iMocha’s Cognitive Assessment Framework and how we use it

There are a few theories of intelligence; amongst them, two theories are prevalent and yet opposing—Charles Spearman and Louis L. Thurstone, and we use the latter.

Spearman suggests that the g-factor, or general intelligence, is present in various degrees in each individual, and that assessing this ‘g-factor’ is unitary. Thurstone, on the other hand, offered a differing view of intelligence. Instead of viewing intelligence as a unitary concept, he suggested seven different constituents, namely, the primary mental abilities - verbal comprehension, word fluency, number facility, spatial visualization, inductive reasoning, memory, and perceptual speed (all of which we cover in iMocha’s Cognitive Abilities Assessment). He found that intelligence does not arise from a general factor but instead emerges from seven independent cognitive abilities. He supported his theory by analyzing mental test data of people with similar IQ scores; he discovered that they had differing levels of primary mental abilities. Thus, indicating the absence of a general factor.

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iMocha's Cognitive Assessment Framework is based on Louis Thurstone's approach to intelligence. Instead of testing an individual for a general intelligence factor, we administer a series of tests for assessing different cognitive abilities, as suggested by Thurstone.

Recruiters value different cognitive abilities as must-haves for different job roles. Using the various cognitive assessment tests offered by us, recruiters can choose, which tests need to be given prime importance while hiring.

We understand that each role is different and may not require competency in each of the cognitive abilities. So, we follow a three-step process to determine which competency is required for which role:

Step 1 : Research
We find the answer to what specific skills would an ideal candidate need to excel at this role and at this company

Step 2 : Idea
We map it to Thurstone’s framework. During this process, we understand proficiency and experience level, and come up with a list of abilities

Step 3 : Goal
We create a customized, EEOC compliant, ready assessment that can help organizations find high potential candidates.

To learn more about how iMocha helps assess Cognitive Ability skills, visit here.

How candidates are assessed using iMocha’s Cognitive Ability Framework:

  1. Difficulty index
    This measure is used to determine how easily your candidates will be able to answer a given question.
  2. Performance against peers
    We also measure a candidate’s answers for each question against their peers. If the candidate has marked the answer incorrectly while most of his peers haven’t, the final score will be affected as well.