If a candidate applies for a job or attends an interview in person, hiring managers may wish to have a designated area where they can complete online tests on a company computer. Alternatively, companies can provide links to online tests that candidates can access remotely and complete prior to the in-person interview. Due to the rise in remote employment opportunities during the COVID-19 pandemic, you can find many online assessment tests to suit specific industry needs.

When you’re looking for ways to qualify candidates for open job positions, use an analytical test to discover whether potential employees have what it takes to make it with your company. Candidates who score highly on attributes like critical thinking, problem-solving, data analysis and research have a better chance of succeeding in high-level support and management positions than those who don’t.

Testing analytical skills FAQs

Here are some commonly asked questions about testing analytical skills before employment.

What are some jobs where analytical tests are useful?

Administering an analytical test lets you assess a candidate’s ability to thoroughly analyze a situation or problem. Any job that requires brainstorming, theorizing, problem-solving and decision-making skills benefits from the use of an analytical test. Here are just a few job types that can benefit from analytical skill testing:

• Financial analysts
• Market research analysts
• Computer software engineers
• Criminologists
• Accountants
• Business analysts
• Statisticians
• Actuaries
• Information security analysts
• Operations research analysts
• Budget analysts

What’s the difference between personality assessments and analytical tests?

Personality assessments aren’t the same as analytical skills tests. A personality test measures the overall characteristics of a person as opposed to their ability to solve problems and think critically. Certain questions on a personality assessment, however, may be similar to analytical skills test questions. For example, both tests may have questions that ask how an applicant would handle conflict in the workplace.

Can potential hires refuse to take analytical skills tests?

An applicant or potential hire can refuse to take an analytical skills test, but an employer has the right to test analytical skills as a condition of employment. This means a candidate who refuses a test may spoil their chances of being hired. Pre-employment testing is completely legal, but the test content must not violate a current or potential employee’s right to privacy.