problem solving ability test

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Test Your Problem-Solving Skills

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How Good Is Your Problem Solving?

© iStockphoto Entienou

Use a systematic approach.

Good problem solving skills are fundamentally important if you're going to be successful in your career.

But problems are something that we don't particularly like.

They're time-consuming.

They muscle their way into already packed schedules.

They force us to think about an uncertain future.

And they never seem to go away!

That's why, when faced with problems, most of us try to eliminate them as quickly as possible. But have you ever chosen the easiest or most obvious solution – and then realized that you have entirely missed a much better solution? Or have you found yourself fixing just the symptoms of a problem, only for the situation to get much worse?

To be an effective problem-solver, you need to be systematic and logical in your approach. This quiz helps you assess your current approach to problem solving. By improving this, you'll make better overall decisions. And as you increase your confidence with solving problems, you'll be less likely to rush to the first solution – which may not necessarily be the best one.

Once you've completed the quiz, we'll direct you to tools and resources that can help you make the most of your problem-solving skills.

How Good Are You at Solving Problems?

Instructions.

For each statement, click the button in the column that best describes you. Please answer questions as you actually are (rather than how you think you should be), and don't worry if some questions seem to score in the 'wrong direction'. When you are finished, please click the 'Calculate My Total' button at the bottom of the test.

Your last quiz results are shown.

You last completed this quiz on , at .

Score Interpretation

Answering these questions should have helped you recognize the key steps associated with effective problem solving.

This quiz is based on Dr Min Basadur's Simplexity Thinking    problem-solving model. This eight-step process follows the circular pattern shown below, within which current problems are solved and new problems are identified on an ongoing basis. This assessment has not been validated and is intended for illustrative purposes only. 

Figure 1 – The Simplexity Thinking Process

Reproduced with permission from Dr Min Basadur from "The Power of Innovation: How to Make Innovation a Part of Life & How to Put Creative Solutions to Work" Copyright ©1995

Below, we outline the tools and strategies you can use for each stage of the problem-solving process. Enjoy exploring these stages!

Step 1: Find the Problem

(Questions 7, 12)

Some problems are very obvious, however others are not so easily identified. As part of an effective problem-solving process, you need to look actively for problems – even when things seem to be running fine. Proactive problem solving helps you avoid emergencies and allows you to be calm and in control when issues arise.

These techniques can help you do this:

• PEST Analysis   helps you pick up changes to your environment that you should be paying attention to. Make sure too that you're watching changes in customer needs and market dynamics, and that you're monitoring trends that are relevant to your industry.
• Risk Analysis   helps you identify significant business risks.
• Failure Modes and Effects Analysis   helps you identify possible points of failure in your business process, so that you can fix these before problems arise.
• After Action Reviews   help you scan recent performance to identify things that can be done better in the future.
• Where you have several problems to solve, our articles on Prioritization   and Pareto Analysis   help you think about which ones you should focus on first.

Step 2: Find the Facts

(Questions 10, 14)

After identifying a potential problem, you need information. What factors contribute to the problem? Who is involved with it? What solutions have been tried before? What do others think about the problem?

If you move forward to find a solution too quickly, you risk relying on imperfect information that's based on assumptions and limited perspectives, so make sure that you research the problem thoroughly.

Step 3: Define the Problem

(Questions 3, 9)

Now that you understand the problem, define it clearly and completely. Writing a clear problem definition forces you to establish specific boundaries for the problem. This keeps the scope from growing too large, and it helps you stay focused on the main issues.

A great tool to use at this stage is CATWOE   . With this process, you analyze potential problems by looking at them from six perspectives, those of its Customers; Actors (people within the organization); the Transformation, or business process; the World-view, or top-down view of what's going on; the Owner; and the wider organizational Environment. By looking at a situation from these perspectives, you can open your mind and come to a much sharper and more comprehensive definition of the problem.

Cause and Effect Analysis   is another good tool to use here, as it helps you think about the many different factors that can contribute to a problem. This helps you separate the symptoms of a problem from its fundamental causes.

Step 4: Find Ideas

(Questions 4, 13)

With a clear problem definition, start generating ideas for a solution. The key here is to be flexible in the way you approach a problem. You want to be able to see it from as many perspectives as possible. Looking for patterns or common elements in different parts of the problem can sometimes help. You can also use metaphors   and analogies to help analyze the problem, discover similarities to other issues, and think of solutions based on those similarities.

Traditional brainstorming   and reverse brainstorming   are very useful here. By taking the time to generate a range of creative solutions to the problem, you'll significantly increase the likelihood that you'll find the best possible solution, not just a semi-adequate one. Where appropriate, involve people with different viewpoints to expand the volume of ideas generated.

Don't evaluate your ideas until step 5. If you do, this will limit your creativity at too early a stage.

Step 5: Select and Evaluate

(Questions 6, 15)

After finding ideas, you'll have many options that must be evaluated. It's tempting at this stage to charge in and start discarding ideas immediately. However, if you do this without first determining the criteria for a good solution, you risk rejecting an alternative that has real potential.

Decide what elements are needed for a realistic and practical solution, and think about the criteria you'll use to choose between potential solutions.

Paired Comparison Analysis   , Decision Matrix Analysis   and Risk Analysis   are useful techniques here, as are many of the specialist resources available within our Decision-Making section . Enjoy exploring these!

Step 6: Plan

(Questions 1, 16)

You might think that choosing a solution is the end of a problem-solving process. In fact, it's simply the start of the next phase in problem solving: implementation. This involves lots of planning and preparation. If you haven't already developed a full Risk Analysis   in the evaluation phase, do so now. It's important to know what to be prepared for as you begin to roll out your proposed solution.

The type of planning that you need to do depends on the size of the implementation project that you need to set up. For small projects, all you'll often need are Action Plans   that outline who will do what, when, and how. Larger projects need more sophisticated approaches – you'll find out more about these in the Mind Tools Project Management section. And for projects that affect many other people, you'll need to think about Change Management   as well.

Here, it can be useful to conduct an Impact Analysis   to help you identify potential resistance as well as alert you to problems you may not have anticipated. Force Field Analysis   will also help you uncover the various pressures for and against your proposed solution. Once you've done the detailed planning, it can also be useful at this stage to make a final Go/No-Go Decision   , making sure that it's actually worth going ahead with the selected option.

Step 7: Sell the Idea

(Questions 5, 8)

As part of the planning process, you must convince other stakeholders that your solution is the best one. You'll likely meet with resistance, so before you try to “sell” your idea, make sure you've considered all the consequences.

As you begin communicating your plan, listen to what people say, and make changes as necessary. The better the overall solution meets everyone's needs, the greater its positive impact will be! For more tips on selling your idea, read our article on Creating a Value Proposition   and use our Sell Your Idea   Bite-Sized Training session.

Step 8: Act

(Questions 2, 11)

Finally, once you've convinced your key stakeholders that your proposed solution is worth running with, you can move on to the implementation stage. This is the exciting and rewarding part of problem solving, which makes the whole process seem worthwhile.

This action stage is an end, but it's also a beginning: once you've completed your implementation, it's time to move into the next cycle of problem solving by returning to the scanning stage. By doing this, you'll continue improving your organization as you move into the future.

Problem solving is an exceptionally important workplace skill.

Being a competent and confident problem solver will create many opportunities for you. By using a well-developed model like Simplexity Thinking for solving problems, you can approach the process systematically, and be comfortable that the decisions you make are solid.

Given the unpredictable nature of problems, it's very reassuring to know that, by following a structured plan, you've done everything you can to resolve the problem to the best of your ability.

This site teaches you the skills you need for a happy and successful career; and this is just one of many tools and resources that you'll find here at Mind Tools. Subscribe to our free newsletter , or join the Mind Tools Club and really supercharge your career!

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Comments (220)

• Over a month ago Sonia_H wrote Hi PANGGA, This is great news! Thanks for sharing your experience. We hope these 8 steps outlined will help you in multiple ways. ~Sonia Mind Tools Coach
• Over a month ago PANGGA wrote Thank you for this mind tool. I got to know my skills in solving problem. It will serve as my guide on facing and solving problem that I might encounter.
• Over a month ago Sarah_H wrote Wow, thanks for your very detailed feedback HardipG. The Mind Tools team will take a look at your feedback and suggestions for improvement. Best wishes, Sarah Mind Tools Coach

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Creative Problem-Solving Test

Do you typically approach a problem from many perspectives or opt for the same old solution that worked in the past? In his work on human motivation, Robert E. Franken states that in order to be creative, you need to be able to view things from different perspectives.

Creativity is linked to fundamental qualities of thinking, such as flexibility and tolerance of ambiguity. This Creative Problem-solving Test was developed to evaluate whether your attitude towards problem-solving and the manner in which you approach a problem are conducive to creative thinking.

This test is made up of two types of questions: scenarios and self-assessment. For each scenario, answer according to how you would most likely behave in a similar situation. For the self-assessment questions, indicate the degree to which the given statements apply to you. In order to receive the most accurate results, please answer each question as honestly as possible.

After finishing this test you will receive a FREE snapshot report with a summary evaluation and graph. You will then have the option to purchase the full results for $6.95

This test is intended for informational and entertainment purposes only. It is not a substitute for professional diagnosis or for the treatment of any health condition. If you would like to seek the advice of a licensed mental health professional you can search Psychology Today's directory here .

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Analytical Reasoning Tests

• 538 questions

Analytical reasoning tests examine an individual’s ability to apply logic to solve problems. The questions vary depending on the type of analytical reasoning test you’re taking: from extracting key information from complex passages of text (verbal reasoning), to looking for patterns in a series of images (non-verbal reasoning), or using given information to draw conclusions or make predictions (inductive and deductive reasoning).

What is an analytical reasoning test?

An analytical reasoning test is a type of aptitude test that is often used by employers to assess a job candidate’s ability to think critically and solve complex problems.

As well as these skills, employers want to see evidence that you can keep calm under pressure and work quickly against the clock.

The test is nearly always timed, meaning you don’t have long to work through each question to find the correct answer.

Depending on which type of job you’re applying for, the test you take may be in the style of verbal reasoning , non-verbal reasoning , inductive reasoning or deductive reasoning . As such, it’s worth practicing as many different types of tests as you can to familiarise yourself with the questions.

The analytical reasoning test is widely used because it looks for skills that are sought after in almost every industry. It helps employers find candidates who will be quick to learn, adapt and solve problems.

Why do use analytical reasoning tests?

Employers use analytical reasoning tests to assess candidates’ ability to analyze complex information, make logical deductions, and solve problems effectively. These tests help employers evaluate candidates’ critical thinking skills, decision-making abilities, and aptitude for handling challenging situations. By administering analytical reasoning tests, employers can identify candidates who possess the cognitive abilities necessary for success in roles that require analytical thinking, such as management, finance, engineering, and data analysis. Additionally, these tests provide employers with valuable insights into candidates’ problem-solving approaches and their capacity to navigate intricate scenarios, aiding in the selection of the most suitable candidates for the job.

As applicants have to work harder and harder to make their CV stand out, an aptitude test like this is a good way of ensuring candidates possess the necessary skills.

It’s common for employers or recruiters to set the analytical reasoning test before the interview stage, so they can select candidates based on their test performance. The test therefore acts as a filter, ensuring employers get to meet the people they believe are most likely to excel.

Completing a good analytical reasoning test gives an indication that you’re a strong critical thinker who can rise to the challenge – an attractive proposition for any employer.

How do analytical reasoning tests work?

An employer will select the type of analytical reasoning test (verbal, non-verbal, inductive or deductive) based on the skills they want to examine.

Finding out exactly which type of test you’ll be taking is helpful so you can focus your preparation, but if you don’t know we recommend trying out all of the different mock tests to familiarise yourself with the individual question styles and formats.

When you take the test, you’ll normally have around one minute to answer each question – which is yet another reason to familiarise yourself with the kinds of questions you’re likely to be asked.

Here’s a brief overview of the four different test types:

• Verbal reasoning – requires you to read through long passages of text and showcase your comprehension and analysis skills by answering a series of questions on what you’ve just read.
• Non-verbal reasoning – presents you with images such as graphs, pictures and patterns, and requires you to use your logic and problem-solving skills to decipher the rule that connects the sequence.
• Inductive reasoning – equips you with certain facts or information, and then asks you to make predictions or assumptions based on that evidence.
• Deductive reasoning – will ask you to use the statements given to you to make further statements of fact.

After the test, your score will be calculated and compared to those of the other individuals who took the same test, or a normative group (which can help an employer see how well you fared compared to previous candidates).

Analytical test formats

Verbal Reasoning Tests

Verbal reasoning tests examine your ability to draw out key information from long, often complex passages of text, to form a conclusion. Very often this takes the form of questions to which you would select ‘true’, ‘false’ or ‘cannot say’ as the response.

No prior knowledge of the subject matter is required, but it is important to practice verbal reasoning tests as it can take a while to get used to the question format.

You will need to be able to distinguish between what’s fact and what’s merely being inferred when you’re reading through the passages of text. This shows an employer that you have the comprehension, logic and analytical skills they’re looking for.

Practising verbal reasoning tests before you take the one that really matters is vital if you want to showcase the best of your abilities to a potential employer. The more mock tests you take, the better you’ll get at sifting through the passages of text for evidence, quickly assimilating the information and confidently deciding what’s true, false or uncertain.

You’ll normally have around one minute to answer each question on the verbal reasoning test (although it’s always worth checking this is the case with your test when you begin). It’s important you don’t spend ages on a challenging problem, as you could end up not answering other questions that you might have easily been able to answer.

At the end, if you have time left you can always go back to anything you weren’t sure about and have another go.

The verbal reasoning test is most commonly used by employers or recruiters hiring for roles where strong communication skills are critical – which applies to most jobs, hence their popularity.

Non-Verbal Reasoning Tests

Non-verbal reasoning tests comprise graphs, tables and data, and the accompanying questions will assess how adept you are at drawing conclusions from limited information, finding connecting patterns and working quickly under considerable time pressure.

These types of analytical reasoning tests are often part of the application process for roles in industries such as finance, engineering and HR.

The best way you can prepare for a non-verbal reasoning test is to take as many mock tests as you can. After you’ve completed a test, it’s important to look back through your answers and identify your weaker areas, so you know where you need to direct your focus.

Not only will practising ensure you get quicker and better, it’ll also help you familiarise yourself with the different graphs, tables and images you’re likely to be confronted with on a non-verbal reasoning test.

As with the verbal reasoning test, you normally get around one minute to answer each question, so finding the right balance between speed and accuracy is really important – something that you’ll find a lot easier if you’ve put the practice time in beforehand.

A successful non-verbal reasoning test will prove to an employer that you have the critical thinking, reasoning and logical skills needed to cope with the demands of the job you’re applying for.

Inductive / Deductive Reasoning Tests

If you’re asked to take an inductive test or deductive test , you’re essentially being asked to show how well you can identify patterns and use your logic. Although the overall skills you’ll demonstrate are very similar, the two tests are slightly different.

Inductive reasoning test – you’ll need to identify relationships between statements, images or facts and figures, and use this analysis to show, logically, what should come next.

