Send the Cognitive Ability (IQ) from Workable in 20 minutes
Cognitive ability inside Workable is the test for engineering and senior-IC pipelines where role complexity is high and performance prediction matters more than candidate comfort. The Schmidt & Hunter 1998 meta-analysis remains the cornerstone — g-factor predicts job performance better than any other single instrument across 85 years of validation data, with the predictive lift scaling up as role complexity rises. JobCannon's 30-item IQ assessment combines pattern recognition, numerical reasoning, and verbal-reasoning items into a single normalised 70-160 score. EEOC adverse-impact risk is real with cognitive tests — pair the score with a structured interview rubric and document why cognitive ability predicts performance for the specific role before the first hire decision uses it as a screening filter. Workable's structured-interview loop makes this pairing natural.
Validity
General cognitive ability (g) is the strongest single predictor of job performance across all roles — corrected ρ ≈ .51 in Schmidt & Hunter's 85-year meta-analysis (1998; Psychological Bulletin). Validity increases with job complexity. Cognitive tests also carry the highest EEOC adverse-impact risk; pair with a structured interview and document job-relatedness.
Send the Cognitive Ability (IQ) from Workable
From Workable admin to first scored candidate.
- 1
Add the JobCannon Workable integration
From Workable admin settings, add JobCannon as an Assessment Partner. Paste your Basic Auth credentials (sandbox first, production after the first test cycle). One-time setup, takes 3 minutes.
- 2
Create a Workable scorecard mapped to Cognitive Ability (IQ) dimensions
In your job template, create a scorecard section per Cognitive Ability (IQ) dimension. Each dimension maps 1:1 to a numeric attribute on the Workable scorecard — no provider-specific glue needed.
- 3
Trigger the Cognitive Ability (IQ) on the candidate's stage transition
Add "Send Cognitive Ability (IQ)" as an automatic action when candidates enter the assessment stage. The candidate receives a co-branded Workable email and completes the 20-minute form on mobile or desktop.
- 4
View the score envelope in the candidate profile
The full Cognitive Ability (IQ) score envelope (dimensions, bands, narrative summary) lands in the Workable candidate profile within 30 seconds of submission. Recruiters review without leaving Workable.
Sample score envelope
The exact JSON shape your Workable scorecard receives back. Every JobCannon assessment uses the same dimensions[].score envelope so ranking logic stays consistent across tests.
{
"test": "iq-test",
"version": "v4.0",
"candidate_id": "workable_app_3456789",
"completed_at": "2026-05-16T10:55:03Z",
"duration_seconds": 1124,
"overall_iq": 118,
"percentile": 88,
"band": "high",
"subtests": [
{
"code": "pattern",
"label": "Pattern recognition",
"score": 122,
"percentile": 92
},
{
"code": "numerical",
"label": "Numerical reasoning",
"score": 114,
"percentile": 81
},
{
"code": "verbal",
"label": "Verbal reasoning",
"score": 119,
"percentile": 88
}
],
"narrative_summary": "High-pattern-recognition profile with consistent verbal and numerical strength. Fits complex problem-solving roles in engineering, analytics, and product strategy."
}Other assessments for Workable hiring
Run a different cut on the same candidate by sending one of these from the same Workable pipeline.
Big Five (OCEAN)
personality test
Across 117 studies and 85 years of validation literature, Big Five conscientiousness predicts job performance at corrected ρ ≈ .31 (Barrick & Mount 1991, Personnel Psychology) — making it the strongest single personality dimension for hiring decisions. JobCannon's 50-item adaptation is built on the NEO-PI-R taxonomy and returns five normalised dimension scores per candidate.
Send from Workable →
DISC
behavioural style assessment
DISC measures observable behaviour patterns (dominance, influence, steadiness, conscientiousness) rather than performance predictors. Its meta-analytic correlation with job performance is modest (.10-.15, lower than Big Five). Use it for team-fit and communication-style mapping inside Workable, not as a primary hiring filter.
Send from Workable →
EQ (Emotional Intelligence)
emotional intelligence assessment
Emotional intelligence shows modest incremental predictive validity over cognitive ability and Big Five for jobs with high emotional-labour demands — corrected ρ ≈ .24 for customer-facing and people-management roles (Joseph & Newman, 2010; Journal of Applied Psychology, k=88). Less informative for back-office, technical, or independent-contributor roles.
Send from Workable →
Frequently asked
Is cognitive ability EEOC-defensible for Workable hiring?+
Yes, with caveats. Cognitive ability is the most predictive single test (ρ .51 vs job performance) but also carries the highest documented adverse-impact risk against some protected classes. EEOC defensibility requires (1) documented job analysis showing cognitive ability is required for the role, (2) pass-bands set above floor not above ceiling, (3) pairing with structured interview, (4) ongoing adverse-impact monitoring. Most EEOC settlements involving cognitive tests stem from skipping step 1 — document job-relatedness before the first hire decision.
How long does the IQ test take inside Workable?+
Median candidate completion is 20 minutes on JobCannon's 30-item form. This is the longest assessment in the B2B catalog — candidate friction is higher than DISC or Big Five but worth it when role complexity justifies the lift in predictive validity.
Which Workable roles benefit most from cognitive testing?+
Roles with high task complexity — software engineering, data science, research, finance analyst, product strategy, executive roles. Schmidt & Hunter (1998) shows validity rises with complexity: low-complexity jobs ρ ≈ .23, high-complexity ρ ≈ .58. Skip cognitive testing for low-complexity roles where the lift does not justify the candidate-friction or legal exposure.
What's the score envelope for cognitive ability?+
One overall 70-160 IQ score with percentile and band label, plus three subtest scores (pattern recognition, numerical reasoning, verbal reasoning) on the same scale. Returned via Workable Assessment API webhook in the standard envelope.
How do I configure pass-bands without triggering adverse impact?+
Set the band at the floor of acceptable performance, not the ceiling of available talent. The four-fifths rule (EEOC 1978) flags any selection ratio where one group passes at less than 80% the rate of the highest-passing group — band selection that produces a tighter ratio than 80:100 triggers EEOC scrutiny. Run an adverse-impact analysis on your first 30 cohort decisions and adjust before scaling.
How is the IQ test priced for Workable customers?+
Free for sandbox + first 5 invitations per month. Business tier $99/mo flat — same pricing across all 22 hire-eligible tests including cognitive ability.
Be first on the Workable integration with the Cognitive Ability (IQ)
Email partners@jobcannon.io with your Workable tenant ID. We'll notify you when the Workable adapter ships and beta credentials are available.
Prefer to try the Cognitive Ability (IQ) first? Take it on JobCannon to see exactly what your candidates will see — or read the assessment API docs for the full envelope spec (Iq Test).