Assessing Analytical Skills: A guide to finding the right candidate

Recruitment Made Easy

Assessing Analytical Skills: A guide to finding the right candidate

Analytical Skills are believed to be the most complex and unique skills to gain and to assess by both the employee and recruiter.

A personality like Warren Buffet believes that in order for young people to be successful, it is imperative that they work to enhance these skills. These are among the top 5 skills frequently sought by small companies, large corporations, and organizations around the world.

First let’s discuss what Analytical Skills really mean !

It is a skill like carpentry or driving the car. It can be  learned, it can be taught and it can improve with practice as it’s said analysts learn by doing.

Analytical skills can’t be constrained into one definition as there are so many areas in which they can be applied.  Also it is very important to keep in mind that critical thinking is not the same as analytical thinking. This misconception is prominent and therefore it is crucial for a recruiter to understand this tricky space.

Regardless of these many different conceptions, here are a few questions that could be taken as a reference to evaluate analytical skills better .

Ways to assess Analytical Skills:

There are many ways to assess Analytical Skills but here we are going to discuss some of the important one with examples in order to get a clear perspective.

1. Logical Reasoning Skills

Assessing this skill would help to identify the ability of candidate to filter information in order to solve the given question. There are a lot of situations in which inbound information is of excess and not all of it is required to solve the problem at hand.

In a practical environment, this will help the recruiters to understand how good the candidate is in solving real life problems.

How do we assess this?

“Eight friends – P, Q, R, S, T, U, V and W are sitting around a circular table. All of them are facing the center. Each of them likes different subjects i.e. Economics, Statistics, English, History, Geography, Biology, Chemistry and Physics but not necessarily in the same order.

S likes Physics. R and T are immediate neighbors of each other. The one who likes Geography sits to the immediate left of Q. The one who likes biology sits second to the right of the one likes Statistics. The one who likes Chemistry is an immediate neighbor of the one who likes History. W is second to the right of U. Q is sitting second to the left of U. Neither R nor T likes History. The one who likes Physics is an immediate neighbor of U. R is second to the right of the one who likes Economics. There are only three people sits between the one who likes Physics and P. Only one person sits between the one who likes History and P. The one who likes Statistics is to the immediate right of the one who likes History.”

To have an accurate judgement of how the prospective employee is going to perform in future, clear information regarding the job profile, organization environment, risk assessment and candidate background is important.

2. Numeracy Skills

Many jobs today requires this skill in today’s data driven marketplace and without these skills it would be very difficult to succeed in many jobs. Jobs which use these skills are described in the image below:

Numeracy Skills

What kind of questions can be included:

“If a train covers 600m in 0.5 seconds, how long it will cover in 10 seconds?


If the amount spent on computer imports into the United Kingdom in Year 5 was 20% lower than in Year 4, what was spent in Year 5?”

3. Strategic Thinking Skills

This is the most important skill to access if you are recruiting for a managerial or top level job position role. By doing this, it becomes easy to analyze the efficiency of the employee in resolving a situation or to achieve a company’s goal. It also helps to analyze the personality and way of thinking of the prospective.

Question can be like:

“Describe how you handle yourself when you are stressed or under pressure. Please describe one tough situation you found yourself in with a co-worker or manager and how you handled that particular situation.”

4. Technical Skills

Analytical skills also involve analyzing technical skills for technical job positions as it is an era of information and high technology. Tests can be taken in order to see if a person has thorough knowledge and expertise in areas of software programs, applications, hardware’s ,and devices. The definition of technical changes depending on the field of work.

For example:

  • For computer based work, technical can mean working on excel
  • In IT work environment, it could mean coding etc.

These methods are great to assess the candidates but won’t provide the complete picture of some of the traits in terms of leadership as many assessments have cultural or other biases.

Although, combining these questions can give you an ideal assessment method to test a potential candidate’s analytical skills.

This content was brought to you by Evalground Online Testing PlatformEvalground is an online assessment and test evaluation system focused on helping Recruiters in initial screening of potential candidates from an ocean of job seekers in an automated way.

Evalground supports Online Aptitude Tests, Spoken English Communication Skills AssessmentsCoding Contests in JAVA, C, C++, Ruby, Python, JavaScript and PHP.  Evalground also supports Automated asynchronous interviews. Evalground Screening Tests can be used by Recruiters during campus hiring or to screen walkin candidates.

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