Deductive reasoning test – you’ll be given a statement of fact and you’ll need to use this information to deduce another factually correct statement.

These aptitude tests are most commonly used in the hiring of science, tech and IT roles, as the type of skills they seek to showcase – logical thinking, identifying patterns, problem solving and critical thinking – are all valuable in these industries.

So even if you have the type of brain that finds these kinds of problems easier than most, it’s always worth practising inductive/deductive reasoning tests beforehand to familiarise yourself with the specific style of question, and what’s required of you in a short amount of time.

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5 Free Example Analytical Reasoning Questions

Here are five example analytical questions to try out. Answers for all five are below the tests. If you need further practice, try out our full free tests.

Verbal Question 1

Statement : A derivative could be used by an airline to secure the price of oil now, which it won’t use until six months time.

Verbal Question 2

Statement : More people taking early retirement is the major contributory factor to the public sector pension deficit.

Diagrammatic Question 1

Which is the next logical image in the sequence?

Numerical Question 1

What was the ratio of the cost of a Google click in April compared to the cost of a Facebook and Yahoo click in February?

Abstract Question 1

Which of the boxes comes next in the sequence?

Verbal Question 1 : True – “to secure the price of a commodity which is to be “bought” at a future date, but at a price that is set today.”

Verbal Question 2 : Cannot tell – the passage refers to both this fact, extended life expectancy, and that the value of pension fund assets has fallen.

Diagrammatic Question 1 : There is a central figure and four figures with one in each corner: (i) The central figure firstly increases in size over a series of three, then decreases in the same fashion; (ii) The central figure changes from white, to having a dotted outline, to black; and (iii) The four figures rotate around the four corners, moving two corners at a time. So the correct answer is F.

Numerical Question 1 : Step 1. Extract the relevant figures from the graph Cost of per click in April. Google 18 cents : Facebook + Yahoo (14 + 6 = 20 cents). Step 2. Divide 20 by 18 to calculate the ratio. 20 ÷18 = 1.11 Step 3. Present as a ratio 1 : 1.11

Abstract Question 1 : Arrow changes direction from pointing up, to pointing down, with each turn. 2. Triangle moves from top left corner in an anti-clockwise direction around the frame with each turn. So the answer is B.

Sample Analytical Reasoning Tests question Test your knowledge!

Consider a set of figures where the size of shapes increases with each subsequent figure. If the sequence starts with a small triangle and each figure adds two centimeters to each side of the shape, what size would the fifth shape be?

When analyzing a series of processes in a diagram, you notice that there is a cyclical pattern. If a process starts with A, continues to B, followed by C, and then starts over, what would be the fourth step after starting over twice?

• The process ends.

If a premise states that 'All managers can handle stress' and 'Susan is a manager', what conclusion can you draw?

• Susan cannot handle stress.
• Not all managers can handle stress.
• Susan can handle stress.
• The ability to handle stress is not important for managers.

You are given a dataset where the sales of a company have increased by 5% every month for the past 4 months. If the sales in the first month were $200,000, what should be the sales in the fifth month?

After reading the following passage, determine the main argument presented by the author. 'Many companies focus on short-term gains rather than long-term stability. This can lead to decisions that are profitable in the immediate future but may jeopardize the company's longevity. It is essential for businesses to balance immediate profits with sustainable growth.'

• Short-term gains are more important than long-term stability.
• Companies should consider long-term stability over short-term profits.
• Decisions should balance immediate profits and sustainable growth.
• Long-term stability is impossible to achieve for most companies.

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The tests were well suited to the job that I’ve applied for. They are easy to do and loads of them.

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Analytical Reasoning Tests Tips

1 background research.

Get as much background information as possible on the test you’ll be taking from the employer or recruiter, so you know which areas to focus on.

2 Prepare with mock tests

Preparation is key – take mock tests in a quiet, distraction-free area and always make sure you go back through your answers at the end to identify any areas you need to work harder at.

3 Tips for test day

On the test day itself, make sure you have everything you need to complete the test. When you start, ensure you know roughly how long you’ve got to answer each question, as although you’ll always need to work quickly, it’s important to read the question thoroughly and ensure you’ve understood it before getting started.

4 Stay positive

Try and remain positive. The tests are designed to be challenging, since employers want to push you. If you’ve put the time and effort into practising aptitude tests, you should feel confident you’ve given yourself the best chance possible to succeed.

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Analytical Reasoning Tests FAQs

What is this test used for.

Analytical reasoning tests are a go-to tool for employers looking to gauge a candidate’s problem-solving prowess. Organizations across a myriad of industries use these assessments to get a handle on the analytical skills that are crucial in the modern workplace.

What do these tests involve?

Dive into questions that challenge your problem-solving abilities across verbal, non-verbal, inductive, and deductive reasoning areas. Whether it’s deciphering complex texts, spotting trends in images, or making predictions, these tests are your all-in-one gym to flex those analytical muscles.

What do these tests measure?

Our tests aren’t just a bunch of random questions; they are refined and updated using cutting-edge tech. They’re designed to measure your logical and analytical acumen, ensuring you’re tested against the latest industry benchmarks for analytical reasoning.

Where can I practice these tests?

Ready to put your analytical skills to the test? Practice Aptitude Tests is your one-stop shop for simulating real-world analytical reasoning exams. Here, you’ll find a treasure trove of practice material to get you test-ready!

Which employers use these tests?

Analytical reasoning tests aren’t just popular; they’re a staple in the hiring toolkit for a vast array of organizations looking to identify top talent who can navigate complex problem-solving tasks with ease.

Reviews of our Analytical Reasoning tests

What our customers say about our Analytical Reasoning tests

Bob Gautier

United States of America

October 23, 2023

I really do not think negatively in any way about this test. It dies what it’s supposed to do, and designed to do what it does.

Andrew Smith

United Kingdom

October 05, 2023

A good range of alternating patterns, some repeat themselves on several questions, while others are one-offs.

Caramel Teoh

The seqence

I like how convenient it was to answer to question. I dislike that all the question is almost all the same

Juan Garcera

August 06, 2023

Interesting

It is a good first immersion on the complexity of analytical reasoning and a good first step to get into more demanding exercises.

Stephanie Scalzo

July 25, 2023

Find patterns, but attack each question individually

I have not had the opportunity to take a test like this in years! It was really cool to use my brain in this kind of way again and to work through each individual problem while also finding patterns throughout the test.

MemeLord 29

July 13, 2023

Understanding the sequences

I liked the fact you had to use logical thinking and process of elimination sometimes, to figure the answer

Simulation Aeronautics

July 09, 2023

Attention to detail

The shapes in the pattern have changes which require sharp attention to detail to select the next sequence.

Marco Cavallari

June 03, 2023

My 1st ever psychometric test

It was quite challenging at first, but after a while it became more and more easier to find patterns.

Elizabeth M.Calinawan

Philippines

May 31, 2023

The refreshing abstract reasoning

i like the test very much. Refreshing the next sequence, need enough time to think it over but with the time limit. Yeah, very interesting this test too. Well, when.this test refer to a real life of course anticipation in the area may prevail have a swift solution in every conce

khadijah Ansari

May 16, 2023

My brain had a hard time focusing and differentiating between them, trying to recognise a pattern was difficult.

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More about the TestGorilla Problem Solving test

Discover the science behind this test and check out the recommended tests you may find useful alongside it in an assessment.

Scroll down for the latest validity study and suggested additional tests.

Back to the Problem Solving test page

Available languages: 
English, Dutch, French, German, Spanish, Portuguese (Brazil), Japanese, Italian, Swedish, Danish, Norwegian, and Polish

Test type:


Cognitive ability

Administration time: 


Difficulty level:


Intermediate

Number of questions:


12 questions per test, 97 in the test bank

Scoring benchmarks

Benchmarks are available for various education levels (ranging from some high school education to Master’s degree or higher), business functions (from administrative to software development), and seniority levels (junior to senior).

Psychometric properties of the Problem Solving test

The metrics reported below are based on a sample size (N) of at least 1,000 candidates unless indicated otherwise.

Reliability: Cronbach’s alpha coefficient = .72

Face validity: Candidates rated this test as accurately measuring their skills (average score of 3.88 out of 5.00).

Criterion-related validity: Candidates with higher scores on this test received higher average ratings from the hiring team during the selection process (r = .30).

For an in-depth look at interpreting test results, please take a look at our Science series articles: How to interpret test fact sheets (part 1): Reliability , and How to interpret test fact sheets (part 2): Validity.

For an explanation of the various terms, please refer to our Science glossary .

Use these tests with the Problem Solving test

We believe that multi-measure testing is essential in a holistic hiring process because it examines the candidate as a whole, including technical skills, soft skills, and personality. Below are some tests we recommend using alongside the Problem Solving test.

Attention to Detail (Textual)

Understanding instructions, big 5 (ocean).

Use TestGorilla to discover top candidates

Unlock the power of successful hiring! Streamline your hiring process, make informed decisions, and build a team that drives success. Begin your journey to a stronger team – use our Problem Solving test in your assessment and find your future top performers.

Cognitive ability test

Article author: Dr. Edwin van Thiel , updated July 6, 2022

What is a cognitive ability test?

A cognitive ability test , or a cognitive test in general, is simply put a measurement of a mental performance. This can be a very specific one, such as solving a mathematical sum, or a very broad measurement such as determining someone's general intelligence .

Cognitive ability tests ...

• Call upon logical reasoning, either through induction or deduction, and general problem solving
• Measure abilities that will vary in the extent to which they are innate or learnable
• Deal with sensory perception, memory, learning and applying (acquired) knowledge

What are cognitive ability tests used for in assessments?

Ability test practice.

Score higher on ability assessment tests.

The promise a cognitive test holds is that it predicts future job performance. It goes without saying that the better a cognitive test resembles tasks that need to be performed in a job, the better the prediction will be.

In general though, most cognitive tests will to some degree also predict other cognitive skills. So even when the cognitive abilities assessed seem somewhat inappropriate for a given job, chances are they still are valid predictors for it.

Do I need to practice ability tests?

Absolutely! Cognitive assessment tests are almost always learnable to a degree. Even aspects that are rather innate, such as processing speed, can be improved by practicing. When you understand the tactics, strategies, styles and instructions used in ability tests, you will score higher.

Would you like to try cognitive ability tests? We have many specific free ability assessment tests you can use to practice. Here are free examples of the ten most frequently used cognitive tests:

• Numerical reasoning test
• Verbal reasoning test
• Logical reasoning test
• Diagrammatic reasoning test
• Spatial reasoning test
• Inductive reasoning test
• Deductive reasoning test
• Mechanical reasoning test
• Critical thinking test
• Error checking test

Often used commercial cognitive ability tests

• CCAT - Criteria Cognitive Aptitude Test - (primarily US)
• WPT - Wonderlic Personnel Test - (primarily US)
• PLI - Predictive Index Learning Indicator
• RCAT - Revelian Cognitive Ability Test - (primarily Australia)
• MMAT - McQuaig Mental Agility Test
• Cubiks Logiks
• GIA - Thomas International General Intelligence Assessment
• HBRI - Hogan Business Reasoning Inventory

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How to assess problem-solving skills

Human beings have been fascinated and motivated by problem-solving for as long as time. Let’s start with the classic ancient legend of Oedipus. The Sphinx aggressively addressed anyone who dared to enter Thebes by posing a riddle. If the traveler failed to answer the riddle correctly, the result was death. However, the Sphinx would be destroyed when the answer was finally correct.

Alas, along came Oedipus. He answered correctly. He unlocked this complex riddle and killed the Sphinx.

However, rationality was hardly defined at that time. Today, though, most people assume that it simply takes raw intelligence to be a great problem solver. However, it’s not the only crucial element.

Introduction to key problem-solving skills

You’ve surely noticed that many of the skills listed in the problem-solving process are repeated. This is because having these abilities and talents are so crucial to the entire course of getting a problem solved. Let’s look at some key problem-solving skills that are essential in the workplace.

Communication, listening, and customer service skills

In all the stages of problem-solving, you need to listen and engage to understand what the problem is and come to a conclusion as to what the solution may be. Another challenge is being able to communicate effectively so that people understand what you’re saying. It further rolls into interpersonal communication and customer service skills, which really are all about listening and responding appropriately.

Data analysis, research, and topic understanding skills

To produce the best solutions, employees must be able to understand the problem thoroughly. This is possible when the workforce studies the topic and the process correctly. In the workplace, this knowledge comes from years of relevant experience.

Dependability, believability, trustworthiness, and follow-through

To make change happen and take the following steps towards problem-solving, the qualities of dependability, trustworthiness, and diligence are a must. For example, if a person is known for not keeping their word, laziness, and committing blunders, that is not someone you’ll depend on when they provide you with a solution, will you?

Leadership, team-building, and decision-making

A true leader can learn and grow from the problems that arise in their jobs and utilize each challenge to hone their leadership skills. Problem-solving is an important skill for leaders who want to eliminate challenges that can otherwise hinder their people’s or their business’ growth. Let’s take a look at some statistics that prove just how important these skills are:

A Harvard Business Review study states that of all the skills that influence a leader’s success, problem-solving ranked third out of 16.

According to a survey by Goremotely.net, only 10% of CEOs are leaders who guide staff by example .

Another  study at Havard Business Review found a direct link between teambuilding as a social activity and employee motivation.

Are you looking for a holistic way to develop leaders in your workplace?

Numerous skills and attributes define a successful one from a rookie when it comes to leaders. Our leadership development plan (with examples!) can help HR leaders identify potential leaders that are in sync with your company’s future goals.

Why is problem solving important in the workplace?

As a business leader, when too much of your time is spent managing escalations, the lack of problem-solving skills may hurt your business. While you may be hiring talented and capable employees and paying them well, it is only when you harness their full potential and translate that into business value that it is considered a successful hire.

The impact of continuing with poor problem-solving skills may show up in your organization as operational inefficiencies that may also manifest in product quality issues, defects, re-work and non-conformance to design specifications. When the product is defective, or the service is not up to the mark, it directly affects your customer’s experience and consequently reflects on the company’s profile.

At times, poor problem-solving skills could lead to missed market opportunities, slow time to market, customer dissatisfaction, regulatory compliance issues, and declining employee morale.

Problem-solving skills are important for individual business leaders as well. Suppose you’re busy responding to frequent incidents that have the same variables. In that case, this prevents you from focusing your time and effort on improving the future success of business outcomes.

Proven methods to assess and improve problem-solving skills

Pre-employment problem-solving skill assessment .

Recent research indicates that up to 85% of resumes contain misleading statements. Similarly, interviews are subjective and ultimately serve as poor predictors of job performance .

To provide a reliable and objective means of gathering job-related information on candidates, you must validate and develop pre-employment problem-solving assessments. You can further use the data from pre-employment tests to make informed and defensible hiring decisions.

Depending on the job profile, below are examples of pre-employment problem-solving assessment tests:

Personality tests: The rise of personality testing in the 20th century was an endeavor to maximize employee potential. Personality tests help to identify workplace patterns, relevant characteristics, and traits, and to assess how people may respond to different situations.

