Critical Attention Skills Test

Chris Apps • 16 August 2024

Concentration and Attention Proficiency Test

The Critical Attention Skills Test (CAST) is designed to assess a candidate’s ability to multi-task or concentrate on two or more things simultaneously, maintain concentration on a task for a sustained period of time, focus on important information, and ignore irrelevant distractions, while responding quickly. Therefore, the assessment distinguishes between candidates who have a superior ability to remain responsive and highly focused over sustained periods, while ignoring distractions.


The CAST measures a specific component of cognitive aptitude, which is related to improved job performance, productivity, and training outcomes. The CAST enables you to assess for a candidate’s “mental fitness,” reaction times, concentration, and focused attention skills.


Because of its ability to measure concentration skills, the CAST helps predict employee success in a wide variety of positions ranging from skilled manufacturing jobs to casino gaming dealers to video surveillance workers.


High attention and concentration levels are also strongly correlated with low operator error, so the CAST is used to help predict job performance for pilots, delivery drivers, and truck and bus drivers.


The questions do not contain any English language; only the instructions require English comprehension. Tutorials provide the opportunity for candidates to practice and ensure they understand the instructions before beginning each scored section of the assessment. The assessment is streamed randomly: each candidate receives the questions in a different order. This means the assessment offers a relatively unique experience for each candidate, while maintaining the same number and complexity of questions.


We have been using the Critical Attention Skills Test from Criteria for many years and we are pleased with the results, as are our clients.


Fermion specialises in psychometric testing for recruitment. Please contact Fermion to discuss how the Typing and/or Data Entry tests, or any other psychometric test, can help with you your recruitment decisions. 

About the Author:

Christopher Apps is an Organisational Psychologist and the owner of Fermion. He stays updated on the latest psychology research and shares evidence-based insights.

 

The focus of Fermion is "Psychometric Testing for Recruitment" and "Recruitment to Retention: How to select good staff and keep them". If you would like to learn how to select good staff and keep them, please feel free to contact us at Fermion.


“Learn from the mistakes of others. You can’t live long enough to make them all yourself.”

Eleanor Roosevelt.

Recent Posts

A note pad with a ticker that says
by Chris Apps • 20 October 2026
Attention to detail matters, but how can employers assess it? Discover practical ways to identify candidates who demonstrate accuracy rather than simply claim it.
Clip board  with psychometric testing results on it.
by Chris Apps • 12 October 2026
Poorly administered psychometric testing could cause you to reject excellent candidates. Learn how a structured testing process supports better hiring decisions.
AI recruitment selection concept with claw machine choosing candidate from crowd of candidates
by Chris Apps • 6 October 2026
A mediocre hire may quietly cost your business for years. Discover why better recruitment decisions need to prevent average hires as well as obvious mishires.
Four white cubes displaying icons for listening, speaking, reading, and writing skills.
by Chris Apps • 29 September 2026
Good candidates can interview well, but can they do the work? Skills testing adds objective evidence to recruitment before you make the final hiring decision.
A hand interacting with a glowing HR dashboard in futuristic graphic style on a dark background.
by Chris Apps • 24 September 2026
Great recruitment is not just about today’s vacancy. Learn why future capability, adaptability and psychometric testing can improve hiring decisions.
A graphic with the symbols from Microsoft's big 3 - Excel, Word and PowerPoint.
by Chris Apps • 16 September 2026
Skills testing can verify current competence, but better recruitment decisions also consider cognitive ability, personality and evidence from multiple sources.
A graphic with the words
by Chris Apps • 10 September 2026
Reference checks can add useful evidence, but they are biased and imperfect. Learn how to use them without giving weak evidence too much influence in hiring.
A job candidate being interviewed by a panel of four.
by Chris Apps • 1 September 2026
Interviews should not do all the work. Screening, testing and gathering evidence first can reduce bias and help organisations make better hiring decisions.
3 job candidates waiting for an interview
by Chris Apps • 27 August 2026
Better hiring decisions come from a disciplined recruitment process that standardises assessment, informs candidates and combines multiple sources of evidence.
A male office worker pointing his finger a t a male colleague in anger.
by Chris Apps • 18 August 2026
A great interview can create false confidence. Learn how psychometric testing and multiple sources of evidence can reduce the risk of a costly mishire.
Show More