Top 4 alternatives to CCAT

Cognitive aptitude tests are useful for measuring how well candidates can use critical thinking skills to solve problems and learn new information. Employers use them to predict job performance, especially in roles requiring strong analytical skills. 

The Criteria Cognitive Aptitude Test (CCAT) is one of the go-to choices for many companies. It’s useful for a quick snapshot of candidates’ cognitive abilities. However, its one-size-fits-all approach can make it too broad for evaluating key skills needed for specific roles. 

That’s where multi-measure testing comes in. Instead of just one test, you use a combination of tests to evaluate candidates from all angles, focusing on the skills most relevant to the job. 

This comprehensive guide explores the top four alternatives to the CCAT so you can build a more focused, accurate assessment for your specific hiring needs. 

Key takeaways

• Problem Solving and Critical Thinking tests assess how well candidates can break down complex issues, make decisions, and think analytically – key for roles like project management or customer service.

• Numerical and Basic Math tests evaluate a candidate's ability to work with numbers, solve mathematical problems, and interpret data, making them essential for finance, data analysis, and entry-level roles requiring accuracy.

• Comprehension tests, including Reading Comprehension and Attention to Detail (Textual/Visual) tests, assess a candidate’s ability to process and understand information with precision, which is ideal for roles needing strong communication and attention to detail, such as editing or management.

• Applied Reasoning tests like Spatial, Computational Thinking, and Mechanical Reasoning tests evaluate candidates' abilities to solve problems using logical, visual, or mechanical reasoning – perfect for technical positions in fields like engineering and software development.

Why try an alternative to CCAT?

The CCAT is a popular test for measuring problem-solving, learning, and decision-making skills, focusing on verbal, numerical, and spatial reasoning. It gives candidates 50 questions in 15 minutes for an overview of their cognitive abilities.

However, the CCAT can be too broad, treating all skills – like numerical and spatial reasoning – equally, even if one is more important for the role. This one-size-fits-all approach can lead to missing top candidates for specialized or senior positions.

Unlike the CCAT’s broad approach, TestGorilla allows you to mix and match specific tests to create a custom assessment that targets the skills required for the role, whether it’s critical thinking, problem-solving, or more specialized abilities like coding or data analysis.

1. Problem-solving and critical thinking tests

These tests measure problem-solving, critical thinking, and math skills to help spot candidates who can handle complex tasks and work with data. They’re great for roles needing strong analytical and math abilities, like project management, customer service, finance, and technical jobs.

Problem Solving test

The Problem Solving test assesses candidates' ability to define complex problems, break them down into manageable parts, and apply analytical thinking to find solutions. It takes nine minutes and measures key skills like interpreting data, prioritizing tasks, and making decisions based on specific guidelines. 

Candidates are tested with real-world scenarios, like scheduling under various constraints or drawing conclusions from numerical and textual data.

This test is especially useful for roles with constantly changing demands and tight deadlines, such as project management, customer service, or admin support. 

Critical Thinking test 

The Critical Thinking test measures how well candidates can think logically and make smart decisions by analyzing information. It tests skills like analyzing syllogisms, making inferences, and spotting assumptions or weak arguments. In fact, research shows that inference skills are key predictors of future performance. 

Candidates answer multiple-choice questions that ask them to break down arguments, identify gaps, and come to logical conclusions.

This 12-minute test covers important abilities like creativity, logical reasoning, and strategizing – skills and qualities that are hard to pick up from just a resume. It’s great for roles where critical thinking is key, like analysts, engineers, executives, and data scientists. 

2. Numeric reasoning and math tests

These tests assess numerical reasoning and math skills, helping find candidates who can handle calculations, analyze data, and solve problems. 

Numerical Reasoning test

The Numerical Reasoning test evaluates how well candidates can work with numbers and solve problems. It’s ideal for roles involving financial data, spreadsheets, or data analysis. 

Candidates interpret fractions, ratios, and percentages and analyze charts, tables, and graphs. They handle basic arithmetic tasks like addition, subtraction, multiplication, and division.

Given that 97% of employers rate numeracy skills as “important” or “very important,” this 10-minute test becomes especially valuable. It presents real-world scenarios, like spotting trends in charts or completing number sequences to assess candidates’ speed and accuracy with numbers.

This helps employers identify strong candidates for roles in finance, marketing, and more, giving an unbiased view of their numerical abilities.

