Standardization

The process of collecting comparison data for an instrument is called standardization (normering in Swedish). Standardization is demanding work. A large amount of data, representative of the population in which the test is to be used, must be collected. A range of demographic variables (such as age, gender and educational level) must be taken into account for the instrument's norms to adequately reflect the population and be used for comparison purposes.

In order to be able to interpret an individual's result on a test, you have to put the result in relation to something. How high or low a result is can only be determined in relation to how others have performed. In order for the test to be widely used, almost all tests have standards. When you compare the individual result with the norms, you get a picture of how it compares to what other people with the same conditions, for example age, have performed. In some tests, there are different norm groups so that you can choose the comparison group that contains people of the same age as the person you want to compare. How many norm groups there are, and how they are divided, varies between different tests. How many norm groups you choose to collect data on depends on what conclusions you want to be able to draw about the performance of different people.

Norm group

Our norm group originally consisted of approx. 3,000 people. A norm validation was then carried out where a sample of approx. 500 volunteers in the ages of 18 – 70, evenly distributed with approx. 80 people per 10-year interval. The subjects have completed the tests under similar conditions. Results have then been analyzed and adjusted resulting in a strengthened normal distribution and an age norm. An age norm is important as several of the abilities measured in the test are partly affected by age. It is also possible to compare results without taking age into account, which may be appropriate in specific cases where the capacity of a specific ability is considered particularly important.

Reference groups

A reference group is a group to which an individual or another group is compared. A reference group can be used as a complement to or instead of a norm if it is believed that the reference group is of higher value in specific contexts. The bigger the reference group, the higher the statistical power. Specific reference groups can be profiled on demand.

Cognitive screening is an intelligent platform for broad and large-scale assessment, as well as deeper testing and analysis of individual cognitive profile to better understand people’s abilities, talents and potential. The main components are assessment performed in a web-APP, algorithms that are constantly improved by both psychologists and A-experts and finally a powerful report generator to ensure user-friendly result feedback. The result can be accessed in both an interactive report as well as downloaded and printed. You can also add expert support to help you understand and translate neuro, cognition and behavior to real life situations. The test platform can be used to support any step in the talent process, by a recruiter to assess applicants for a job position, by a manager that wants to build and develop a team or to understand the cognitive assets of a complete organization. In case of large-scale applications, we help you customize the testing, analysis and profiling.

Check out this instruction How to use the tool. Choose between free testing while only paying for the result or buying any number of tests, including results here; Services. Enter the customer portal and sign up. In the portal you can easily create a test campaign and analyze the result. The cognitive test is a missing piece and a perfect complement to personality and logic testing to gain a deeper understanding of a persons capacity, behavior and performance, i.e. talent and potential. Request a demo of how the Screening tool works

You can choose between free testing while only paying for the results you access, or you can buy any number of test that you need. Check out the tests to see what suits you. Contact us for an attractive offer!

The longer the test the more relevant data and the more informed decision you will be able to make. Candidates have limited time and sometimes motivation. Your challenge is to balance these two aspects when choosing tests. Read about the options here Options cognitive tests.Offering the individual to get access to the test result/cognitive is a very good way of buying time and motivation and also improves employer branding. Contact us for more information!

We believe this is good for everybody. If you choose free testing, you only pay for the result. This option means you gain more information on your candidates in a voluntary way. As a reward, we recommend you to offer the candidate access to their cognitive profile. This is of great benefit for the individual as well as good for your relationship with the candidate.

The cognitive tests are a perfect complement to existing tools, like personality profiles and logic tests. Adding cognitive testing means enriching your existing base for selection and decision making, drastically developing a richer and more nuanced understanding of your candidates.The cognitive tests origin from cognitive neuroscience. They are based on a combination of R&D and practice since > 30 years. When neuropsychologists want to understand a person on a deeper level to be able to help - These are the kind of tests they use!The tests measure cognitive ability/abilities and gives a hint of the actual individual use of the capacity for optimal behavior and performance. The cognitive capacity is compared to others, while the individual's self-awareness is assessed. The cognitive variation related to different states and contexts is also measured.The two main, traditional testing, alternatives are personality tests and logic tests. A personality test is, in reality, not a test but a questionnaire. These questionnaires are by nature subjective, meaning the individual can chose what to answer, thus affecting the outcome. The validity is low when it comes to understanding on-the-job performance on the individual level and they should preferably be used on a group level, for screening and early selection, assuring large enough candidate bases for statistical reliability. On an individual level they should be used with care, not drawing farfetched conclusions or final selection decisions.Logic tests used on the market are normally short versions of intelligence tests. These tests measure one kind of problem solving, mainly visual, mathematical and logical. During the same conditions. This "static" testing misses on many cognitive aspects, and in particularly the dynamics of different kind of problem solving in a constantly changing contexts, like in most jobs.Cognitive testing is different, adding rich data to understanding people on a deeper level;

Cognition is everything. Understanding cognition is key to understanding people

A missing piece on the market so far

Drastically improving your basis for understanding, matching, selecting and leading people

Based on Cognitive Neuroscience

Evidence based with highest validity and objectivity

Reveals capacity of innate cognitive abilities

These are the abilities explaining talent and potential

Tests that simulate the dynamics within a person as well as related to different contexts with shifting conditions

Stress testing cognitive abilities under time pressure and different complexity

Yes and no. You can say that this is “serious gaming”. The tests are primarily designed by scientists and cognitive experts to measure very specific brain functions and abilities. Then, any candidate with a performance drive, will enjoy the performance element and the test session. As the measurements are quite delicate we have not gamified them to optimize the joyfulness. Some of the tests have increasing levels of difficulty and some are self-paced, meaning they adapt to the level of performance of the candidate. These aspects trigger some candidates while they are tedious to others. This is also the point as it will be reflected in the results and actually says a lot about the person.

Sign in to the Customer portal. All reports are available under the Analytics page. The results will be presented in a scoreboard from where you can decide to move on to an individual a profile, or a full report, on your candidates.

The reports are partly interactive and designed for the web. The full report, following the full cognitive profile test can be printed in PDF.

If you need help regarding your login details, please email us at support@capacio.com

The graphs and results in the reports come with short definitions and explaining texts. There is also a Guide you can open, or download, to support your analysis. As people, and cognition, are dynamic and complex, you may have the need of support and interpretation. We recommend you see your initial testing as a learning opportunity. Our customer success managers are here to help you and if you want to go really deep you can book a time with one of our cognitive experts.

Start with consulting the GUIDE that you can reach from the scoreboard. You can always contact and interact with one of our customer success managers. Ultimately you can book a time with one of our cognitive experts to support you in your selection, matching and recruitment decision. You can reach us at support@capacio.com

Contact us and we will help you, support@capacio.com.

Contact us and we will help you, support@capacio.com.

You can test individuals, teams or entire organizations. By profiling your existing employees you will have a solid benchmark when looking at new candidates. Talk to us for more information!

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