Abstract Reasoning Tests For Hiring: Everything You Need To Know As a Recruiter In 2026

26 January 2026

Are you struggling to find candidates who can think critically, solve unfamiliar problems, and adapt quickly on the job? Do you ever worry that traditional interviews aren’t reliable enough to determine whether someone has the analytical ability your role demands?

If these questions sound familiar, you are not alone! Many recruiters and hiring teams face the same challenges when recruiting today’s talent. 

That’s where abstract reasoning tests come in.

Abstract reasoning tests are becoming increasingly popular among employers who need to identifycandidates with strong analytical, problem-solving, and critical thinking abilities. These assessments measure how well applicants recognize patterns, analyze new abstract information, and apply logical reasoning, offering valuable insights into how well they can handle the real-world demands of the job.

As traditional hiring methods grow more time-consuming and resource-heavy, many organizations are turning to modern assessment tools such as psychometric tests, game-based evaluations, and video interviews to streamline recruitment.

Whether you’re a hiring manager or HR professional, you might find yourself asking questions like:

• Why is abstract reasoning important?
• What skills does an abstract reasoning test actually measure?
• Are there any challenges when using pre-employment abstract reasoning tests?
• When in the recruitment process should I include these tests?
• What is the best way to implement abstract reasoning assessments?

This guide explores these questions in depth. Keep reading to learn how abstract reasoning testing tools can help you consistently hire the best talent for your role and organization.

Contents

1. What is an abstract reasoning test?
2. What skills does an abstract reasoning test measure?
3. How do abstract reasoning tests work?
4. Why do employers use abstract reasoning tests for pre-employment screening? 
5. When are abstract reasoning assessments used in the hiring process?
6. Best practices for integrating abstract reasoning tests into your recruitment strategy
7. Which industries and roles should use abstract reasoning tests for hiring?
8. Abstract reasoning tests: Client application story
9. Why do top companies choose Assess Candidates’ abstract reasoning tests to hire

Next, let’s start with the basics: what are abstract reasoning tests?

1. What is an abstract reasoning test?

An abstract reasoning test is a common type of psychometric or aptitude test that measures a candidate’s ability to identify patterns and relationships and solve problems using symbols or abstract information. These tests typically present candidates with sequences, shapes or diagrams and ask them to find the connections among them.  

Abstract reasoning tests offer you insights into a candidate’s strategic thinking, lateral thinking and fluid intelligence, thereby identifying their speed and accuracy in solving problems. They are also non-verbal or inductive in nature, making them ideal for assessing candidates consistently across different regions and languages.

Why are abstract reasoning skills important?

Abstract reasoning skills play a crucial role in today’s business landscape, especially in roles that require problem-solving, logical thinking, and the ability to manage abstract information. These skills enable employees to process complex data, think strategically, and make sound decisions in fast-changing environments.

Employers across technology, finance, management consulting, and data analytics actively prioritize candidates with strong abstract reasoning abilities and routinely include abstract reasoning tests in their pre-hire assessments.

Using these tests streamlines and accelerates the hiring process by reducing reliance on lengthy interviews, work samples, or extensive CV reviews.

What are the different types of abstract reasoning tests?

There are several types of abstract reasoning tests. However, the terminology for these tests may vary depending on the test provider. 

The following are the 6 most common types of pre-employment abstract reasoning tests:

1. Number Series Test: This test presents candidates with sequences of numbers that follow a specific pattern or rule. They must identify the pattern and choose the next number in the sequence. 
2. Matrix Reasoning Test: This test requires candidates to identify the pattern or rule that governs the arrangement of shapes within a grid or matrix. After this, they must select the next shape in the series from the list of options. 
3. Spatial Reasoning Test: This assessment requires candidates to mentally manipulate or rotate a 2D or 3D image to identify a hidden shape or object.
4. Logical Deduction Test: This test provides candidates with a set of premises and a conclusion. They use logic and reasoning to determine whether the conclusion logically follows from the premises.
5. Inductive Reasoning Test: This requires candidates to identify the underlying principle or pattern that connects a group of cases or observations, then apply this rule to a new example or scenario.
6. Diagrammatic Reasoning Test: This assessment requires candidates to analyze the relationships between a series of diagrams or images. They then apply this understanding to solve the problem and choose the correct answer.

