IQ = Cognitive Capital
There is conclusive evidence for the impact of IQ level on job aptitude test scores, trainability, job performance and income. A high IQ is valuable cognitive capital in our knowledge-based economy.
Our IQ training software HighIQPro has been scientifically demonstrated to improve fluid intelligence by 40%. Your fluid intelligence is your ability to reason, problem solve and think flexibly.
IQ & Psychometric Job Aptitude Tests
The job aptitude test is also known as the psychometric test, career aptitude test, career test, recruitment test or simply job test. As much as 70% of companies use IQ-based selection tests in their recruitment process. Almost all of these aptitude tests are straight IQ tests, such as the Raven’s Advanced Progressive Matrices test.
HighIQPro has been scientifically demonstrated to improve your fluid intelligence by over 40%. This will impact your job aptitude test score substantially by increasing your problem solving ability. In addition, the software trains you with exactly the types of IQ problems that are found on typical job aptitude tests such as matrices.
IQ & Job Performance
Your IQ level is the single most powerful predictor of work performance -not amount of experience, but IQ. Higher IQs have more high performance work practices. The more complex the job, the more the benefits of a high IQ are felt. There is a correlation of +.80 (a measure of the strength of a link, ranging from 0 to 1) between IQ and job performance for more complex jobs. This is a very strong link. The better your work performance, the quicker you progress your career. This explains the positive link between IQ level and career status and income.
IQ & Trainability
There’s one very good reason besides work performance why employers use IQ tests in recruitment. Higher IQs are fast learners. Research has shown that employees with an average IQ may need 2-5 times more training time than high IQ employees. And super high IQs go exponential with their learning speed. In one study it took people in the 110 to 130 IQ range about 1 to 2 years to catch up with the super-charged performance of those with IQs of 130+ who had only 3 months’ experience on the job.
IQ & career success references
- Murphy, K. (1989). Is the relationship between cognitive ability and job performance stable over time? Human Performance, Vol. 2, pp. 183-200.
- Gottfredson, L.S. (1997) Why g matters: The complexity of everyday life. Intelligence 24:79–132.
- Ree, M. J., & Earles, J. A. (1992). Intelligence is the best predictor of job performance. Current Directions in Psychological Science, Vol. 1, pp. 86-89.
- Ree, M. J., Earles, J. A., & Teachout, M. S. (1994). Predicting job performance: Not much more than g. Journal of Applied Psychology, Vol. 79, pp. 518-524.
- Schmidt, F. L., & Hunter, J. E. (1981). Employment testing: Old theories and new research findings. American Psychologist, Vol. 36, pp. 1128-1137.
- Schmidt, F. L. & Hunter, J. E . (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, Vol. 124, pp. 262-274.
- Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, Vol. 44, pp. 703-742.