Examples of personality tests include the Big five personality traits test and Mercer | Mettl’s Dark Personality Inventory .

Cognitive ability test: A pre-employment aptitude test assesses individuals’ abilities such as critical thinking, verbal reasoning, numerical ability, problem-solving, decision-making, etc., which are indicators of a person’s intelligence quotient (IQ). The test results provide data about on-the-job performance. It also assesses current and potential employees for different job levels.

Criteria Cognitive Aptitude test , McQuaig Mental Agility Test , and Hogan Business Reasoning Inventory are commonly used cognitive ability assessment tests.

Convergent and divergent thinking methods

American psychologist JP Guilford coined the terms “convergent thinking” and “divergent thinking” in the 1950s.

Convergent thinking involves starting with pieces of information and then converging around a solution. An example would be determining the correct answer to a multiple-choice question.

The nature of the question does not demand creativity but rather inherently encourages a person to consider the veracity of each answer provided before selecting the single correct one.

Divergent thinking, on the other hand, starts with a prompt that encourages people to think critically, diverging towards distinct answers. An example of divergent thinking would be asking open-ended questions.

Here’s an example of what convergent thinking and a divergent problem-solving model would look like.

The 5 whys method , developed by Sakichi Toyoda, is part of the Toyota production system. In this method, when you come across a problem, you analyze the root cause by asking “Why?” five times. By recognizing the countermeasure, you can prevent the problem from recurring. Here’s an example of the 5 whys method.

Source: Kanbanzie

This method is specifically useful when you have a recurring problem that reoccurs despite repeated actions to address it. It indicates that you are treating the symptoms of the problem and not the actual problem itself.

Starbursting

While brainstorming is about the team coming together to try to find answers, starbursting flips it over and asks everyone to think of questions instead. Here’s an example of the starbursting method.

The idea of this method is to go and expand from here, layering more and more questions until you’ve covered every eventuality of the problem.

Use of data analysis to measure improvement in problem-solving skills for your organization

Problem-solving and data analytics are often used together. Supporting data is very handy whenever a particular problem occurs. By using data analytics, you can find the supporting data and analyze it to use for solving a specific problem.

However, we must emphasize that the data you’re using to solve the problem is accurate and complete. Otherwise, misleading data may take you off track of the problem at hand or even make it appear more complex than it is. Moreover, as you gain knowledge about the current problem, it further eases the way to solve it.

Let’s dig deeper into the top 3 reasons data analytics is important in problem-solving.

 1. Uncover hidden details

Modern data analytics tools have numerous features that let you analyze the given data thoroughly and find hidden or repeating trends without needing any extra human effort. These automated tools are great at extracting the depths of data, going back way into the past.

2. Automated models

Automation is the future. Businesses don’t have enough time or the budget to encourage manual workforces to go through loads of data to solve business problems. Instead, the tools can collect, combine, clean, and transform the relevant data all by themselves and finally use it to predict the solutions.

3. Explore similar problems

When you use a data analytics approach to solve problems, you can collect all the data available and store it. It can assist you when you find yourself in similar problems, providing references for how such issues were tackled in the past.

If you’re looking for ways to help develop problem-solving skills in the workplace and want to build a team of employees who can solve their own problems, contact us to learn how we can help you achieve it.

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What Are Problem-Solving Skills? Definition and Examples

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Forage puts students first. Our blog articles are written independently by our editorial team. They have not been paid for or sponsored by our partners. See our full  editorial guidelines .

Why do employers hire employees? To help them solve problems. Whether you’re a financial analyst deciding where to invest your firm’s money, or a marketer trying to figure out which channel to direct your efforts, companies hire people to help them find solutions. Problem-solving is an essential and marketable soft skill in the workplace. 

So, how can you improve your problem-solving and show employers you have this valuable skill? In this guide, we’ll cover:

Problem-Solving Skills Definition

Why are problem-solving skills important, problem-solving skills examples, how to include problem-solving skills in a job application, how to improve problem-solving skills, problem-solving: the bottom line.

Problem-solving skills are the ability to identify problems, brainstorm and analyze answers, and implement the best solutions. An employee with good problem-solving skills is both a self-starter and a collaborative teammate; they are proactive in understanding the root of a problem and work with others to consider a wide range of solutions before deciding how to move forward. 

Examples of using problem-solving skills in the workplace include:

• Researching patterns to understand why revenue decreased last quarter
• Experimenting with a new marketing channel to increase website sign-ups
• Brainstorming content types to share with potential customers
• Testing calls to action to see which ones drive the most product sales
• Implementing a new workflow to automate a team process and increase productivity

Problem-solving skills are the most sought-after soft skill of 2022. In fact, 86% of employers look for problem-solving skills on student resumes, according to the National Association of Colleges and Employers Job Outlook 2022 survey . 

It’s unsurprising why employers are looking for this skill: companies will always need people to help them find solutions to their problems. Someone proactive and successful at problem-solving is valuable to any team.

“Employers are looking for employees who can make decisions independently, especially with the prevalence of remote/hybrid work and the need to communicate asynchronously,” Eric Mochnacz, senior HR consultant at Red Clover, says. “Employers want to see individuals who can make well-informed decisions that mitigate risk, and they can do so without suffering from analysis paralysis.”

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Problem-solving includes three main parts: identifying the problem, analyzing possible solutions, and deciding on the best course of action.

>>MORE: Discover the right career for you based on your skills with a career aptitude test .

Research is the first step of problem-solving because it helps you understand the context of a problem. Researching a problem enables you to learn why the problem is happening. For example, is revenue down because of a new sales tactic? Or because of seasonality? Is there a problem with who the sales team is reaching out to? 

Research broadens your scope to all possible reasons why the problem could be happening. Then once you figure it out, it helps you narrow your scope to start solving it. 

Analysis is the next step of problem-solving. Now that you’ve identified the problem, analytical skills help you look at what potential solutions there might be.

“The goal of analysis isn’t to solve a problem, actually — it’s to better understand it because that’s where the real solution will be found,” Gretchen Skalka, owner of Career Insights Consulting, says. “Looking at a problem through the lens of impartiality is the only way to get a true understanding of it from all angles.”

Decision-Making

Once you’ve figured out where the problem is coming from and what solutions are, it’s time to decide on the best way to go forth. Decision-making skills help you determine what resources are available, what a feasible action plan entails, and what solution is likely to lead to success.

On a Resume

Employers looking for problem-solving skills might include the word “problem-solving” or other synonyms like “ critical thinking ” or “analytical skills” in the job description.

“I would add ‘buzzwords’ you can find from the job descriptions or LinkedIn endorsements section to filter into your resume to comply with the ATS,” Matthew Warzel, CPRW resume writer, advises. Warzel recommends including these skills on your resume but warns to “leave the soft skills as adjectives in the summary section. That is the only place soft skills should be mentioned.”

On the other hand, you can list hard skills separately in a skills section on your resume .

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In a Cover Letter or an Interview

Explaining your problem-solving skills in an interview can seem daunting. You’re required to expand on your process — how you identified a problem, analyzed potential solutions, and made a choice. As long as you can explain your approach, it’s okay if that solution didn’t come from a professional work experience.

“Young professionals shortchange themselves by thinking only paid-for solutions matter to employers,” Skalka says. “People at the genesis of their careers don’t have a wealth of professional experience to pull from, but they do have relevant experience to share.”

Aaron Case, career counselor and CPRW at Resume Genius, agrees and encourages early professionals to share this skill. “If you don’t have any relevant work experience yet, you can still highlight your problem-solving skills in your cover letter,” he says. “Just showcase examples of problems you solved while completing your degree, working at internships, or volunteering. You can even pull examples from completely unrelated part-time jobs, as long as you make it clear how your problem-solving ability transfers to your new line of work.”

Learn How to Identify Problems

Problem-solving doesn’t just require finding solutions to problems that are already there. It’s also about being proactive when something isn’t working as you hoped it would. Practice questioning and getting curious about processes and activities in your everyday life. What could you improve? What would you do if you had more resources for this process? If you had fewer? Challenge yourself to challenge the world around you.

Think Digitally

“Employers in the modern workplace value digital problem-solving skills, like being able to find a technology solution to a traditional issue,” Case says. “For example, when I first started working as a marketing writer, my department didn’t have the budget to hire a professional voice actor for marketing video voiceovers. But I found a perfect solution to the problem with an AI voiceover service that cost a fraction of the price of an actor.”

Being comfortable with new technology — even ones you haven’t used before — is a valuable skill in an increasingly hybrid and remote world. Don’t be afraid to research new and innovative technologies to help automate processes or find a more efficient technological solution.

Collaborate

Problem-solving isn’t done in a silo, and it shouldn’t be. Use your collaboration skills to gather multiple perspectives, help eliminate bias, and listen to alternative solutions. Ask others where they think the problem is coming from and what solutions would help them with your workflow. From there, try to compromise on a solution that can benefit everyone.

If we’ve learned anything from the past few years, it’s that the world of work is constantly changing — which means it’s crucial to know how to adapt . Be comfortable narrowing down a solution, then changing your direction when a colleague provides a new piece of information. Challenge yourself to get out of your comfort zone, whether with your personal routine or trying a new system at work.

Put Yourself in the Middle of Tough Moments

Just like adapting requires you to challenge your routine and tradition, good problem-solving requires you to put yourself in challenging situations — especially ones where you don’t have relevant experience or expertise to find a solution. Because you won’t know how to tackle the problem, you’ll learn new problem-solving skills and how to navigate new challenges. Ask your manager or a peer if you can help them work on a complicated problem, and be proactive about asking them questions along the way.

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Step 1 of 3

Companies always need people to help them find solutions — especially proactive employees who have practical analytical skills and can collaborate to decide the best way to move forward. Whether or not you have experience solving problems in a professional workplace, illustrate your problem-solving skills by describing your research, analysis, and decision-making process — and make it clear that you’re the solution to the employer’s current problems. 

Image Credit: Christina Morillo / Pexels 

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This problem solving test assesses a candidate's ability to analyze situations, identify issues, generate solutions, and make decisions. It measures skills such as critical thinking, analytical or logical thinking, and decision making.

Skills measured

Critical thinking, analytical or logical thinking, decision making, contrasting, evaluating and selecting, stakeholder management, problem solving, available in.

Cognitive Ability

Intermediate

Use of Problem Solving test

This problem solving test evaluates a candidate’s ability to tackle complex situations relevant to the job role. It involves various question types, such as logical reasoning, numerical analysis, verbal reasoning, and situational judgment, to comprehensively assess critical thinking and decision making abilities.

This test measures essential skills like analytical thinking, creativity, numerical proficiency, and effective decision making. Simulating real world scenarios helps identify candidates who can effectively address and resolve job specific challenges, ensuring they are well equipped to contribute to organizational success.

Importance of the Problem Solving Test in Hiring

This problem solving test is crucial in hiring as it helps employers identify candidates with the critical thinking and analytical skills necessary to handle job specific challenges. It also ensures that new hires can contribute effectively to the organization's problem resolution and decision making processes.

Applications of the Problem Solving Test

• Pre Employment Screening: Identify the best candidates early in the recruitment process, ensuring that only those with strong analytical and decision making skills move forward.
• Internal Promotions: Assess current employees for potential roles requiring problem solving abilities, ensuring they have the necessary competencies to succeed.
• Training and Development: Evaluate the effectiveness of training programs and identify areas for improvement, helping develop a workforce skilled in problem solving.
• Educational Settings: Measure the competency of students or trainees in problem solving disciplines, providing valuable feedback for their professional development.

Benefits of Using the Problem Solving Test

• Find the most capable candidates by focusing on essential analytical and decision making skills.
• The standardized test provides an objective assessment, ensuring a fair evaluation process.
• Increase the likelihood of hiring candidates who can effectively handle job specific challenges and contribute to organizational success.
• You can save time and resources by narrowing down large candidate pools to those most suited for the role.
• Discover areas for improvement in existing employees, aid their professional growth, and enhance overall performance.

Relevant for

• Budget Analyst
• Call Center Supervisor
• Computer & Information Analyst
• Customer Experience Specialist
• Customer Onboarding Specialist
• Customer Operations Lead
• Customer Relations Specialist
• Customer Success Manager
• Customer Support Representative
• Data Analyst
• Graphic Designer
• Graphics Developer

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Critical thinking is the ability to analyze and evaluate information, arguments, and situations in a logical and systematic way. In problem solving, critical thinking helps individuals identify and define problems, gather and evaluate relevant information, generate possible solutions, and make sound decisions. This skill is important because it enables individuals to think independently, make informed decisions, and solve complex problems effectively. By honing their critical thinking skills, individuals can become better problem solvers and decision-makers, leading to greater success in both their personal and professional lives.

Analytical or logical thinking skills are essential in problem solving as they enable individuals to break down complex issues into smaller, more manageable components. By analyzing information, identifying patterns, and drawing logical conclusions, individuals are able to develop effective solutions to problems. This skill also allows individuals to think critically, evaluate different perspectives, and make informed decisions based on evidence and reasoning. Overall, analytical and logical thinking skills are crucial in problem solving as they help individuals to approach challenges systematically, identify root causes, and devise innovative solutions.

Making appropriate situational decisions with the given resources is a vital problem-solving skill. A candidate should make suitable choices after identification and careful consideration of the problem, thinking about the possible solutions and repercussions of the issue.

Contrasting, evaluating, and selecting are important skills in problem solving as they help individuals analyze different solutions and determine the most effective one. Contrasting involves comparing and contrasting different options to understand their strengths and weaknesses. Evaluating requires critically assessing the potential outcomes and consequences of each option. Selecting involves choosing the best solution based on the evaluation process. These skills are crucial in problem solving as they help individuals make informed decisions that are likely to lead to successful outcomes. By mastering these skills, individuals can approach problems with a systematic and logical approach, resulting in more efficient and effective solutions.

Managing stakeholders requires knowledge about the interests of different parties involved and careful coordination to minimize damages to the overall business. Satisfied stakeholders are critical to the long-term sustainability of any project, and extensive problem-solving skills are required to handle them.

Problem solving is the ability to identify and analyze problems, develop effective solutions, and implement them efficiently. This skill is crucial in both personal and professional settings as it enables individuals to overcome challenges, make informed decisions, and achieve goals. By honing their problem-solving skills, individuals can enhance their critical thinking, creativity, and decision-making abilities, leading to increased productivity and success. Effective problem solvers are valued in the workplace for their ability to adapt to changing circumstances, think critically, and find innovative solutions to complex problems.

The Problem Solving test is created by a subject-matter expert

Testlify’s skill tests are designed by experienced SMEs (subject matter experts). We evaluate these experts based on specific metrics such as expertise, capability, and their market reputation. Prior to being published, each skill test is peer-reviewed by other experts and then calibrated based on insights derived from a significant number of test-takers who are well-versed in that skill area. Our inherent feedback systems and built-in algorithms enable our SMEs to refine our tests continually.

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Top five hard skills interview questions for Problem Solving

Here are the top five hard-skill interview questions tailored specifically for Problem Solving. These questions are designed to assess candidates’ expertise and suitability for the role, along with skill assessments.

1. Can you walk me through your process for solving complex problems?

Why this matters.