Basic Math Calculations test

The Basic Math Calculations test checks how well candidates can handle basic math operations like addition, subtraction, multiplication, and division with double- and triple-digit whole numbers. 

It’s especially helpful for entry-level jobs in industries like retail, hospitality, customer service, data entry, and warehouse work, where quick and accurate math skills are key.

Unlike the Numerical Reasoning test, which looks at how well candidates work with numbers and interpret data, the Basic Math Calculations test focuses more on everyday math skills. 

This 10-minute test gives candidates straightforward math problems without any added context. Some questions may even combine operations, like division, in a more complex multiplication problem.

Basic Double-Digit Math test

The Basic Double-Digit Math test focuses on solving equations with double-digit numbers. It’s ideal for roles requiring elementary math proficiency in industries such as production, service, and sales.

The test checks candidates’ ability to do addition, subtraction, multiplication, and division with double-digit numbers. It also includes practical skills like calculating time and rounding numbers, which can be handy for tasks like managing work schedules or adding up measurements on the job.

This 10-minute test helps employers quickly find candidates who are comfortable with basic math and can use it in real-world situations. It’s useful for roles that need math skills but don’t require complex calculations or problem-solving. 

Basic Triple-Digit Math test

If you need a bit more of a challenge for your candidates, there’s also the Basic Triple-Digit Math test available for more advanced math tasks.

This 10-minute test presents candidates with straightforward math problems using triple-digit numbers, covering everything from basic arithmetic to time calculations, nearest numbers, fractions, and prime numbers. 

These skills are important for tasks like measuring materials, keeping track of time, and making sure numbers are accurate, such as when managing inventory or scheduling production.

The test helps employers find candidates who are confident with basic math and can use it in everyday work situations. It’s relevant for jobs where accuracy with numbers is important, but advanced problem-solving isn’t needed.

Intermediate Math test 

The Intermediate Math test measures how well candidates can work with fractions, decimals, percentages, ratios, and time calculations. It’s effective for roles like financial analysts, accountants, sales managers, and product designers, where solid math skills are needed for tasks like calculating salaries or analyzing data.

Candidates have 10 minutes to solve multiple-choice word problems that cover basic math operations like addition, subtraction, multiplication, and division with fractions and decimals. It also tests their ability to calculate percentages, rates, and time durations.

This test helps you see how well candidates handle numbers under pressure, showing their ability to solve math problems, work with different types of numbers, and turn them into useful business insights. 

3. Comprehension tests

These tests assess how well candidates can read, process, and follow instructions, making them great for roles requiring attention to detail and clear communication. 

Reading Comprehension test

The Reading Comprehension test takes 13 minutes and helps assess how well candidates can understand and analyze written text. It’s especially valuable for jobs where reading and processing information are key, like editors, analysts, managers, or roles in remote teams that rely on written communication. 

Unlike many tests that don’t reflect real workplace tasks or vocabulary, this test presents relevant content. Candidates read short passages and answer questions that ask them to identify the main point, make inferences, and understand specific words or ideas in context. 

This lets you see how well candidates can quickly grasp information and apply logic – important skills for reading reports, emails, or other job-related materials.

Attention to Detail (Textual) test

The Attention to Detail (Textual) test is a 12-minute evaluation designed to assess how well candidates can focus on and process textual information with precision. 

It’s ideal for roles that require a high level of accuracy, like accountants, editors, quality assurance specialists, data analysts, and customer care professionals. This test is also helpful for entry-level roles where attention to detail is key.

In the test, candidates are asked to perform tasks like matching or filtering information, comparing statements, and checking for inconsistencies or errors. It measures their ability to carefully analyze text, follow detailed instructions, and spot even the smallest differences or mistakes.

The goal is to identify candidates who can process information quickly and accurately without missing important details. This is crucial for preventing errors, like grammatical mistakes or data-entry issues, that could have a big impact on a company’s operations. 

Attention to Detail (Visual) test

The Attention to Detail (Visual) test is similar to the textual version but only focuses on visual information. It’s designed to measure how well candidates can catch small details in images, making it perfect for roles like graphic design, web design, and manufacturing, where noticing visual patterns and differences is crucial.

This 10-minute test asks candidates to find differences in images, match identical visuals, and spot small design details. It helps assess how quickly and accurately someone can process visual information and catch minor errors that might be missed.

Ideal for hiring designers, lab technicians, and anyone working with visual content, this test allows employers to see how well candidates handle visual details before moving them forward in the hiring process.