Next up, we will take a look at the different skills measured by pre-employment abstract reasoning tests. 

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2. What skills does a pre-employment abstract reasoning test measure?

Using visual information, abstract reasoning pre-employment tests measure pattern recognition, logical reasoning, attention to detail, and problem-solving skills, which are all vital for workplace success. They further help recruiters gauge a candidate’s learning agility and adaptability for roles that require analytical thinking and strategic decision-making.

Skills an abstract reasoning test measures

Pattern Recognition:

A candidate’s ability to recognize patterns by evaluating how well they can identify recurring themes, sequences, or rules within shapes and diagrams. 

Logical Thinking :

A candidate’s logical thinking and ability to predict outcomes or draw logical conclusions based on the given information. 

Problem-Solving Skills

A candidate’s ability to effectively break down complex visual information and choose the correct solution.

Fluid Intelligence:

A candidate’s ability to think quickly, adapt to new information and solve unfamiliar problems. 

Attention to Detail :

A candidate’s ability to notice the small difference in patterns, shapes or sequences. 

Speed and Accuracy:

A candidate’s ability to solve problems accurately within the strict time limits assigned by specific test providers. 

In the following section, we will explore how abstract reasoning tests actually work in hiring.

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3. How do abstract reasoning tests work?

Abstract reasoning tests measure a candidate’s ability to understand and analyze complex patterns, relationships and concepts. These tests are typically timed and administered online, often consisting of 10 to 20 multiple-choice questions.

Different types of abstract reasoning questions

All abstract reasoning test questions measure similar cognitive skills. However, they come in different formats and present the visual information in slightly different ways.

Below are the 4 main types of abstract reasoning questions you can find:

1. Next in the Sequence

Next in the sequence is the most common type of abstract reasoning question, which presents candidates with a series of images that follow a specific rule or pattern. Candidates are required to identify this rule and figure out which image comes next, demonstrating their pattern recognition and predictive thinking skills.  

2. Matrix Questions

Matrix questions display a grid of diagrams, with each row and column following a logical rule. Candidates are required to analyze how the shapes combine or transform across the matrix to determine the missing image.

3. Find the Odd One Out

These questions require candidates to study a set of images, identify the pattern they share, and select the image that does not follow the same rule. This measures a candidate’s ability to detect inconsistencies and pay attention to detail. 

4. Analogical Comparison

Analogical comparisonquestions display two sets of images. The first pair demonstrates a transformation or relationship, and candidates must apply the same logic to complete the second pair. This evaluates how well they recognize relationships and draw logical analogies. 

Here’s a glimpse at an abstract reasoning test question example below:

Assess Candidates’ Abstract Reasoning Test Example Question:

This example comes from Assess Candidates’ off-the-shelf abstract reasoning tests, which employers can also customize to match the specific demands of a role. Customization allows recruiters to evaluate candidates’ abstract reasoning skills in direct relation to job requirements. 

Explore more sample abstract reasoning question examples or get in touch with us to discuss tailored assessment options!

In the following section, we will delve into the reasons why employers incorporate abstract reasoning tests into their recruitment process.

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4. Why do employers use abstract reasoning tests for pre-employment screening?

Employers use abstract reasoning tests in pre-employment screening to objectively measure how well candidates can think logically, identify patterns, and solve unfamiliar problems. These assessments provide insights into a candidate’s ability to learn quickly, adapt to new situations and make sound decisions. 

Top 5 benefits of using abstract reasoning tests for hiring

Saving Time and Money

Employers administer abstract reasoning tests online and at scale to save time and streamline the hiring process. These tests are used early in the selection process to screen thousands of candidates efficiently, in minutes and to eliminate the time-consuming, manual review of thousands of applications. 

Additionally, abstract reasoning tests also help reduce hiring costs associated with large-scale recruitment. Delivered online and typically priced per test or through a flat fee, they provide a cost-effective solution with a low cost per candidate.

Improving the Quality of Hires

Scientifically validated to predict candidates’ job performance, abstract reasoning tests can significantly improve the quality of new hires when applied strategically. These assessments provide insights into candidates’ problem-solving, decision-making, and logical thinking skills when faced with abstract challenges. 