Problem-solving is a critical skill in any business or technical role, and a skilled problem solver should have a well-defined process for approaching complex problems.

What to listen for?

Listen for the candidate to describe a structured approach to problem-solving, including how they define the problem, gather information, analyze data, generate potential solutions, evaluate those solutions, and implement the best one. Look for examples of how the candidate has used this process to solve complex problems in the past.

2. How do you handle situations where you don't have all the information you need to solve a problem?

Problem-solving often involves incomplete or ambiguous information, and a skilled problem solver should be able to handle those situations effectively.

Listen for the candidate to describe their approach to handling incomplete or ambiguous information, including how they identify gaps in their knowledge, how they gather additional information, and how they make assumptions and test those assumptions. Look for examples of how the candidate has successfully solved problems with incomplete information.

3. Can you describe a particularly challenging problem you solved and how you approached it?

This question allows the candidate to showcase their problem-solving abilities and provides insight into their problem-solving process.

Listen for the candidate to describe a particularly challenging problem they solved, and how they approached it. Look for examples of how the candidate defined the problem, identified potential solutions, evaluated those solutions, and implemented the best one. Also, listen for how the candidate communicated their solution to stakeholders and how they measured the success of their solution.

4. How do you prioritize and manage multiple competing problems or projects?

Effective problem solvers should be able to prioritize and manage multiple competing priorities to maximize productivity and efficiency.

Listen for the candidate to describe their process for prioritizing and managing multiple competing problems or projects. Look for examples of how they've managed complex projects and how they've dealt with competing demands for their time and attention. Also, listen for how the candidate balances short-term and long-term priorities.

5. Can you give an example of a problem you encountered that required you to think outside the box to find a solution?

Innovative thinking and creativity can be valuable assets in problem-solving, and this question helps assess those skills.

Listen for the candidate to describe a problem that required them to think outside the box to find a solution. Look for examples of how they generated unique and creative solutions, and how they tested and refined those solutions. Also, listen for how the candidate communicated their solution to stakeholders and how they evaluated the success of their solution.

Frequently asked questions (FAQs) for Problem Solving Test

1. what is problem solving test.

A problem solving test is a process used to evaluate an individual's ability to identify and solve problems in a systematic and logical manner. It may be conducted as part of a job application process, in order to determine whether a candidate has the necessary skills and experience to perform a particular role.

2. How to use the Problem Solving test for hiring?

Implementing problem solving tests in the hiring process helps identify candidates with the ability to address issues swiftly, creatively, and effectively. These tests include various questions designed to measure critical thinking, reasoning skills, reading comprehension, and a potential employee’s overall ability to perform workplace duties. This method offers a thorough evaluation of each candidate's abilities and potential.

3. What roles can I use the Problem Solving test for?

Management, Project leadership, Team leadership, Project management, and Operations Logistics.

4. What topics are covered in the Problem Solving test?

Critical Thinking, Analytical or Logical Thinking, Decision Making, Contrasting, Evaluating and Selecting, Stakeholder Management, Problem Solving.

5. Why is Problem Solving test important?

Problem solving test questions are designed to measure critical thinking, reasoning skills, reading comprehension, and offer a more comprehensive view of each candidate and their abilities.

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To select the tests you want from the Test Library, go to the Test Library page and browse tests by categories like role-specific tests, Language tests, programming tests, software skills tests, cognitive ability tests, situational judgment tests, and more. You can also search for specific tests by name.

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Ready-to-go tests are pre-built assessments that are ready for immediate use, without the need for customization. Testlify offers a wide range of ready-to-go tests across different categories like Language tests (22 tests), programming tests (57 tests), software skills tests (101 tests), cognitive ability tests (245 tests), situational judgment tests (12 tests), and more.

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Testlify is a web-based platform, so all you need is a computer or mobile device with a stable internet connection and a web browser. For optimal performance, we recommend using the latest version of the web browser you’re using. Testlify’s tests are designed to be accessible and user-friendly, with clear instructions and intuitive interfaces.

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Yes, our tests are created by industry subject matter experts and go through an extensive QA process by I/O psychologists and industry experts to ensure that the tests have good reliability and validity and provide accurate results.

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Cognitive Ability Test - Prepare with Free Practice Cognitive Questions & Tips

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What is a Cognitive Ability Test?

Cognitive ability tests are widely used by employers to predict job performance  and serve as an indicator of general cognitive ability. Cognitive tests may differ in format, but they typically contain 20-50 multiple-choice questions that measure core elements of cognitive ability and must be answered under a tight time limit.

On this page, you will find accurate examples of cognitive ability test questions that represent the questions you could find in some of the industry's leading cognitive ability tests, including  ASVAB ,  PI ,  Wonderlic , CCAT , WorkKeys , NOCTI , Bryq , Raven's and  P&G . Each question is followed by a full answer with useful information and tips for you to learn from, just like what you would find in JobTestPrep's many cognitive ability preparation packs. 

Looking to practice a specific test? Check out our exams below:

ATSA Test | Free Civil Service Exam | Free CritiCall Test | Firefighter Test | FEAST I Air Traffic Test | Free IBEW Test | Free NYPD Exam | Free Pymetrics Practice Test | Free Police Written Exam | Free TSA CBT Test | Free WorkKeys Test | HireVue | Indeed Assessments Test | P&G Practice Tests | PI Cognitive Assessment | USPS Postal Exam (474 - 477) | Watson Glaser Test

Get the most accurate practice for any SHL test with our  All-Inclusive SHL Test preparation pack .

What do Cognitive Ability Tests Measure?

By combining questions of varying complexity from several fields with a stressful time limit , the cognitive ability test challenges the candidate's problem solving and processing speed abilities, and provides the employer with a measurement of general cognitive ability - a central component of intelligence.

Cognitive testing is such a popular hiring process tool because it is one of the most valid predictors of job success. By giving the employer a preview of a candidate’s cognitive abilities, the cognitive ability test increases the chances that the hiring process will be successful – to the benefit of the organization as well as the candidate.

What Topics are Included in Cognitive Ability Tests?

Although there is a wide variety of cognitive ability tests that differ in format and difficulty, they generally all set out to measure the same fields:

• Numerical Reasoning – this is the broad term for number-based cognitive skill tests that range from basic math problems to complex numerical problem solving.
• Verbal Reasoning – these cognitive tests evaluate your language comprehension through a range of English language skills, such as vocabulary, grammar, reading comprehension, and critical reasoning.
• Deductive Reasoning – questions where you must deduce from certain rules given in a statement or argument in order to reach conclusions.
• Logical Reasoning – these questions assess your ability to understand complicated texts and, most importantly, to utilize critical thinking skills to draw conclusions and recognize important facts.
• Abstract Reasoning – these cognitive tests measure your ability to draw conclusions based on hidden information in symbols or matrices. You are asked to identify a missing item that completes a certain pattern of logic that you must recognize in a sample given to you.

Applying for a different test? Check out our designated free practice pages:   HireVue   |  IBEW  | TSA  | ASVAB | Criticall  | Watson Glaser  |  EIAT

Cognitive Test Example Questions

In this section, you will find 20 cognitive ability example questions simulating those you would find in the most respected cognitive ability tests in use today. Read each question carefully and select the answer you think is correct, and then read the full answer that follows. Good luck! 

Verbal Analogy:  find the relationship between the pair of words below, and identify the most similar relationship in the answer options.

REPLETE is to FAMISHED as:

The answer is C.

REPLETE means “full with,” and FAMISHED means “very hungry.” If a person is FAMISHED, they are not REPLETE with food. In a specific context, these two adjectives directly contradict one another.

If something is BLATANT it is very obvious, while if something is MASKED it is hidden. If something is MASKED, it is not BLATANT – these two words also directly contradict each other, and is, therefore, the correct answer.

Incorrect Answers A – SHROUD means “to cover,” and HASTEN means “to do something quickly.” These two words do not have a strong relationship.

B – PLAUSIBLE means “reasonable,” and PLACATE means “try to please.” These two words do not have a strong relationship.

D – COMMENCE means to begin, and a person GRADUATEs upon completing a course of study. Often, GRADUATION ceremonies are referred to as COMMENCEment ceremonies. These two words are related but do not contradict one another.

E – A person who is DEPRESSED may not be SUCCESSFUL, but these two words do not directly contradict each other.

Number Series:  identify the hidden pattern in the series of numbers below, and use it to predict the next / missing number:

8 | 3 | 9 | 10 | 17 | ?

The answer is: 25.

Answer explanation: This series is a variation of the famous Fibonacci sequence: each term equals the sum of the two previous terms minus 2.

Abstract Reasoning - the numbers in the figures below have the same mathematical relationship to one another.

What number should replace the question mark in the figure below?

The correct answer is: 2.

When solving this type of question it is important to understand the pattern that the three circles exhibit and the numerical relationship between them.

Focus on the quarter that the question mark appears in and check to see if there is a common relationship that repeats itself between that quarter and the other quarters of each of the circles.

In this example, the circles share the following pattern: (Top cell) minus (Diagonal-bottom-cell) = 1.

e.g. left circle: 6 (top-left) – 5 (bottom-right) = 1, 9 (top-right) – 8 (bottom-left) = 1; right circle: 0 (top-left) – (-1) (bottom-right) = 1.

According to the reasoning above the (top-left) cell – (bottom-right) cell = 1. Therefore, the (bottom-right) cell = 2.

Deductive Reasoning -  These cognitive test  questions measure your ability to analyze sentences and reach a logical conclusion. Some of the questions are numerical, and some are verbal, and the conclusion is generally reached by applying general rules.

If the first two statements are true, is the final statement true?

Most snakes are green. Most snakes are quick.

At least one snake is both green and quick.

The correct answer is A - Yes.

The way to solve this type of question is to examine the ratios and see if there could be an overlap between the two groups - if most of the snakes are green and most of the snakes are quick, we can deduce that there has to be at least one green snake that is also quick.

This happens because the subgroups of "green" and "quick" each constitute more than 50% of the entire snake population (most of the snakes means more than 50%) and consequently must overlap.

​ Numerical Reasoning: Percentages and Word Problems. Percentage problems can take the form of word problems and are usually structured in the following way: "(this) is (a percentage) of (that)", which translates to = (to a decimal) × (that)".

If there are 32 students in the classroom and 12.5% of them own at least one pet, how many students do not own any pets?

The correct answer is 28.

It helps to memorize the most common fractions that represent each type of percentages/decimals.

For example: 1\4 = 0.25 = 25% 1\8 = 0.125 = 12.5%

If there are 32 students in the class and only 12.5% of them own at least one pet then all that is left is to divide 32\8 to know that 4 students own a pet and 28 do not.

Verbal Reasoning: Vocabulary

Clout most closely means -

The correct answer is prestige. The word clout has two meanings: (1) A heavy blow, especially with the hand (2) The power to influence, usually regarding politics or business. Prestige is close in meaning to the second definition of clout and is therefore the correct answer.

Numerical Reasoning: Word Problems

Shelley has 7 dresses, 8 pairs of shoes, and 7 necklaces. If she wears one combination of clothes per day. How many days can she go without wearing the same outfit?

The answer is 392. 

This is a classic combinations question. In order to solve the problem, you must figure the correct number of choices in each category. We have 3 categories: Dresses= a choice between 7 options. Shoes = a choice between 8 options. Necklaces = a choice between 7 options.

The overall number of combinations equals to a multiplication of the number of options within each category: 7*7*8=392

Verbal Reasoning: Synonym / Antonym

IMPERIOUS is the opposite of:

The correct answer is subservient.

Imperious means "domineering in a haughty manner; dictatorial; overbearing," so the antonym is subservient. Arrogant is a similar word but not a synonym. Quiet, stormy, and gloomy are not related.

Therefore, the correct answer is subservient.

Questions 2-8 are the type of cognitive questions you will face in the Wonderlic Test . For a full length Wonderlic practice test, click here . 

Abstract Reasoning - Spatial  

Which of the following boxes should replace the question mark (?) to complete the pattern?

The arrows move 90 degrees counterclockwise, and the colors change between black, grey and white in cycles of three.

Based on the progression of the arrows, the following arrow in the series must be gray and pointing downwards.

Question 10

Logical Reasoning - Syllogisms are a type of deductive reasoning where a conclusion is drawn from two premises provided to you in the question. 

Assume the first two statements are true:

All athletes are hard workers.

Alice is not an athlete.

Alice is not a hard worker.

Is the final statement:

You can deduce from the first statement that all athletes are hard workers, but you do not have any information about non-athletes.

Therefore, according to the second statement, you cannot conclude anything regarding Alice, who is not an athlete.

The final statement is uncertain.

Question 11

Numerical reasoning - Word Problems

In a popular music station, songs are played fully and uninterrupted (i.e., no commercial breaks). The popular music broadcast "Hits All Around Us" lasts 2 hours and 15 minutes, in which two-song lengths are played – songs that last 3 minutes and songs that last 6 minutes.

How many songs will be played during the broadcast?

Two hours and 15 minutes are 135 minutes in total.

The most songs that can be played are 45 (45 songs X 3 minutes each = 135 minutes).

The last songs that can be played are 23 (22 songs X 6 minutes each + 1 song X 3 minutes = 132 + 3 = 135)

Question 12

Verbal Reasoning - sentence completion.  Choose the word that, when inserted in the sentence to replace the blank, best fits the meaning of the sentence.

Electronic information and automated systems are essential to ____ all major federal operations.

The sentence refers to electronic information that is fundamental to (something) all major federal operations. The sentence's general idea implies that electronic information is essential to practically / nearly / almost all primary federal operations.

Therefore, the only word accurately reflecting that meaning in the sentence's context is "virtually".

Question 13

Abstract Reasoning - these types of cognitive questions require finding hidden patterns or rules in shapes. There are many types of abstract reasoning questions in cognitive tests, in which you need to pay attention to different elements. In the following question, you must pay attention to shape and movement. 

In this series, alternating vertical lines or vertical chains of circles are added to each figure, depending on the previous figure.

The middle circle in the vertical chain is always black. Since the last figure in the series contained an additional vertical chain of circles, the next figure should include an additional vertical line.

The figure appearing in answer option A is the only one that fits.

Question 14

Letter Series -  What would be the next group of letters in the following series?

zone --> ynnd --> xmnc --> wlnb --> ?

The pattern in this question is that all the letters move one letter backward in the alphabet except the letter "n" which stays constant.  Therefore the answer is vkna.

Tip -  at first glance, this type of cognitive ability question seems confusing. It is in fact no different than a number series! To help you solve these questions quickly, write down the ABC with a corresponding number beneath each letter (A-1, B-2 etc.). This will help you identify the pattern.  

Cognitive question examples 9-14 are the type of questions you will encounter in the CCAT Test . To practice more questions, try our Free CCAT Practice Test.

Question 15

Logical Reasoning -  In the following question you will be presented with a fact and a pursuant conclusion. It is up to you to decide if the conclusion can be proven or not. 

FACTS: If Jason is late to the meeting, Kevin will have to work late. Lois will not cook dinner for Kevin unless Kevin gets home from work on time. If Lois does not cook dinner for Kevin, Kevin will order pizza for dinner. Lois cooked dinner for Kevin.