Understanding Instructions test

The Understanding Instructions test measures how well candidates can process written, visual, and verbal instructions. In just 10 minutes, it helps employers find people who can accurately understand and execute tasks in real-world situations, making it ideal for roles in manufacturing, services, construction, and maintenance.

Candidates are presented with various instructions and must quickly determine the right course of action. This test evaluates their ability to process information and follow directions effectively, ensuring they can handle tasks safely and efficiently.

Verbal Reasoning test

The Verbal Reasoning test checks a candidate’s ability to think logically using language. It evaluates how well candidates can recognize relationships between words, draw conclusions from written information, and use logical reasoning to solve problems. 

This test is ideal for roles requiring strong reading comprehension and verbal skills, like management or jobs where communication is key. 

The test takes 10 minutes and starts by seeing how candidates identify word relationships and solve analogies. Then, it moves on to testing their ability to make conclusions based on what they’ve read, including working with “true,” “false,” or “cannot say” statements. It also covers synonyms, antonyms, and inferences.

Candidates who perform well are good at problem-solving, thinking critically, and communicating clearly. 

4. Applied reasoning tests

These tests assess applied reasoning skills to help spot candidates who can solve problems using spatial, computational, or mechanical thinking. They’re geared toward roles like engineers, software developers, and technical trades where practical problem-solving is crucial.

Spatial Reasoning test

The Spatial Reasoning test measures how well candidates can understand and work with 2D and 3D objects and spaces. It’s an important tool for STEM (science, technology, engineering, and mathematics) roles like engineers, researchers, designers, and architects, where visualizing objects and how they fit together is key. 

Research shows that strong spatial skills are great predictors of creativity and innovation, especially in STEM fields where these abilities help people excel.

This 10-minute test looks at skills like mental rotation, spatial working memory, and visualization. Candidates are asked to mentally rotate objects, figure out how shapes fit, and remember spatial details. 

It’s a great way to find candidates who can think visually and solve problems – important abilities in fields like science, technology, and engineering.

Computational Thinking test

The Computational Thinking test assesses candidates’ ability to solve complex problems using logical thinking. It measures skills like breaking down problems (decomposition), spotting patterns, focusing on relevant details (abstraction), and designing step-by-step solutions (algorithms). 

This 10-minute test is perfect for roles like software developers, data scientists, and financial analysts. Candidates who do well are likely to think creatively, come up with efficient solutions, and help improve processes and decision-making in your organization.

Mechanical Reasoning test

The Mechanical Reasoning test measures how well candidates understand basic physical and mechanical concepts like force, movement, and velocity.

It uses multiple-choice questions to see how they apply these ideas to real-world problems involving pulleys, gears, and wheels. This 10-minute test is great for roles like HVAC technicians, electricians, machine operators, and engineers. 

It helps you find candidates who can think through mechanical issues and solve problems, giving you a clear picture of their practical skills.

Use TestGorilla’s cognitive tests to pinpoint the right skills

The CCAT is great for getting a quick sense of candidates' cognitive abilities, but it can be too broad, treating all areas – like verbal, numerical, and spatial reasoning – equally. This can lead to missing key skills that are more critical for specific roles, especially when the job requires specialized knowledge or strengths in one area over another.

Different jobs need different skill sets, and a one-size-fits-all test often doesn’t cut it. TestGorilla solves this by letting you customize assessments to focus on the skills that matter most for your role. 

Using TestGorilla’s extensive library, you can combine tests, customize questions, and decide which skills hold the most weight in an assessment. Plus, pairing cognitive tests with personality assessments and interviews gives you a more complete view of each candidate, helping you make more informed, fairer hiring decisions.

Ready to level up your hiring process? Take a tour or sign up for a free plan to start building your first assessment. Need help? Book a demo with our team for expert support.

FAQs

How does cognitive ability correlate with job performance?

Cognitive ability is a strong predictor of job performance across many industries. A recent study by Sackett et al. (2022) found a corrected validity of .31 between general cognitive ability (GCA) and overall job performance. 

This means that people with higher cognitive abilities tend to learn job-specific skills more quickly and adapt better to changes, making them especially valuable in fast-paced or evolving work environments.

Are cognitive ability tests fair for all candidates?

Cognitive ability tests are designed to give an objective view of a candidate’s potential by minimizing bias found in screening methods like resumes or interviews. However, not everyone has equal access to resources that help them prepare for these tests, which could impact fairness.