Reducing Bias and Discrimination

Abstract reasoning tests use standardized, non–verbal procedures to evaluate all candidates equally and objectively, removing bias and focusing solely on cognitive ability rather than background, education, age, gender, ethnicity, or race. 

This approach ensures equal opportunities for candidates from underprivileged or diverse linguistic backgrounds who may encounter difficulties in traditional interviews, fostering an inclusive and equitable hiring process that aligns with company values and compliance standards.

Producing Reliable Data-Driven Decision Making

Abstract reasoning tests play a vital role for companies that prioritize data-driven hiring and incorporate data as a key part of their decision-making. These assessments provide clear, comparative insights into candidates’ abstract reasoning and problem-solving abilities, enabling employers to evaluate applicants accurately and identify top performers for the next stage. This data-backed approach significantly reduces the risk of costly hiring mistakes.

Strong Indicator of Problem-Solving Ability

Abstract reasoning tests help employers identify candidates with strong analytical and problem-solving skills by evaluating their ability to think logically and strategically when handling unfamiliar information. 

These assessments require candidates to examine patterns, relationships, and complex sequences without relying on prior knowledge, revealing how well they draw meaningful connections and approach problems creatively in new or unexpected workplace situations.

While abstract reasoning tests offer many benefits, it’s equally important to consider certain factors before using them in the hiring process. 

5 things to consider before using an abstract reasoning test for hiring

1. Test Anxiety: Taking an abstract reasoning test, like any assessment, can trigger stress and anxiety, which may prevent candidates from showcasing logical and well-reasoned responses.

2. Limited Predictive Validity: Relying solely on an abstract reasoning test may not provide a complete understanding of a candidate’s skills. High scores do not automatically guarantee strong on-the-job performance.

3. Soft Skills Assessment: Using abstract reasoning tests in isolation can limit opportunities for candidates to showcase essential soft skills, such as teamwork, communication, or adaptability.

4. Cheating Concerns: Candidates may attempt to cheat on online abstract reasoning tests or have someone else take the test for them.

5. Digital Divide and Accessibility Issues: Some candidates may struggle with the technology required to complete online tests due to limited access to stable internet, devices, or familiarity with digital tools.

Now, let’s explore the stages of the hiring process where abstract reasoning tests can be presented to candidates.

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5. When are abstract reasoning assessments used in the hiring process?

Pre-employment abstract reasoning tests can be implemented at various stages throughout the hiring process. However, these tests work best during early screening. These assessments provide a fast and reliable way to measure skills such as logical reasoning, problem–solving, and the ability to identify patterns, relationships, and rules in visual or abstract information.

Below is a detailed explanation of the various hiring stages in which abstract reasoning tests are used.

Role of abstract reasoning tests at different stages of the hiring process:

Hiring Stage	Purpose	Benefits
Initial Screening	To filter candidates efficiently using abstract reasoning results.	– Saves time and resources by quickly eliminating applicants who lack core pattern-recognition and problem-solving abilities. – Reduces unconscious bias by applying the same standard to all candidates.
Initial Evaluation	To assess abstract reasoning skills in depth.	– Provides a more detailed understanding of a candidate’s cognitive potential and learning agility. – Commonly used inlow-volume or specialized hiring to ensure high-quality shortlisting.
Interview	To support interview decisions with cognitive insights.	– Offers a complete picture of how candidates think, analyze unfamiliar information, and approach complex problems. – Reduces bias and subjectivity in interview decisions.
Onboarding	To personalize training and development.	– Offers strengths and improvement areas in problem-solving and abstract thinking, enabling tailored onboarding plans. – Helps managers design learning paths that enhance early performance.

Now, we will take a look at the best practices for including abstract reasoning assessments in your recruitment process. 

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6. Best practices for integrating abstract reasoning tests into your recruitment strategy

Pre-hire abstract reasoning tests can strengthen your hiring process, but their effectiveness depends on how you apply them. Following best practices ensures they stay fair, relevant, and reliable in identifying candidates with the skills your role requires.

Introduce Tests Early in the Hiring Process

Introduce abstract reasoning tests during the initial screening stage to identify candidates with strong cognitive potential. Align the test’s timing with your recruitment goals to minimize manual resume reviews and focus only on qualified applicants.