CONCLUSION: Jason was late to the meeting.

The facts disprove the conclusion 

If Jason is late to the meeting then Kevin will not get home from work on time because he will have to work late. Lois will cook dinner for Kevin only if Kevin gets home from work on time Thus, if Lois cooked dinner for Kevin, Jason could not have come late to the meeting.

Question 16

Verbal Reasoning - Odd One Out. In this type of cognitive question, you need to select the word that stands out in regard to its meaning.

Which word does not belong on this list?

The correct answer is archaic 

Archaic is a word used to describe something that belongs to an earlier period of time, while the other words are used to describe sad and gloomy states of mind or facial expressions. 

Question 17

Abstract Reasoning - Odd One Out

Choose the odd one out:

The correct answer is C.

The logic: In all of the options except for option three, there is a vertical line which separates these boxes into two, equal, symmetrical halves which mirror one another. If these boxes were pieces of paper which were folded vertically, the items in the boxes would be matching and perfectly identical. The right and left halves are mirror-images of one another. This is not the case for option three. In option 3, there is no mirroring effect between the halves. Both hearts have to be either on the top or on the box's bottom for there to be symmetry.

You have probably noticed that the amount, shape and color of the items are insignificant features and are simply distracters.

Question 18

 Numerical Reasoning - Word Problems

When a smartphone is connected to a charger the battery charge increases by 4.5% per minute. When applications are in use the battery decreases by 3% per 2.5 minutes.

What is the percentage of charging rate per minute if the phone is connected to a charger while several applications are in use?

The correct answer is 3.3%.

In order to tackle this question we will first need to understand that there are two opposite "forces" in this question - charging and discharging (i.e. application usage) of the battery. The charger works in a "positive direction" and the applications in a "negative direction". Now we can address the given information: Charger's work rate: 4.5/1 (4.5% charge per minute) Applications' work rate: -3/2.5 = -1.2/1 (1.2% discharge per minute) Thus, the total charging rate ("sum of forces"): 4.5/1 – 1.2/1 = 3.3/1, meaning: 3.3% per minute.

Question 19

Logical Reasoning

Assumptions:

Most technicians work on the first floor. All accountants work on the second floor. No secretaries work on the third floor.

Conclusion:  Rose, a technician, works on the third floor.

If the assumptions are true, is the conclusion:

According to the first assumption, most technicians work on the first floor. This means that there is at least one technician who does not work on the first floor. Thus, Rose may or may not work on the third floor.

Therefore, the conclusion Cannot be determined based on the information

Question 20

Abstract Reasoning - Next in Series

  Which block completes the following sequence:

The correct answer is D.

The two black sections of the circle move around it clockwise in a different pattern: the section on the upper left side of the circle moves two sections each step. The second section (upper right side in the first frame) stays in the same spot for a step and then moves two sections in the next two steps. When the two sections land on the same spot, they appear as one, such as in the third frame.

In the next frame of the sequence, the first section should appear on the upper right side of the circle, so answers (A), (B), and (E) can be ruled out. The second section should stay where it is, which leaves the answer (D).

  Cognitive questions 15-20 are the types of questions commonly found in the PI cognitive assessment . To practice more questions like these, try our free Predictive Index Practice Test.

Prepare for your Cognitive Ability Test

Cognitive tests present two major obstacles: short time frames, and questions that include known tricks and distracters . Luckily, you can overcome these two obstacles with the right practice.

JobTestPrep's cognitive test preparation packs offer a comprehensive review of all the question types seen on contemporary employers' cognitive ability tests. Practicing the full range of numerical, verbal, deductive, spatial, and logical reasoning questions under strict time frames can greatly assist in improving your scores.

We also provide detailed answer explanations, helping you to understand the logic behind each question. Furthermore, our insightful score reports can help you assess your own cognitive abilities, strengths, and weaknesses.

Start preparing today with one of our specialized prep packs!

Tips to Help You Pass Your Cognitive Test

Cognitive tests can be daunting, and the stress that accompanies them due to the high stakes that are involved can make them even more so. However, there are a number of tips and hacks that can help you improve your cognitive test score before even beginning to practice!

• Don't waste too much time on one question. There will always be a question that you don't get and find yourself wasting time on. You've been asked what placate means and you don't remember? The best option is to guess and move on. Good time management is one of the most vital tools you will gain with our cognitive ability practice.
• Read the instructions carefully. Reading the instructions for each cognitive test question will help ensure you are not missing any important details, and keep you from missing out on points you had in the bag.
• Guess! Given that an incorrect answer yields the same 1-point reduction from your cognitive ability score, it is best to not leave any questions unanswered and try guessing instead. This strategy is great in helping you earn as many points as you can, rather than losing points for leaving questions blank.
• Use scrap paper.  The questions in cognitive tests are built to overload your brain. Using a piece of scrap paper to make calculations or visualize a tricky abstract reasoning question can make a big difference.

Types of Cognitive Ability Tests

While cognitive ability tests generally measure similar fields, they can vary significantly in length, time limit, and difficulty. Below are some of the most popular cognitive tests being used today, click on the link to learn more about how each one measures cognitive abilities:

• Wonderlic – also known as the Wonderlic Personnel Test-Revised (WPT-R), this cognitive test pits you against 50 multiple-choice questions that must be completed in 12 minutes - meaning processing speed and time management are particularly important.
• Criteria Cognitive Aptitude Test (CCAT) – a cognitive test that measures a candidate's cognitive aptitude , problem-solving abilities, skill-learning capabilities, and critical thinking. It consists of 50 questions and has a 15-minute time limit.
• Predictive Index (PI) Cognitive Assessment  – formerly known as the Professional Learning Indicator (PLI), this is a 12-minute cognitive test comprised of 50 questions. The PLI is given to potential hires to test for skills not easily found on a resume or during an interview and measures your capacity to solve problems, learn, and adapt in the workplace.
• The Universal Cognitive Aptitude Test (UCAT) is a job application assessment that measures your critical thinking, problem-solving, analytical, and mathematical abilities. It consists of 40 questions, and you are given 20 minutes to complete it. Unlike the CCAT exam, the UCAT excludes verbal reasoning and verbal ability sections.
• The Revelian Cognitive Ability Test (RCAT) , previously known as Onetest, assesses three areas: verbal, numerical, and abstract reasoning. The test's difficulty increases as you proceed. You have 20 minutes to answer its 51 questions.
• SHL Tests - SHL is a longtime giant of psychometric testing, with a set of recognized, well-validated assessments. Most common among them are the SHL Numerical , SHL Verbal , SHL Inductive , and SHL Deductive tests. These four are sometimes grouped together to create the SHL General Ability Test . Other cognitive assessments include the SHL Calculation Test , SHL Checking Test , and SHL Mechanical Comprehension .
• The Caliper Assessment , commonly referred to as the Caliper Profile, is a pre-employment test designed to measure the alignment of your personality traits and cognitive skills with the demands of the job you're seeking. It's frequently used for senior, managerial, and leadership positions.  Try free Caliper test questions . 
• Procter and Gamble Assessment - this cognitive abilities test is adaptive (changes in difficulty based on your answers) and fully interactive. It measures a number of cognitive abilities such as spatial orientation and memory, as well as personality traits through a personality test a situational judgment test. 
• Pymetrics - The Pymetrics games test comprises a set of twelve activities crafted to evaluate your personality traits and cognitive abilities. The primary hurdle of the Pymetrics assessment lies in grasping the intended result of each test, along with the aspects being gauged and rated.
• Free IBEW Practice  - The IBEW Aptitude Test stands as a notably demanding cognitive assessment, mandatory for aspiring licensed electricians to successfully clear.
• The Hogan Business Reasoning Inventory - a cognitive test, typically used to assess reasoning and decision-making skills for senior positions. 
• Aon Assessments - Aon’s assessment tests are unique in their interface, gamified assessments, and their particular ways of evaluating your competencies, abilities, characteristics, and behavioral tendencies required in the workplace.
• Mercer Mettl Test  - assessing cognitive abilities, technical skills, and personality traits. With adaptive testing, it adjusts question difficulty based on your responses, offering precise insights for job applications and personal development.

Many tests include cognitive ability sections along with other topics. You can find army-related cognitive ability sample questions on our Free ASVAB Practice and Free AFOQT Practice Test . 

While not a cognitive test, interviews play a significant part in the hiring process for most employers. The most notorious one is the pre-recorded video interview .

Cognitive Ability Test Scores

Cognitive tests measure your cognitive abilities - but how are the scores used to decide which candidate gets the job?

There are two main scoring methods to compare cognitive ability scores:

Relative score -  your score is placed on a bell curve along with the scores of other candidates so that your score is compared to theirs and a certain cutoff point is decided. For example, an employer might decide that only the top 10% of the scores move on to the next step of the hiring process. 

Absolute score -  a threshold is set by the employer in advance, and your cognitive ability score needs to pass it. For example, getting more than 30 questions right in the Wonderlic Test . 

For more scoring methods, you can observe our ASVAB Scores guide.

What’s on This Page

• Cognitive Example Questions
• List of Cognitive Ability Tests

Free Cognitive Ability Practice Tests

• CCAT Practice Test
• SHL Practice Test
• Wonderlic Practice Test
• P&G Practice Test
• PI Cognitive Assessment Practice Test
• Raven's Progressive Matrices Practice Test

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August 14, 2024

Cognitive Ability Tests for Hiring

Today’s HR professionals juggle countless responsibilities, from managing employee relations to ensuring compliance and fostering a positive work environment. They do so much that they almost seem superhuman. Yet, even these multitasking marvels face challenges when it comes to hiring the right candidate every time. Too often,  finding the right fit  feels like taking a leap of faith rather than making a well-informed decision. Incorporating a cognitive ability test into the hiring process can significantly improve the chances of making a well-informed decision.

It’s widely known that recruiters determine a candidate’s suitability within just 90 seconds, but that’s because HR professionals have traditionally only had access to resumes. In reality,  effective screening methods go far beyond resumes. They include different assessments, standardized interview questions, and much more to help recruiters avoid hiring the wrong candidates and uncover high-potential workers.

This blog post explores how cognitive ability tests can help recruiters and hiring managers make data-driven hiring decisions. You’ll learn more about the different types of cognitive ability tests available and discover how they can help you predict job performance.

We’ll Cover

What are cognitive ability tests, and why are they important, what do cognitive ability tests measure, 9 standard measurements of cognitive ability tests, why cognitive ability tests are essential for effective recruitment, how cognitive ability tests enhance employee selection and retention, cognitive ability testing best practices , how wonderlic helps with the selection of candidates, how wonderlic helps with employee development.

Put simply, a cognitive ability test is a pre-employment assessment designed to evaluate a candidate’s cognitive skills, including problem-solving, spatial awareness, and decision-making skills essential for success in a role. By cognitive skills, we mean the ability to think critically, process information, and apply knowledge to solve complex problems. 

These tests are important because they can help give recruiters an objective data point during the hiring process. If an employee lacks the required cognitive abilities for a role, their performance can start off as — or quickly become — lackluster. Additionally, employees may quit shortly after they’re hired if a job is too challenging or boring. Resarch also shows the cost of a single bad hire averages $17,000, but the true cost can leap to $240,000 when you factor in recruiting fees, onboarding expenses, and lost productivity.

Using cognitive ability tests in your hiring process can help you reduce the risk of snap judgments based solely on resumes and better match candidates’ skills with the job requirements using an objective layer of data, creating a more productive workplace.

Cognitive ability assessment tests can be confusing because they might be mistaken for job-specific skill tests or aptitude tests. Understanding the scope and limitations of cognitive ability tests in hiring can help make better hiring decisions needed for success in a specific role. 

First, let’s look at what cognitive ability tests DO NOT measure:

• Personality traits like assertiveness, resilience, and creativity
• The ability to understand and control emotions and empathize with others
• Physical abilities such as stamina and strength required for manual roles
• Ethical judgment, such as making moral decisions and adhering to ethical standards

By contrast, cognitive ability tests DO measure different mental abilities and skills essential for doing a job well. These include, but are not limited to, logical, verbal, and numerical reasoning, critical thinking, and problem-solving (more on this next).

One common mistake with pre-employment assessments is using a tool for one purpose and then applying it incorrectly to another. Each assessment is designed with specific qualities in mind, so it’s crucial to match the tool to its intended use. 

One of the biggest issues that occurs around assessments is when companies use one for a specific use case, like it, and then leverage it inappropriately for another use. Success starts with matching the tool to its purpose. Michael Grossenbacher, Principal Psychometrician​ at Wonderlic.

Here are nine cognitive ability assessment tests to help you decide the best one for your needs. 

Critical thinking

A WEF report shows analytical thinking is the most sought-after skill among companies today. The rise of AI has led to the automation and simplification of many technical tasks. Critical thinking has become the human differentiator that guides the strategic use of AI and the application of its insights. By evaluating the candidate’s capacity to analyze information without bias, evaluate arguments, and make reasoned decisions, employers can identify best-fit candidates better equipped to tackle complex problems in the age of AI. 

Attention to detail

Attention-to-detail tests can help reveal candidates who consistently deliver accurate, high-quality work. This is critical in verticals like healthcare, finance, and manufacturing, where even small mistakes can lead to huge problems, but this cognitive ability is also a prominent strength in other areas like sales and marketing. These assessments involve tasks such as proofreading documents or spotting discrepancies through observation.

Problem-solving

These assessments look into a candidate’s ability to identify problems, generate practical solutions, and implement effective strategies for both short- and long-term issues. For instance, a candidate applying for a management role may need to troubleshoot HR issues and make decisions based on hypothetical job-related scenarios.

Logical reasoning

Logical reasoning skills enable employees to make decisions based on facts, not hunches. These skills help people analyze situations, spot patterns, and solve problems methodically. Whether it’s interpreting research findings, recognizing trends, or diagnosing patients, logical reasoning ensures decisions are clear, coherent, and successful.

Verbal reasoning

This type of test evaluates how well candidates understand and analyze written information, draw logical conclusions, and grasp the meaning of words. For instance, these tests require candidates to interpret reports, follow instructions accurately, or assess arguments based on a given text. Strong verbal reasoning skills are most important in professions like journalism, law, and project management, where they enable professionals to interpret complex rules and regulations, conduct thorough research, and communicate project plans and strategies effectively.

Numerical reasoning

Typically used for roles in accounting, market research, and HR, numeral reasoning tests evaluate candidates’ skills with numbers. This can include basic arithmetic, data interpretation, and logical reasoning involving numerical information. Examples include solving mathematical problems with budgets, analyzing financial data, or interpreting statistical charts.

Memory 

In the workplace, the ability to remember and recall information accurately is crucial. A candidate’s capacity to retain and recall information is essential for learning and performing tasks effectively. For example, employees may need to remember complex, mandatory instructions for safely operating machinery or recall specific criteria for meeting a client’s expectations.

