Which statement best differentiates cognitive ability tests from structured interviews in hiring?

Which statement best differentiates cognitive ability tests from structured interviews in hiring?

• A. Cognitive ability tests assess general mental capability.
• B. Structured interviews evaluate behavior-based competencies and reliability.
• C. Cognitive ability tests assess general mental capability, while structured interviews assess behavior-based competencies and reliability.
• D. Cognitive ability tests measure personality traits.

Answer: (C)

Cognitive ability tests measure general mental capability, including reasoning, problem-solving, and the ability to learn new tasks. Structured interviews, by contrast, use standardized questions to assess behavior-based competencies—how a candidate has demonstrated relevant skills in real situations—and they emphasize reliability through consistent questions and scoring. The correct statement captures both distinctions: what each tool measures and how they provide complementary information for hiring. The other options fall short because they either describe only one side of the contrast or mischaracterize cognitive ability tests as measuring personality traits.

Cognitive ability tests measure general mental capability, including reasoning, problem-solving, and the ability to learn new tasks. Structured interviews, by contrast, use standardized questions to assess behavior-based competencies—how a candidate has demonstrated relevant skills in real situations—and they emphasize reliability through consistent questions and scoring. The correct statement captures both distinctions: what each tool measures and how they provide complementary information for hiring. The other options fall short because they either describe only one side of the contrast or mischaracterize cognitive ability tests as measuring personality traits.