As a recruitment manager; how can you verify if the candidate is having a learning ability ?

I believe there are certain ability tests and assessments which could be used to measure an individual’s reasoning skills, logical decision making, problem solving and learning abilities.

I agree with Dana.
Assessment Centers can be used to test the skills and abilities of a candidate and this can include learning ability.
In addition to testing, ask the candidate a few questions to judge this ability.
It would also prove beneficial to conduct reference checks to verify the candidate’s answers.
- Do you take the initiative to learn new things? - How do you commit to learning continually (professionally & personally)? - How soon were you able to quickly adapt into your last position? Did you have a training score? How did you fare? What were the suggested areas for improvement? - How would your professor/ boss describe you? Why? Details? - Etcetera, etcetera...

You can check the learning ability by only one question: "What have you observed in this room or in waiting room when you entered here?" If a person is a sharp observer, then definitely he is a quick learner.

Unfortunately I do not have a straightforward answer to your question.
There are different ways to assess if a candidate has learning ability and one of them is the ability of the recruiting manager to assess that.
While there are tools to diagnose traits of candidates - it mainly depends on the discussion/interview and the way questions are asked to assess whether the candidate has learning ability or not.
If a candidate is asked that question straight up - in all probability the answer will be "Yes" because he/she needs the job.
So it is important to prepare and propose your questions to assess intangible traits like learning ability etc.

You need to probe in detail, understand his growth path, ask him about the learnings he has in his career and ask him to explain why he considers them as a learning in details.
A postive learning growth path can help you in analysing his ability to learn....

Dear Maher, You have no other way but to test it yourself.
You can give him a pratical test on what the candidat claims he/she is good at during the interview.
The definitin of "learning" goes hand in hand with perception and changing of behavior.
I admire the pro-verb "seeing is believing".
If it's feasable you can conduct a test in the inteview.
The three month of probation period of employment is a fair change to judging if it provides any sort of training.
People who can not easily adapt with new ideas or techniques of learning are usually a-trainable or slow learners Regards, Reem