Spatial reasoning

Spatial reasoning tests evaluate a candidate’s ability to visualize and manipulate shapes and objects in their mind. In these assessments, candidates may be asked to assemble 3D puzzles or predict the next shape in a sequence. Spatial reasoning also relates to problem-solving in terms of visualizing problems, recognizing patterns, thinking abstractly, reading maps and diagrams, and more. This type of cognitive ability is essential for roles such as mechanical engineer, architect, and interior designer.

Processing speed

These tests assess how quickly and accurately people process and respond to information and spot errors. These assessments are especially beneficial in roles like customer service, emergency response, and project management. 

Aptitude tests

Although similar, aptitude tests aren’t the same as cognitive ability tests. While aptitude tests focus on specific job skills or abilities — such as leadership or language proficiency — cognitive ability tests cast a wider net, assessing overall cognitive functioning across different roles and industries.

Research from The Josh Bersin Company found the typical recruitment process now lasts 43 days but can often take much longer, especially for specialized sectors like energy and investment banking. Cognitive ability tests are one way to quickly narrow the candidate pool so recruiters can focus their time and effort on the cream of the crop.

Here are five key reasons why these tests are crucial for effective recruitment.

1. Increase efficiency

A study by Workwivo published in Forbes revealed that a staggering 98% of HR staff report feeling burned out. Almost all (97%) say their work has caused them to feel emotionally drained, and 73% indicate they lack the tools and resources to perform their jobs well.

Implementing cognitive abilities assessments can streamline the recruitment process by quickly narrowing down the talent pool to the most qualified applicants. This allows you to concentrate your time and resources on candidates with the highest potential for success.

Reduce resume review time by at least 50%. Learn more about the ROI of Wonderlic Select .

“Wonderlic Select has offered our company a far more streamlined tool for assessing candidates than prior providers we have worked with. The data provided is insightful in learning the candidate’s cognitive ability, motivation, and personality. It is concise and easy for our less-experienced hiring managers to understand and navigate.”  Linda, Director of Human Resources, Mays Chemical

2. Identify global talent

The talent shortage is real. According to research by Korn Ferry , by 2030, over 85 million jobs could go unfulfilled due to a lack of skilled workers. That’s roughly the same as the entire population of Turkey.

Today, 80% of employers report difficulty filling roles, with the biggest impact in Japan.

Cognitive abilities assessments help identify top talent who can excel in challenging roles. They assess candidates applying for internal promotion and external candidates from across the globe. This ensures that companies can make informed decisions about promoting from within or hiring externally based on the candidates’ demonstrated cognitive abilities relevant to the role.

3. Predict the potential for learning and professional development

The way we work and learn is undoubtedly changing rapidly. Since 2015, job skill requirements have shifted by about 25%, and by 2028, employers expect disruptions in 44% of workers’ skills .

Assessing how well potential candidates perform after being hired is one thing, but what about their ability to learn new skills and grow over time ?

Cognitive testing can determine how well employees can pick up new skills and adjust to changing job requirements. Employees with high learning potential quickly grasp new concepts, apply knowledge creatively, and solve complex problems, revealing candidates’ adaptability to new job demands and ability to learn. Investing in employees with strong learning potential unleashes talent development and prepares your workforce for future challenges.

4. Improve employee retention

Some 46% of new hires fail within 18 months. That makes hiring decisions about as effective as throwing a dart blindfolded. Researchers blame old-fashioned recruitment practices, overdependence on resumes, and not enough emphasis on finding the right candidate fit overall.

Look at Duracell, the national leader of keyless entry car remotes and replacement key fobs. The brand improved employee retention by a whopping 400% by using pre-hire assessments, including cognitive ability tests in its hiring practices. 

By implementing Wonderlic Select to screen applicants before arranging in-person interviews, they filtered out candidates lacking motivation or the necessary cognitive skills for the position. This method helped streamline their interview process by removing applicants who didn’t meet a set score threshold, saving valuable time and improving retention.

5. Enhance employee engagement

Over three-quarters of employees are not engaged or purposefully disengaged from work. Employees are more likely to feel overwhelmed or underprepared, leading to higher job dissatisfaction and non-engagement. 

When people feel capable and competent in their jobs, they’re more motivated to do their best and stay committed to their roles and the organization as a whole.

Given that cognitive ability testing assesses candidates’ problem-solving abilities, critical thinking skills, and ability to process information, companies are more likely to hire the best-fit candidate the first time, every time. 

Our multi-measure assessment approach, which evaluates cognitive abilities, personality traits, and motivation, gives you the most accurate prediction of whether your candidate can do the job, is enthusiastic about it, and how they’ll do it.

By including these assessments in your recruitment process alongside standardized interview questions, you can feel confident in selecting top candidates ready to engage, thrive, and advance within your organization.

But don’t take our word for it.

Wonderlic has helped us to evaluate our candidates in a way that demonstrates their abilities outside of what we can see in an interview! This has been a game changer in ensuring we choose the best candidate, and it allows us to ensure we are looking at candidates more holistically. Amanda, Agent at State Farm Insurance

Choosing the best person for the job and keeping them are challenges that never go away. Although there’s no secret ingredient for choosing the best candidate , careful consideration and the right tools can give you objective data to help you quickly weed out unqualified applicants and hedge your bets against bad hires. 

Cognitive ability tools can enhance employee selection and retention. Here’s how.

Stand out to potential candidates

First impressions count, right? Taking the time to thoroughly evaluate potential employees shows candidates your commitment to selecting the best person based on their skills and potential.

Plus, it shows applicants that:

• You’re forward-thinking and open to adopting new, more effective recruitment methods
• You’re dedicated to removing biases from your hiring process
• Everything your company does is carefully planned as part of robust recruitment policies and procedures
• You understand how using modern tools and insightful questions can assess candidates fairly
• You value giving candidates a glimpse into your company culture and work environment

By using modern screening tools, such as Wonderlic Select, asking the right questions, and providing candidates with opportunities to showcase their abilities, you’re giving them a sneak peek into what it’s like to work at your company. 

Reduce bias

Bias in shortlisting candidates happens when personal prejudices or stereotypes influence hiring decisions. This can lead to unfair treatment based on race, gender, age, or even where a candidate lives rather than their qualifications or abilities. 

Such bias can result in the best candidates being overlooked, harming both the fairness of the hiring process and the overall quality of the workforce. Cognitive ability tests offer a more fair and objective way to evaluate candidates compared to more subjective methods like reviewing resumes or relying on personal preferences. 

Our cognitive ability tests provide a deeper look into your applicants. You can compare candidates side by side and drill down into their scores between multiple assessments, including cognitive, personality, and motivation, offering a data-driven view of applicants.

Predict talent outcomes

Relying on predictive insights backed by science and job-specific results can improve and streamline your hiring process, predict talent outcomes, and save money!

Our cognitive ability test — part of Wonderlic’s multi-measure assessment — is the only provider on the market that offers ready-made job scoring profiles for all current and emerging jobs. With multiple layers of objective data readily available, you can make more reliable hiring decisions. This results in hiring more high performers who are a good fit for today and can grow with your company to meet the needs of tomorrow.

When you can find something that gives you better hires and saves money at the same time in this economy, it’s a big win. Jeff McDonald, Director of HR at Sweetwater Sound

Cognitive ability tests for hiring are only one part of the decision-making process. By that, we mean these assessments shouldn’t be used in isolation. 

Follow our best practices and get the most out of your cognitive ability testing.

• Use cognitive tests as part of your standardized screening process. Research has shown that multi-measure pre-hire assessments — including cognitive ability tests — combined with standardized interview questions are the most effective way to predict on-the-job performance.
• Align tests with job requirements . Choose tests that directly align with the role you’re hiring for. For example, if you’re hiring healthcare staff who need strong attention to detail skills, use tests that can assess observational behaviors and critical thinking. The Wonderlic Jobs Engine is the only database on the market that provides off-the-shelf scoring profiles covering all existing and emerging jobs in the market.
• Trust the data. It can be easy to overlook the test results because you like the candidate during the interview. However, ignoring their test results can lead to hiring mistakes. Charisma can fade, but cognitive skills will always be valuable for the job.
• Standardize testing procedures . Maintain consistency in how cognitive ability tests are performed and scored across all candidates. This prevents bias and ensures fairness. For instance, use the same testing environment and time limits for all applicants.
• Don’t rely solely on test results. Cognitive test results are just one piece of the jigsaw. Test results are the most effective and predictive of success when combined with other hiring tools, such as interviews and role-specific skills tests.
• Train assessors . Provide regular training to recruiters and hiring managers — whoever administering and interpreting the tests — to ensure they understand the purpose and how to interpret results accurately. This minimizes errors and ensures consistent evaluation. 

As the first to create a short-form cognitive ability test for the workplace, Wonderlic has led the industry in cognitive ability testing for over 80 years. Wonderlic Select , Wonderlic’s signature multi-measure assessment, combines cognitive ability, personality, and motivation tests into one assessment, giving recruiters comprehensive insights while eliminating the need for candidates to take multiple tests.

With Select, recruiters can speed up the hiring process by assessing candidates’ cognitive abilities before scheduling face-to-face interviews and screening out poor-fit candidates. Our cognitive ability test provides valuable insights into how well candidates can handle job-specific tasks related to problem-solving, spatial reasoning, numerical reasoning, and more.

After making a hiring decision, you can use insights from Select to support your new hire with personalized tips, effective communication strategies, and role-specific best practices for successful onboarding. If you’re not using cognitive ability testing as a regular part of your hiring process, now is the time to start.

While developing your employees with online courses, conferences, and seminars is valuable, there’s an additional layer of empowerment that comes from providing employees with specific development data: data about themselves, their strengths, and their potential.

Wonderlic Develop is an employee development solution that measures cognitive ability, personality, and motivation to give employees comprehensive insights about their capabilities, behaviors, and interests specific to their jobs.

As early as during the onboarding process, employees receive actionable coaching tips and strategies they can immediately implement into their day-to-day work for high-impact growth that improves workplace performance — all without creating heavy overhead for the organization. This functionality is built into Wonderlic, saving you the time, expense, and headache of building and overseeing a hands-on, time-intensive performance management program.

Ready to use cognitive ability testing to improve your hiring process and unlock employees’ potential? Get started with a demo of Wonderlic .

A cognitive ability test is a type of assessment used to measure a person’s mental skills, including their ability to solve problems, think logically, and process information quickly. HR professionals often use these assessments during the hiring process to predict future job performance. 

Cognitive ability tests typically include logical reasoning, numerical reasoning, verbal reasoning, spatial ability, learning agility, and processing speed and accuracy.

Cognitive ability tests and IQ tests are similar but not quite the same. IQ tests specifically measure a person’s intellectual potential and ability to learn. On the other hand, cognitive ability tests go beyond just measuring intelligence and evaluate a broader range of cognitive skills, including problem-solving, memory, attention, and reasoning.

Written by:

Jessica Haig

Hi, I’m Jessica Haig, the Director of Applied Science and Culture at Wonderlic. I’ve dedicated over a decade to talent assessment, focusing on helping organizations find and retain the best talent. I lead teams in implementing and supporting best practices, consulting on employee selection and development, and developing innovative assessment tools to enhance organizational performance and culture. Outside of work, I love sailing, bringing the same passion and precision to the open waters as I do to my work.

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Select, develop, and retain your employees with wonderlic’s talent insight platform., privacy overview.

Problem Solving Test

Problem solving tests assess an individual's ability to solve complex problems under pressures. Selecting good problem solvers is important if you want to build a proactive and solution orientated team.

More than 3000 Companies trust Neuroworx

• What is a problem-solving test?

A problem-solving test is a pre-employment assessment, used to determine the extent to which a candidate is able to apply their problem-solving abilities.

The test challenges candidates through a series of hypothetical scenarios that look at problem-solving in a professional context. For each scenario, a candidate must conclude the most effective course of action by identifying the problem, weighing up potential approaches, and choosing which they believe will result in the best outcome.

Those that perform well on the problem-solving test have the ability to navigate complex situations, adapt quickly to moving goalposts, and bring fresh ideas to the table - all attributes that make an employee a valuable asset to your organisation.

Jump to a section on this page:

Why should you use a problem-solving test for recruitment, how our test assesses problem-solving skills.

• Problem Solving Test FAQs

About the Problem Solving Test

Problem-solving skills are critical to so many job roles . It is the skill set that enables an employee to effectively work towards and achieve personal, team and business objectives. Yet it is among the most difficult skills to assess during recruitment.

Neuroworx's problem-solving test provides a solution. It gives your hiring team a practical and efficient way to test and compare the entire applicant pool - so you can progress those not just with the most impressive resume, but also the most developed and demonstrated problem-solving ability.

Sample Problem Solving Test question Test your knowledge!

You are preparing a summary of monthly accounts for the Finance Director. This financial summary is important as it will inform company spending for the next three months. However, something doesn’t seem right to you. Your summary has to be ready for tomorrow morning.

What would you do?

• Organize all available financial data into a spreadsheet to analyze line by line, identifying any discrepancies.
• Share your financial summary with a colleague and ask them to look over what you have prepared.
• Make a note of what you think may be wrong to include in the report so the Director can look into the issue.
• Work backwards in scrutinising the monthly accounts to track down what seems to be causing the discrepancy.

There are very few job roles that do not require at least some degree of problem-solving ability. In a professional setting, solving a problem is essential to achieve a specific goal. An employee must be able to determine the objective, identify any obstacles that stand in the way, and develop workable solutions to overcome them.

Problems may relate to a personal situation like a conflict with a coworker, be project-based like a tight deadline, or apply to business success, such as how to attract new prospects, increase sales, or lower overheads.

In all cases, employers that invest in talented problem solvers are likely to see the benefits of increased collaboration, productivity and innovation.

The difficulty comes in knowing which applicants are in fact, strong problem solvers. It's a skill that can't really be expressed on paper, and while competency-based interview questions might give you greater insight, it is neither time nor cost-effective to interview every single candidate.

By using a problem-solving test as a screening tool, you'll get objective and comparable data for your entire applicant pool. You can then shortlist those candidates that show the most promise, confident in the knowledge that their problem-solving skills meet the standards you're looking for.

Ultimately, a problem-solving test minimises the risk of a bad hire. It can be used for a broad range of roles - in particular, those that involve shifting variables or innovative design, like project management, software development and engineering .

View a sample report

Results for the Problem Solving Test along with other assessments the candidate takes will be compiled to produce a candidate report.

The report is automatically generated and available both online and as a downloadable pdf so they can be shared with other team members and employees alike.

In Neuroworx's problem-solving skills test, candidates will need to answer a range of questions designed to indicate how well they can solve problems and work under pressure based on a final test score, which can then be compared to the scores of other applicants.

The test presents different problems for the candidates to review before selecting what they believe to be the correct answer. The other available options are mostly generic mistakes or misconceptions, which makes the test challenging and helps measure a candidate's ability more accurately.

During the development process, the test was rigorously analysed to maximise reliability and validity in line with industry best practices. It was created and tested by psychometric experts, and designed to assess interpersonal skills in a sample of job applicants who have varying professional experience.

Each test is reviewed by a panel of individuals representing diverse backgrounds to check for any sensitivity, fairness, face validity and accessibility issues. This ensures each test-taker has a fair chance of demonstrating their true level of interpersonal skills and feels the test is high quality.

