- Jeremy Bargiel, January 13, 2025

Recruitment is no longer just about reviewing resumes and making gut decisions during interviews. You're missing out if you rely on outdated methods to choose your next hire. The game-changing secret is General Mental Ability (GMA)—a proven, powerful tool that will transform your recruitment process.
Catalyzr, www.catalyzr.com, leverages GMA to create a cognitive profile called the Catalyzr Quotient. This profile enables you to model the best people in current roles and find candidates with the highest potential for success in any role. Here's why GMA is the key to smarter, more effective hiring decisions:
1. GMA Predicts Job Success Better Than Anything Else
When it comes to predicting job performance, GMA is your strongest ally. Studies, including those from Schmidt & Hunter (1998), have shown that GMA accounts for 24% of the variance in job performance—far more than experience, education, or interviews. Simply put, cognitive ability correlates more with job success than any other factor.[1]
2. Faster Learning = Faster Results
Roles are evolving, and technology is advancing at an unprecedented rate. That means you need to hire candidates who can quickly adapt and learn new skills. Research shows that individuals with higher GMA learn 2x faster than others, which is critical in today’s fast-moving business landscape.[2]
3. Boost Retention and Reduce Turnover
If you have ever had to go through the costly and disruptive process of replacing a hire, you know the value of reducing turnover. Companies that use GMA assessments in their recruitment process experience 15-20% higher retention rates, as candidates with higher cognitive abilities tend to stay longer and perform better over time.[3]
4. Cut Hiring Costs by Streamlining Your Process
By leveraging cognitive assessments, you streamline your recruitment process, which leads to substantial savings. Companies using GMA testing have reported a 50% reduction in cost-per-hire due to more efficient candidate screening and improved decision-making.[4]
5. Perfect for Complex Roles
Looking to fill roles that require advanced problem-solving, leadership, or decision-making? GMA is especially valuable in assessing candidates for complex positions. Research by Lievens, Buyse, & Sackett (2005) showed that GMA is three times more predictive of success in managerial and professional roles than prior experience or education.[5]
6. Combat Bias and Improve Diversity
The beauty of GMA testing is that it levels the playing field by focusing purely on cognitive abilities. This leads to fairer hiring decisions and a more diverse workforce. In fact, companies using cognitive assessments see 50-60% less bias in their hiring processes.[6]
Ready to Revolutionize Your Hiring Process?
If you want to make smarter, faster, and more effective hiring decisions, it’s time to integrate General Mental Ability (GMA) assessments into your recruitment process. GMA helps you hire for performance, learning ability, and adaptability—all essential for success in today’s business world.
But don’t just take our word for it—visit www.catalyzr.com to discover how Catalyzr’s innovative platform can help you not only implement GMA testing into your recruitment strategy but also find candidates, modeled after your best employees, who have the highest potential to succeed in any role.
Take the next step—click the link, explore Catalyzr, and transform the way you hire!
[1]Â Schmidt, Frank. (2016). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years of Research Findings, Research Gate, 309203898
[2]Â Hunter, J.E., & Hunter, R.F. (1984). Validity and Utility of Alternative Predictors of Job Performance. Psychological Bulletin, 96(1), 72-98.
[3]Â Society for Human Resource Management (SHRM). (2015). The Importance of Cognitive Ability Testing in Recruitment and Retention.
[4]Â National Academy of Sciences (2017). Cognitive Ability Testing in Hiring: A Review of Benefits and Costs. The National Academies Press.
[5]Â Lievens, F., Buyse, T., & Sackett, P.R. (2005). The Validity of Cognitive and Personality Measures in Predicting Managerial Performance. Journal of Applied Psychology, 90(6), 1050-1060.
[6]Â Journal of Applied Psychology (2004). Cognitive Ability Testing and its Impact on Hiring Bias. Journal of Applied Psychology, 89(3), 479-487.
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