Combine Assessments for a Holistic Evaluation

Pair abstract reasoning tests with complementary tools such as numerical reasoning tests, situational judgment tests, or structured interviews. Use a multi-method approach to build a full picture of each candidate’s abilities, behaviours, and fit for the role.

Select Tests That Match Job Requirements

Analyze the role to determine which cognitive skills matter most, such as problem-solving, logical reasoning, or learning agility. Choose abstract reasoning assessments that align with the demands of the position, especially in analytical or technical roles.

Provide Clear Instructions and Practice Materials

Reduce candidate anxiety by presenting sample questions and test guidelines before the assessment. Ensure candidates understand the format, time limits, and response methods so they can perform to their full potential.

Ensure Accessibility and Fairness

Use non-verbal, bias-free abstract reasoning tests to provide equal opportunities for all candidates. Confirm that the testing platform accommodates individuals with disabilities and supports various devices and internet conditions.

Next up, we will take a look at the key industries and roles that should use abstract reasoning tests for hiring.

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7. Which industries and roles should use abstract reasoning tests for hiring?

Abstract reasoning assessments are highly effective in fields that depend on analytical thinking, logical reasoning, and the ability to handle new or complex information. In such industries, incorporating abstract reasoning tests into recruitment helps organisations identify candidates capable of performing well in dynamic and cognitively demanding environments. 

Industries that use abstract reasoning tests for recruitment

The following are the top 6 industries that use abstract reasoning tests as a part of their pre-employment hiring process:

1. IT & Technology

Abstract reasoning tests evaluate a candidate’s ability to solve complex technical problems, process information quickly, and learn new systems or tools. These skills are essential in fast-paced digital environments like IT and technology. 

Major tech employers such as Meta, IBM, and Oracle actively use cognitive and abstract reasoning tests during hiring.

2. Engineering & Advanced Manufacturing

Abstract reasoning tests measure problem-solving, spatial reasoning, and the ability to analyze unfamiliar technical data, crucial in mechanical, industrial, electrical, and robotics engineering. 

Companies such as Siemens, General Electric, and Honeywell routinely use abstract reasoning assessments in their recruitment pipelines.

3. Consulting Services

Consulting roles require strong analytical thinking and the ability to recognize patterns in complex business problems. Abstract reasoning tests help firms identify candidates who can interpret large datasets and develop logical solutions.

Firms such as Accenture, Bain & Company, and Grant Thornton incorporate these tests into their hiring processes.

4. Retail & FMCG

Retail and FMCG companies use abstract reasoning assessments to evaluate how well candidates handle dynamic data, make rapid decisions, and solve operational challenges. 

Employers such as Unilever, Walmart, and Colgate–Palmolive rely on cognitive testing throughout recruitment.

5. Finance & Insurance

Abstract reasoning tests help organizations identify candidates who can interpret financial trends, assess risk, and make sound decisions with incomplete or fast-changing information. 

Companies such as J.P. Morgan, AIA Group, and ING use these assessments in their hiring workflows.

6. Healthcare 

Healthcare organizations use abstract reasoning assessments to evaluate problem-solving skills, pattern recognition, and the ability to work with complex or incomplete information.

Employers such as Philips Healthcare, Roche, and Medtronic integrate these tests into their recruitment processes.

Roles that use abstract reasoning tests for hiring

• Retail Manager
• Game Developer
• Engineer
• Consultant 
• Cybersecurity Analyst
• Project Manager
• UI/UX Designer
• Software Developer
• Operations Manager
• Financial Analyst
• Research Scientist
• Data Analyst

Let’s take a look at the leading employers who include abstract reasoning testing tools in their pre-employment recruitment process. 

Which employers use abstract reasoning tests for hiring?

Abstract reasoning assessments have become a standard part of the hiring process for many large multinational corporations. Increasingly, small and medium–sized enterprises (SMEs) and startups are also adopting abstract reasoning tests to improve the accuracy and effectiveness of their recruitment decisions.

Here are some well-known companies that use abstract reasoning tests:

• Nestlé
• Lockheed Martin
• Google
• Accenture
• Shell
• UnitedHealth Group
• Amazon
• P&G (Procter & Gamble)
• Northrop Grumman
• Siemens Healthineers
• Citi
• Microsoft
• Unilever
• Deloitte
• Macquarie

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8. Abstract Reasoning Tests: Client Application Story

Client Problem Statement

Imagine a rapidly growing technology company struggling to hire software developers and product analysts. Although the organisation receives a large number of applications, its current recruitment process does not accurately measure candidates’ ability to solve unfamiliar problems, identify complex patterns, or think logically under pressure. This gap leads to inconsistent hiring decisions, increased project delays, and frustration among engineering managers and HR teams.