Our problem-solving skills test is monitored to ensure it is up-to-date and optimised for performance.

Our test platform

Our platform offers an extensive library of hundreds of tests, giving you the flexibility to select and combine them in any way that suits your hiring needs. From understanding specific role requirements to assessing general cognitive abilities, our diverse library ensures you can tailor your assessment process precisely.

Curated by our team of experts

Scientifically validated by psychometric specialists

• Our team of assessment experts is made up of I/O psychologists, psychometricians, and subject matter experts who work closely together to ensure each test is accurate and reliable.
• Our subject matter experts are rigorously vetted and typically have several years of experience working in their industries and hold advanced credentials.

Frequently asked questions

In addition to Neuroworx's problem-solving test, there are other tools and techniques you can use to measure this highly sought-after skill. These include practical assessments, role-play exercises, group-based tasks and behavioural style interview questions.

There are several styles of problem-solving. Some involve logical thinking and some practical thinking, whilst others rely on intuition and social sensitivities. Neuroworx's problem-solving test has been expertly designed to ensure all aspects are covered.

Neuroworx operates on a monthly or annual subscription basis. We have several plans to suit your hiring needs, which you can check out here . Alternatively, you can get in touch with us to discuss a custom plan.

Yes, sign up (no credit card required) and we'll give you a 7 day trial completely free. You'll get unlimited access to create as many jobs and test as many candidates as you like. You can cancel any time and you won't be charged anything.

Related tests

Customer service test.

Excellence in customer service is often critical for business success. When selecting suitable candidates to represent your organisation, ensuring they possess the requisite skills and unwavering commitment to superior customer service is paramount.

Strategic Thinking Test

In today's dynamic work landscape, navigating complex challenges, making informed decisions, and steering organisations toward success are paramount. Strategic thinking tests are instrumental in identifying individuals with the exceptional analytical and problem-solving skills required for effective strategic leadership.

Management Test

Having a solid managerial team is the cornerstone of sustainable success. Management skills tests help identify exceptional leaders and foster a culture of excellence within organisations.

Leadership Test

Leadership tests assess an individual's ability to guide others in an inspiring and professional way. Selecting the right leaders is really important if you want to build a sustainable and profitable business.

Boost your hiring power. Start using Neuroworx today.

Talk is cheap. We offer a 7-day free trial so you can see our platform for yourselves.

What is a Cognitive Test?

How difficult is the cognitive ability test, free practice cognitive reasoning test questions, frequently asked questions, cognitive ability test.

Updated July 16, 2024

A cognitive test is an assessment tool designed to measure an individual's cognitive abilities, which are the mental processes involved in acquiring, processing, storing and using information.

Cognitive assessments are used to evaluate various aspects of cognitive functioning, including memory, attention, problem-solving, reasoning, language comprehension, and more.

Cognitive function tests are commonly employed in several contexts, including education, clinical psychology, neuropsychology and employment assessment.

This cognitive ability practice test has been designed to help you prepare for the real thing.  

Prepare for Any Job Assessment Test

The test consists of a set of 10 questions, along with correct answers and full explanations.

What are the Topics Covered in a Cognitive Functions Test?

Verbal reasoning.

A verbal reasoning test is a type of cognitive assessment designed to evaluate an individual's ability to understand and analyze written information, as well as to draw logical conclusions and make inferences based on that information.

These test reading comprehension, critical thinking,inference and deduction, vocabulary and language skills and textual analysis.

Numerical Reasoning

A numerical reasoning test is a type of cognitive assessment designed to evaluate an individual's ability to work with numerical information, perform mathematical operations and make logical deductions based on numerical data.

These test mathematical problem solving, data interpretation, critical thinking and numerical literacy.

Logical Reasoning

A logical reasoning test, also known as a logical aptitude test or logical thinking test, is a type of cognitive assessment designed to evaluate an individual's ability to think logically, critically analyze information and make deductions based on structured patterns and rules.

These test pattern recognition, critical thinking, deductive and inductive reasoning.

Figural Reasoning

A figural reasoning test, also known as a non-verbal reasoning test, is a type of cognitive assessment that evaluates an individual's ability to analyze and solve problems using visual or abstract patterns and shapes, rather than relying on language or numbers.

These test visual patterns and shapes, pattern recognition, spatial skills and critical thinking.

At the end of the test if you would like further practice, you can find more tests like this cognitive ability test at JobTestPrep .

PACK: WOLVES

Prepare for Any Job Assessment Test with TestHQ

How can I test my cognitive ability?

You can test your cognitive ability through various cognitive assessments and tests that are designed to measure different aspects of cognitive functioning. These tests can be administered by educational institutions, employers or qualified professionals.

To get an idea of your cognitive abilities, you can also explore online cognitive tests and brain training apps, although these may not provide as accurate or comprehensive results as professionally administered tests.

How to prepare for the cognitive ability assessment?

While cognitive ability assessments are designed to measure innate abilities and skills, there are some general strategies you can use to prepare:

• Get enough rest and sleep before the assessment.
• Practice with sample questions and familiarize yourself with the test format if possible.
• Manage your stress and anxiety through relaxation techniques.
• Follow any specific instructions or guidelines provided by the test administrator.
• Be sure to arrive on time for the assessment and be well-rested and focused.

How long does a cognitive ability test take?

The duration of a cognitive ability test can vary widely depending on the specific test and its complexity. Some tests may take as little as 15-20 minutes, while others, especially comprehensive assessments, may take several hours. The length of the test is typically determined by the number and types of questions included.

How is a cognitive ability assessment scored?

Cognitive ability assessments are typically scored based on the number of correct answers. Some tests may also consider the time taken to complete each section or question, and in such cases, speed and accuracy are both important factors. Scores may be compared to a normative group to determine how an individual's performance compares to the average or to establish percentiles.

Is cognitive ability an IQ test?

Cognitive ability assessments are closely related to IQ tests, but they are not always the same. IQ (Intelligence Quotient) tests are a specific type of cognitive ability test that measures a range of cognitive skills, including problem-solving, logical reasoning and spatial intelligence.

However, there are other cognitive tests that may focus on specific cognitive domains, such as verbal reasoning, numerical reasoning, or figural reasoning.

IQ tests are a subset of cognitive ability assessments but are often used interchangeably with the term "cognitive ability test" in common language.

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Cognitive Ability Test Guide: Take Free Practice Tests Online

What is the cognitive ability test.

Cognitive tests measure a candidate’s thinking abilities, including, reasoning, perception, memory, problem-solving skills, and verbal reasoning. They are usually used by potential employers to assess an applicant’s thinking abilities.

The questions featured in these tests tend to include verbal analogies, arithmetic calculations, spatial relations number series puzzles, comprehension, and reading comprehension. Cognitive ability tests are notoriously tricky, as they often come with harsh time-limits and specific question types. Yet, rest assured, through practice it is possible to familiarize yourself with the types of questions featured on these tests and to improve your speed.

Here’s our 3-step easy to follow formula to ace any cognitive ability test:

• Read this short guide to learn everything related to cognitive ability tests.
• Take our online practice tests to assess your knowledge.
• Take our Rapid Cognitive Ability Course Online to increase your score.

Take the Free Cognitive Ability Practice Test

Quick facts on cognitive ability tests.

• Cognitive Ability tests mainly have multiple-choice format.
• Cognitive tests usually consist of verbal, numerical, abstract and logical tests.
• Questions from many topics will be included in the test, for example verbal, logical, etc.
• A single question may not be about one single topic.
• There are typically many questions that need to be answered in a very short time.
• Applicants are not required to complete these exams in their entirety.
• The content of the tests is generally not hard, however, the time constraints and the changing between subjects makes the tests difficult.

That’s why Prepterminal’s Cognitive Ability Test Prep Course is designed to get you top results in no time. With the course, you’ll benefit from learning the following: time management, a detailed strategy, question preparation and tips on approaching the test with confidence.

What topics are included in Cognitive Ability Tests?

In this part, you’ll learn about what topics are included in most of the cognitive ability tests.

Numerical Reasoning

• Basic Numeracy: Undertaker basic math – 4 operations (subtraction, addition, division, multiplication), averages, fractions, and ratios.
• Word problems: Study and solve mathematical questions given in text format.
• Number series: Discover and follow patterns in a specific list of numbers.

Verbal Reasoning

• Vocabulary: Show your knowledge of the definitions and usages of various words.
• Analogies: Discover relationships between two words and apply this relationship to an additional word.

Abstract Reasoning

• Odd One Out: Choose which shape doesn’t fit in a specific set.
• Next in Series: Discover a progression pattern of shapes and find out which shape is next.
• Matrices: Similar to ‘next in series’, but rather in a two-dimensional matrix format.
• Analogies: Discover the relationship between a certain pair of shapes and apply this knowledge to another shape.

Logical Reasoning

• Syllogisms: Come up with a conclusion from a certain number of premises.
• Deduction and Conclusions: ‘Syllogisms’ in reverse – use the necessary information to form a certain conclusion.
• Seating Arrangements: Discover the order of various elements in keeping with a given set of rules.

Sometimes test takers confuse Cognitive Ability tests with Cognitive Skills tests. Cognitive Ability tests mesure your general intelegence, your ability to learn and apply new skills. And Cognitive Skills tests are designed to find out if math and verbal career training programmes are necessary for entry-level roles. This exam will inform your future employer about where best to put you within the company structure.

Cognitive Ability Test Scores

Let’s take a look at cognitive ability test scores terminology:

1. Raw score

2. subscores, 3. percentile score, 4. stanine score.

5. Norm group

A norm group is a sample of pre-tested candidates who have a specific characteristic in common and whose scores were aggregated to develop a benchmark. Norm groups can be divided by industry, geography, profession and the like. An example of a norm group could be the population of employed managers.

Is there a cut-off score for all cognitive ability tests? In short, no. Firstly, all test providers have unique score distributions. Thus, when you are looking to find a cut-off score for your own test, ensure that you are examining the data that relates to your own assessment.

Secondly, a cut-off score or target score varies according to the employer’s recruiting decisions and thus the job position you are applying for.

6. Negative scoring

Most cognitive ability tests do not take off points for incorrect answers or blank answers. It is thus better to take an educated guess, than to leave a question blank.

Make sure you get a top score on your cognitive ability test. Maximize your test score PrepTerminal’s cognitive ability prep course today!

Rapid Cognitive Ability Course

• Word Problems – Video Guide
• Word Problems – Written Guide
• Word Problems Practice Questions
• 2 BONUS Interview Prep Video Guide Buy this Course: Get full access to all lessons, practice tests and guides.
• Practice Test 1
• Practice Test 2
• Practice Test 3
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• 11 Spatial Awareness Buy this Course: Get full access to all lessons, practice tests and guides.
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Most Popular Cognitive Ability Tests Employers Usually Use

There are several Cognitive Ability Tests, that employers might require to pass. Here we have collected the most popular Cognitive Ability Tests. Take a look at our separate guides to be aware of each test in detail:

• The Wonderlic Test
• Criteria Cognitive Aptitude Test (CCAT)
• Cubiks Logic

Frequently Asked Questions

Can i bring and use a calculator.

While some exams let you use a calculator for numerical questions, the majority of cognitive ability tests don’t.

Bear this in mind when you practice, and try to do the calculations in your head.

Should I just guess if I don’t know an answer?

Skipping a question depends on the manner in which the exam is scored. It depends if points are taken off for incorrect answers.

If they are deducted – you shouldn’t guess, and just skip the question. If they aren’t – you should take a guess and then move on to the subsequent question.

Can I go back and answer a question that I missed?

This changes from test to test. Make sure you read the instructions well on your test day. The instructions will tell you if you can go back and answer a question you skipped.

If you read that you can’t go back then you need to address each question as they are presented.

If you are allowed to go back, you can choose, for example, to answer all the questions you know best first, and only then go back and answer the questions you are not sure about.

Will I have enough time to answer all the exam questions?

Most people don’t complete the entire test in the given amount of time. This is primarily due to the fact that typically there are a lot of questions that need to be answered in a short time frame.

It is very rare for applicants to not only answer all of the questions, but also to answer them accurately. Make sure you focus on quality and not quantity.

Created by: Matthew Appleyard

Psychometric tutor, prepterminal test expert, 1826 students, 4.6 , 268 reviews.

I’m Matthew Appleyard, Prepterminal’s Cognitive Ability Expert. Any questions about the course? Let me know at [email protected]

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Free Analytical Reasoning Test Questions Practice – 2024

What Is Analytical Reasoning?

Analytical reasoning, also known as logical reasoning , is a problem-solving method that focuses on identifying patterns and using logic to fill in missing pieces. This form of reasoning is slightly more detached from inferences and opinions, and places great emphasis on factual evidence. Analytical reasoning can be further simplified into two categories:

• Deductive Reasoning Deductive reasoning, sometimes called top-down logic, is the formation of a specific conclusion from a general premise or, in some cases, multiple hypotheses. Deductive reasoning is best for situations with multiple variables that must be accounted for and handled.
• Inductive Reasoning Inductive reasoning , also known as bottom-up logic, is the direct opposite of deductive reasoning as it forms plausible conclusions from a specific observation. Inductive reasoning works best when using context and practical intelligence to resolve an issue.
• Numerical Reasoning Numerical reasoning is the ability to apply logic to problems that include data, charts and graphs. Someone who has strong numerical reasoning skills is proficient in basic mathematical functions, statistical interpretation, and algorithms to name a few.
• Abstract Reasoning Abstract reasoning is the ability to identify patterns, extract main ideas, and analyze information. Abstract reasoning is an important factor of problem solving and decision making. This form of reasoning is complex and includes various aspects.

What Is an Analytical Reasoning Test?

Analytic reasoning tests are utilized by companies that wish to evaluate a candidate’s critical reasoning skills and their ability to pay attention to detail. This test is commonly administered for job seekers applying for mid- or high-level jobs that require a strength in mathematics. Management and human resource positions are also asked to partake in an analytical reasoning test so employers can measure their problem-solving capabilities. Depending on the role and company, participants may see one of three versions of the analytical reasoning assessment:

• Data Most common in the financial industry, the data heavy version of the analytical reasoning test supplies applicants with graphs, charts and tables with subsequent questions. The math aspect of the data version is usually simple, so the problem-solving method can be highlighted and evaluated.
• Written The written portion is used for leadership and management roles. Provided a passage, candidates must discern patterns and main ideas using the context and answer the multiple-choice questions that follow.
• Images The analytical reasoning test that focuses on image-related questions slightly resembles the non-verbal reasoning test. The applicant is supplied puzzle-like questions containing shape sequences and objects and must find the missing piece.

How to Prepare for an Analytical Reasoning Test?

Analytical reasoning test can be difficult to study for because it examines your raw critical thinking skills. If you are looking to optimize and improve your score, the best way to prepare is running through sample questions or completing online practice tests. By doing this, you can become familiar with the idea of the content and the learn how to pace yourself under the time constraint. Due to the acumen required for each question, preparing for the time limit is essential because many candidates find themselves skipping and guessing at the questions rather than dedicating time and effort to them. It is also helpful to understand the qualities employers are looking for by administering these tests, that way you can narrow your preparation.

