Cognitive Profiling for Job Recruitments: A Clustering-Based Approach

While most job recruitment assessments consist of tests based on specific skills (crystallized intelligence), several studies in the recent past have emphasized the additional significance of cognition: more specifically, fluid intelligence, as well as personality in the determination of how suitable and successful a candidate will be as an employee. In this study, a clustering-based system has been proposed for the assessment of both personality and cognitive ability of a candidate for the purpose of job recruitment. Various researches have shown that working memory and reaction time are two cognitive traits which have the highest correlation with fluid intelligence. The present study consists of the tests N-back (for working memory), Simon Task (for reaction time & conflict resolution), and a non-verbal test for pattern recognition. For determining personality traits, Goldberg’s Big Five questionnaire has been used. The assessment score data were acquired from non-working individuals of age range 19-22, and working individuals of ages 40+ respectively and clustered into two classes, as "low" and "high" cognitive skill. From further analysis, it was observed that subjects belonging to the higher cognitive ability group had slightly lower mean values of Emotional Stability (62 as opposed to 64 in the "low" cognition group), more Openness to Experience (68, as opposed to 66) and higher Conscientiousness levels (67 as opposed to 66) on the average. The mean values were found to be higher for the older age group, of the two traits: Emotional Stability (64 as opposed to 62 in the lower age group) and Agreeableness (75 as opposed to 72 in the lower age group). Further, Openness to new Experience was found to be lower in the older age group (64 as opposed to 69 in the lower age group). These findings were consistent with those of previous similar researches, suggesting that the proposed approach is promising in achieving its goal.