The company needs a more reliable assessment method to evaluate candidates’ abstract reasoning, problem-solving ability, and cognitive agility to ensure success in technical and innovation-driven roles.

Assess Candidates’ Proposal

At Assess Candidates, we recommend incorporating abstract reasoning tests at the early stage of its hiring process. This assessment evaluates a candidate’s ability to recognize patterns, draw logical conclusions, and analyze novel information, skills essential for success in software development, product analysis, and technical problem-solving.

By using this test, recruiters can efficiently filter applicants and identify those with the cognitive potential required for the next stages of evaluation, such as technical interviews or coding assessments.

Result

By integrating abstract reasoning tests into their recruitment workflow, the company can more effectively identify high-potential candidates with the analytical and critical thinking abilities needed for technical roles. This structured approach improves the quality of hires, reduces training and ramp-up time, and enhances overall team performance.

Ultimately, your organization builds a stronger, more capable technical workforce, enabling faster innovation, improved project outcomes, and sustained long-term growth.

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9.  Why do top companies choose Assess Candidates’ abstract reasoning tests to hire

As mentioned earlier, abstract reasoning tests are a type of cognitive aptitude assessment, and most test providers classify them under logical reasoning, aptitude, or diagrammatic tests. At Assess Candidates, we include abstract reasoning tests as a specialized category within our logical reasoning assessments.

Here is an example of our campaign reporting dashboard available on Assess Candidates. 

Here are the top 4 reasons why you should use Assess Candidates’ logical reasoning assessments for your pre-employment hiring process:

1. Design Scientifically Validated by Expert Psychologists: Assess Candidates’ logical reasoning tests are developed by Chartered Scientists, Psychologists, and Psychometricians with decades of experience creating assessments for leading organizations such as SHL and IBM Kenexa. 

These tests undergo rigorous validation to ensure they accurately measure candidates’ logical thinking, pattern recognition, and problem-solving abilities. Our scientifically backed assessments consistently help companies across industries identify and hire high-performing talent.

2. Expert Reporting: Our intuitive platform enables employers to analyze candidate results quickly and make confident, data-driven hiring decisions. Recruiters can review detailed reports, compare performance, filter and rank applicants, and shortlist the strongest candidates with ease. The talent assessment platform also integrates seamlessly with your existing ATS, ensuring a smooth and efficient hiring workflow.
3. Positive Candidate Experience: The logical reasoning tests are accessible on any device and designed with a clean, user-friendly interface. Candidates receive clear instructions, require minimal clicks, and progress through questions automatically. You can also customize the assessment with your organization’s branding, creating a smooth and engaging candidate experience that reinforces your employer brand.
4. Candidate Accessibility Support: We prioritize inclusivity by offering features such as extended time options, zoom tools, accessible color schemes, and screen reader support, all fully compliant with WCAG standards. These features ensure that candidates with disabilities or visual impairments can complete the logical reasoning test fairly and comfortably.

Assess Candidates is a trusted provider of pre-employment aptitude tests, delivering end-to-end solutions for employers of all sizes. Explore our logical reasoning tests today and start hiring the best-fit candidates with confidence.

Conclusion: Key Takeaway

1. Abstract reasoning tests measure how well candidates identify patterns, solve problems, and think logically using visual information.
2. These tests help you assess strategic thinking, learning agility, and adaptability in fast-changing work environments.
3. Abstract reasoning assessments reveal critical skills such as fluid intelligence, attention to detail, and problem-solving ability.
4. Combining abstract reasoning tests with other assessments gives you a more complete picture of each candidate.
5. Using these tests early in the hiring process helps you filter top performers quickly and fairly.
6. These tests support data-driven hiring and reduce reliance on subjective interviews or CV reviews.
7. Industries including tech, engineering, consulting, and finance rely heavily on abstract reasoning assessments for hiring.

Assess Candidates’ Abstract Reasoning Test Example Question: Option C