Analytical Skills Test Sample Questions

• The facts prove the conclusion.
• The facts disprove the conclusion.
• Cannot say based on the information provided.

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Problem Solving Skills Test for Employers: Assessment to Hire the Best

We are a certified Continuing Education provider for

This problem solving skills assessment will help you hire employees who make your life easier.

It can be extremely frustrating to hire a promising candidate, then get stuck helping them complete daily tasks. Sadly, this is all too common when hiring teams lack the ability to assess candidates for problem-solving skills.

Job competency is difficult if not impossible to gauge based on a resume and personality. Yet when hiring managers fail to assess it, they tend to hire the best resume writer or interviewee — not the best candidate for the job.

Not only is this expensive, but it’s also time consuming. A study by HR firm Robert Half found that managers spend almost one day each week handholding poorly performing employees.

Thankfully, a few simple problem-solving assessment tools can help you screen for the right candidates and increase the likelihood of making a great hire. Below, you’ll find a sample problem-solving skills test you can use to assess your applicants. We’ll even provide some best practices to use the test for optimal results.

Use the problem-solving test below to screen your candidates

or let The Hire Talent do it for you. We’ll screen for problem-solving skills and other traits — including honesty, interpersonal communication, and more — to automatically prequalify your applicants.

Problem Solving Skills Test

A problem-solving skills test assesses how well a person (like a job applicant) can process complex challenges and find solutions. Problem-solving assessments tend to rely on a mix of logical, analytical, and critical thinking. The tests predict job performance and lower the risk of bad hires.

Are you looking for interview questions to test problem-solving skills in your candidates? Use our list of problem-solving skills test questions and answers to measure your applicants’ ability to think on the fly.

You can copy-paste this assessment. But — see below the list for best practices to use them like a pro.

1. When driving, what does “right on red” mean?

• You can turn right after stopping at a red light.
• You can turn right without stopping at a red light.
• You can turn right sometimes at a red light.
• You can turn right at a red light in most states, but not all.
• You must turn right if the light is red.

Answer: A. This question tests to see if related, unimportant, or incorrect details will confuse the candidate during the problem-solving process.

2. Choose the pair of words that are related like CAT : HAT.

• Leopard : Person
• Ramp : Stamp
• Clerk : Shirt
• Feline : Bonnet
• Hall : Office

Answer: B. Both words rhyme. Some of the others seem to be related in some ways (the clerk is alive, and the shirt is an item; feline is like cat, and bonnet is like hat) but those sets of words aren’t related to each other — only to the cat : hat pair. Again, this question tests to see if unimportant details will confuse the applicant.

3. Of these five items — bicycle, box, car, basket, and chair — which one is in another category than the other four?

Answer: C. The car is in its own price category. Some of the others seem to have their own categories (they have wheels, they can contain things) but only the car is in a category by itself. This question checks whether the applicant can identify patterns.

4. If green = 5, purple = 6, and aquamarine = 10, then crimson = ?

Answer: A. Crimson = Magenta because they both have seven letters. This question checks to see if the candidate can recognize patterns.

5. Jim is 45 miles from the office and is driving at 60 miles per hour. His boss is 15 miles from the office and is driving 20 miles per hour. His assistant is 20 miles from the office and is driving 40 miles per hour. Who will reach the office last?

• Jim’s assistant
• They will all arrive together
• Jim and his boss will arrive together, last

Answer: E: Jim and his boss will arrive together, last. Jim travels 1 mile in 1 minute for 45 miles (45 min). His boss travels 1 mile in 3 minutes for 15 miles (45 min) and his assistant travels 1 mile in 1.5 minutes for 20 miles (30 min). This question tests whether the applicant can apply math to everyday problems.

6. What are the next two numbers in the series: 1, 1, 2, 3, ...

Answer: B. The answer is 5, 8 because with this series, you add the previous two numbers to get the next. This question tests the ability to recognize patterns.

7. One ounce of skinless chicken breast contains 0.9 grams of saturated fat. Jeremy can eat 23 grams of saturated fat per day. How many ounces of chicken breast can he eat?

Answer: C. It’s 25.5 because 23 / 0.9 = 25.5 (repeating). If Jeremy doesn’t want to go over his 23 grams, he should stick to 25.5 ounces and not round up the decimal. This question tests the ability to apply math skills to everyday problems.

8. Peter’s Sporting Goods has cut costs by 25% since last year. Costs this year were $30,000. How much were costs last year?

Answer: B. $40,000 because 25% of 40,000 is 10,000. This question tests the ability to apply math skills to everyday problems.

9. There are about 20,000 towns and cities in the U.S. A major city has about 2,000 gas stations. A small town has about one. About how many gas stations does the U.S. have?

Answer: C. 60,000 because there are at least 20,000 gas stations (1 per town) but there are about 10 major cities (adding another 2,000 * 10 = 20,000). There are also plenty of mid-sized cities that add at least another 20,000 gas stations, but probably not enough to reach 120,000. This case-style question tests the ability to think critically, estimate, and apply math skills to everyday problems.

10. Tim counts seven baby carrots down one side of a square bag. The bag is about three carrots deep. If Tim eats 10 baby carrots per day, when will he have to go back to the store for more?

• In five days

Answer: C. In 14 days, because (7 squared * 3) / 10 = 14.7. So, Tim will only have seven carrots left on day 15. This question checks if the applicant can apply math skills to everyday problems.

How We Created This Solving Skills Test

We developed the problem-solving skills assessment above based on a variety of fields of reasoning, including (but not limited to):

• Best practice reasoning
• Logical reasoning
• Matrix reasoning
• Cognitive ability
• Verbal reasoning
• Mathematical reasoning

These fields all pertain to a person’s ability to think critically about a problem and generate creative solutions.

An initial pool of questions was administered to a large sample group to verify its validity and reliability in measuring critical problem-solving factors. Through statistical analyses, our team narrowed the final list of questions, working to ensure the test was free from bias and positively correlated to job performance outcomes.

How to Test Problem Solving Skills

By using the problem-solving skills quiz above, you can assess your candidates on their real-world problem-solving capabilities. This keeps you and your hiring team from making mistakes based on charisma or a highly polished resume.

Here are four steps to help you use a problem-solving skills assessment in your own hiring process:

1. Use science-tested questions and answers like the ones above

Feel free to use our provided questions and answers, or come up with your own. It’s important that the questions you use are fair and understandable for all potential test takers. Otherwise, you run the risk of adverse impact — discrimination caused by hiring or employment biases.

2. Administer the test to applicants through an easy-to-use interface

Candidates are more reluctant to complete assessments if the test interface is buggy, confusing, or cumbersome. Make sure you’re leveraging up-to-date technology, especially if the test has a visual aspect to it, such as our Matrix Reasoning Test .

3. Collect and store applicant responses securely

Candidates, like employees, expect a baseline of respect and professionalism when they interact with your organization. A breach could sink your company’s goodwill. Store applicant data only on servers that meet industry-standard security protocols.

4. Score answers per best practices

Using a standard scoring rubric can help ensure fairness and objectivity throughout the screening process. Do your due diligence and research the actual skills needed for the position you’re hiring for. Otherwise, it’ll be difficult to judge whether or not an applicant's score passes the test.

Why Are Problem-Solving Skills Important to Employers?

Problem-solving skills have always been valuable to employers, but they’re becoming an absolute necessity. In a World Economic Forum report , companies cited “complex problem-solving” as a top-three desired trait.

As digital transformation ramps up, the need for more complex decision-making is increasing. Whether your company is a fast-moving software startup or a heavily regulated financial firm, problem-solving ability helps to ensure your business can adapt to market changes.

Employee problem-solving skills keep your products innovative, your operations nimble, and your bottom line strong.

Benefits of a Solving Skills Test

Finding problem-solving in candidates can be challenging without the right tools. But with those tools in hand, you can avoid the deadly HR sin of “filling roles fast” without paying attention to employee quality.

Find the Right Employees

By using a scientifically proven problem-solving skills assessment, you can narrow down your applicant list faster. At the same time, you can ensure you have the right fit for the job.

Predict Performance

Assessing candidates for problem-solving ability is a reliable way to predict on-the-job performance. The objective nature of these tests increases hiring accuracy while slashing hiring biases. This makes for a more holistic and fair interview process.

Improve Onboarding

The benefits of a problem-solving skills test extend beyond the hiring process. By hiring the right people, you set your new hires up for success. This can improve your company’s onboarding experience and lead to higher levels of engagement and retention.

Problem solving tests are low-cost solutions. Not only will you save money wasted on bad hires, but you’ll save time and effort tracking down the right candidates for your company’s needs.

What Are Problem Solving Skills?

Problem-solving skills are a set of characteristics that allow employees to assess complex business questions, evaluate potential outcomes, and choose solutions that yield the desired outcome based on current or future goals. These skills are among the most sought after in the workplace.

Problem-solving skills are deeply tied to a long list of other skills. To solve problems, an employee will often need to lean on skills like:

• Critical thinking: Employees should understand the “why” behind business goals and decisions. The ability to think critically goes hand in hand with problem-solving skills.
• Honesty: The most innovative business ideas only come about when employees share candid feedback with their managers and teams. Honesty is a powerful catalyst for productivity.
• Empathy: Great employees tend to understand the needs of their manager and peers. When your employees show empathy for one another, it tends to create greater cohesion, engagement, and retention.
• Autonomy: The term “self-starter” has become a bit of a cliché in today’s recruiting world. Still, employees who take initiative in the workplace tend to be high-performers you and your organization can rely on.

What Roles Need Problem Solving Skills?

Nearly every job title can benefit from problem-solving skills. Whether you’re hiring an administrative assistant or a new executive to join the C-suite, you’ll want to prioritize candidates who show the ability to process and leverage complex information.

The following job titles can benefit in particular from a problem-solving aptitude. Note the wide range of titles, but also some of the commonalities — namely, roles that thrive on analytics, creativity, or precision.

• Accountant and Finance
• Administrative Assistant
• Branch Manager
• Business Analyst
• Chief Executive
• Construction Laborer
• Customer Service Representative
• Director of Operations
• Electrician
• General Manager
• Graphic Designer
• HR Director
• HR Generalist
• HVAC Installer
• Inside Sales
• Landscape Crew Worker
• Personal Assistant
• Process Engineer
• Production Worker
• Project Manager
• Software Engineer
• Superintendent (Construction Manager)

Problem-solving skills are becoming more critical as organizations hurtle toward a digital-first tomorrow. By using a problem-solving skills test like the one above within your existing hiring practice, you’ll future-proof your business while ensuring you hire the very best people for the work at hand.

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Wood Screw 4+

Be smart & win screw challenge, dino global studio, designed for ipad.

• #34 in Puzzle
• 4.7 • 49.8K Ratings
• Offers In-App Purchases

Screenshots

Description.

Get ready to embark on a mechanical journey like no other in Wood Screw. Your mission is to untwist all the nuts and bolts from the Wood Screw and strategically drop each Wood Screw, one by one. This challenging and addictive Wood Screw game will put your problem-solving skills to the test as you twist, turn, and strategize your way through a maze of intricate Wood contraptions. With each level, the puzzles become more intricate and satisfyingly complex. Exciting Features of Wood Screw: • Freely twisted, unscrew and screw pin to solve Bolts, Screw Puzzle • No time limit, relax and play whenever you want. • Unlimited levels! A lot of Wood Screw pin strategies await you. Wood Screw is perfect for those who: • Enjoy puzzle games like nuts & bolts, wood nuts, bolts puzzle, screw pin puzzle, screws and bolts, screw nuts puzzle, screw master, bolts and nuts • Want to challenge new obstacles • Love hard puzzle levels and wood materials • Enjoy the ASMR sound of woods

Version 1.66

New Update: Added some minor details to optimize the game. Enjoy our game!

Ratings and Reviews

49.8K Ratings

Love the game, but…

When you’re playing the game, is fantastic. It really challenges you and causes you to think about the order to remove things in. I truly enjoy it. That’s the good part. The incredibly sucky part is that as you progress, and just as you start getting the hang of the game and really start getting challenged, you’re forced to watch these increasingly longer and longer and dumber and dumber ads. I know this is not the only game that is afflicted with this. I’m not against watching the occasional ad or short ads in between games. I know we all have bills to pay and we need to make money. But ads that are running up to a minute just feel unreasonable, especially if you’re like me who plays these types of games when I have the occasional 15 minute break. I would gladly watch a one minute ad at the very beginning of a gameplay session or 20 second ad in between each round. As of right now, I actually went ahead and uninstalled it. There must be some happy medium. Is there an ad free version I can pay for?

Malicious Game Design

This game doesn’t like it when you’re not connected to the internet. I play on my iPad, so cellular service isn’t an option when I’m without Wi-Fi. This game does not care that this is a common experience for many people. Every 10-30 seconds it tells me to retry connecting to the internet. It does not pause the timer or gameplay when doing so. Since this game is reliant on timed moves, this means I sometimes have to restart the level after I receive the pop up. It is absolutely infuriating. And speaking of, this game has two puzzles every level: an easy and a hard. If you want to restart while on the latter puzzle, you can either pay in-game currency to restart only the puzzle you’re on, or you can quit and have to do the first puzzle all over again. And some of these levels are ridiculously hard in the beginning. The devs did not take into account any sort of skill progression. The undo button is also something you have to use in-game currency on, instead of being free (and just lowering your score when used) like a normal game would. Overall this game design feels really malicious and the fact it keeps trying to connect to the internet when it doesn’t need to makes me wonder if the devs are using this game to collect and sell users’ data

Game description lies about timer.

Game description clearly states “no time limit. Relax and play whenever you want.” After downloading, each level has a time limit. Don’t waste your time downloading this awful, deceptive, cranked out from an all too much used mold of a game. I would have even been pleased to see a pay for no time option, but alas, no such thing is available. At least then I could say they are being just slightly shady for having to pay for a base feature that is clearly stated in the games description. But, I figure this company that can blatantly lie about a simple feature is most certainly lying about other things. That privacy data policy they have? Oh, you mean the one that states Apple has not verified the company’s indication of what data is used to track you? The policy that MAY indicate it uses your private info to link you to advertisers? That privacy policy? Yes, they are using our data to get us to buy more and more. Sure. I wonder what else they are doing with our private data, who knows? If no one verifies it so why should this company care about whatever lies it can generate and get away with. Makes ya wonder, huh?

HAPPENING NOW

App privacy.

The developer, Dino Global Studio , indicated that the app’s privacy practices may include handling of data as described below. For more information, see the developer’s privacy policy .

Data Used to Track You

The following data may be used to track you across apps and websites owned by other companies:

• Identifiers

Data Linked to You

The following data may be collected and linked to your identity:

Privacy practices may vary, for example, based on the features you use or your age. Learn More

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• Ticket 1 $1.99
• Sicket 2 $5.99
• Ticket 3 $11.99
• Remove ads $4.99
• Random Pack $4.99
• Sicket 4 $23.99
• Super Items $4.99
• Coin Pack 1 $1.99
• Super Bundle $9.99
• Ticket 5 $47.99
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