Abstract Reasoning Test
The Abstract Reasoning Test is a 10 minute cognitive assessment for hiring teams that need a quick read on how candidates spot patterns, follow sequences and infer rules. It fits roles where people must interpret new information, solve unfamiliar problems and make sound decisions under time pressure.
Summary of the Abstract Reasoning Test
The Abstract Reasoning Test is a 10 minute cognitive assessment for hiring teams that need a quick read on how candidates spot patterns, follow sequences and infer rules. It fits roles where people must interpret new information, solve unfamiliar problems and make sound decisions under time pressure.
3 dimensions, scored separately
Pattern recognition
This measures how well a candidate identifies relationships, repeats and changes across figures or numbers. At work, it matters when people need to spot trends, detect inconsistencies and make sense of incomplete information.
Sequences
This measures how accurately a candidate follows ordered progressions and predicts what should come next. It matters in jobs where people must track steps, anticipate outcomes and maintain logical flow in tasks or data.
Rule inference
This measures how well a candidate works out the hidden rule connecting a set of items. It matters when employees face unfamiliar situations and need to infer structure quickly before taking action.
Everything about the Abstract Reasoning Test
Pair this test with the rest of the first round: springhire's candidate screening software adds a one-way video interview and resume scoring to the same candidate link, ranked in one report.
01What is the Abstract Reasoning Test?
This test measures how well a candidate works through unfamiliar problems using logic rather than learned subject knowledge. Questions focus on three core skills: spotting visual or numeric patterns, identifying the next step in a sequence and working out the rule that links a set of figures or numbers. A candidate might see a shape sequence that adds one side each step, or a number pattern that doubles from one term to the next. Because the test samples 20 questions from a larger bank of 60, it gives a broad view of reasoning ability while reducing overfamiliarity. It is a practical option for early screening in Springhire when you want evidence of thinking skills, not just resume claims.
02How does the Abstract Reasoning Test work?
Candidates answer 20 questions in 10 minutes. Items are drawn from a 60 question bank and presented at an Intermediate level, with each candidate receiving a randomised set. The format uses short abstract problems based on figures or numbers, and results are auto-scored for fast review and consistent comparison.
03Why is the Abstract Reasoning Test important to employers?
Hiring for roles that involve problem solving often means judging potential, not just experience. This test helps reduce the risk of advancing candidates who interview well but struggle to identify patterns, follow logic or adapt to new problems. It gives hiring teams a clearer signal on reasoning ability before investing more time in interviews.
How to interpret Abstract Reasoning Test results
Every candidate report scores each dimension separately. Here is what high and lower scores typically look like at work, and how to use them in your hiring decision.
Pattern recognition
High scorers: A high score suggests the candidate can quickly spot meaningful relationships and changes in new information.
Lower scorers: A low score suggests the candidate may miss patterns or need more time to recognise structure in data or visual information.
Sequences
High scorers: A high score suggests the candidate can follow progression rules accurately and predict next steps with confidence.
Lower scorers: A low score suggests the candidate may struggle to track ordered changes or extend a sequence correctly.
Rule inference
High scorers: A high score suggests the candidate can infer underlying logic from limited clues and apply it consistently.
Lower scorers: A low score suggests the candidate may find it harder to derive the rule behind unfamiliar problems.
What job roles can you hire with the Abstract Reasoning Test?
- Business Analyst
- Operations Analyst
- Customer Support Specialist
- Project Coordinator
- Data Analyst
Build a multi-measure assessment: tests to pair with the Abstract Reasoning Test
Mechanical Reasoning Test
The Mechanical Reasoning Test helps hiring teams assess how well candidates understand basic physical principles used in hands-on technical work. It suits employers hiring for maintenance, operations, production and service roles where practical judgment and mechanical problem solving matter.
View testComputational Thinking Test
The Computational Thinking Test helps hiring teams assess how candidates break down messy problems, spot useful patterns and map clear steps to a solution. It suits intermediate roles where people need to handle process issues, compare inputs and make structured decisions under time pressure.
View testIntermediate Math Test
The Intermediate Math Test is a short pre-employment assessment for roles that need dependable everyday math. It helps hiring teams check whether candidates can handle algebra, geometry and word problems accurately under time pressure before moving them forward.
View testCognitive Ability Test
The Cognitive Ability Test is a short pre-employment assessment of verbal, numerical and logical reasoning for roles that need clear reading, practical math and sound judgment. Hiring teams use it to compare candidates on core thinking skills before the interview, especially for office, operations and customer-facing jobs. Formerly listed as the Rapid Cognitive Index Test.
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Frequently asked questions
It measures how well candidates recognise patterns, follow sequences and infer rules from unfamiliar information. The focus is on reasoning ability rather than job specific knowledge or prior training.
The test takes 10 minutes to complete. Candidates answer 20 questions selected from a larger bank, so the assessment stays brief while still sampling core reasoning skills.
Questions use abstract figures or number patterns. For example, a candidate may need to identify the next shape in a sequence or complete a number series by finding the rule behind it.
It is useful for roles that require learning quickly, solving unfamiliar problems and making logical decisions. Examples include analyst, coordinator and support roles where people must process patterns and apply rules under time pressure.
Use the score as one input alongside interviews, experience and job related assessments. Higher results can indicate stronger reasoning potential, while lower results may suggest a need for closer review if the role depends heavily on problem solving.
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