What is an Abstract Ability Test?
Abstract ability tests, also known as abstract reasoning tests, are a type of cognitive ability test widely used in recruitment to measure a candidate’s ability to identify patterns, think logically, and solve problems in novel situations (cognitive ability). These tests typically present sequences of shapes, symbols, or patterns and require candidates to determine the underlying rules governing the sequences to identify the next logical step.
Since abstract reasoning is not dependent on language, education, or specific job knowledge, these tests are considered strong indicators of fluid intelligence—one’s capacity to process new information and adapt to unfamiliar scenarios. As a result, they are particularly favoured for hiring in technical, analytical, and strategic roles.
However, while abstract ability tests provide useful insights into cognitive agility, they are far from a complete predictor of job performance. Relying too heavily on these tests can lead to hiring mismatches and the overlooking of highly capable candidates who excel in other essential workplace competencies.
The limitations of Abstract Ability Tests in predicting job performance
Abstract ability tests measure one facet of intelligence but fail to capture the full picture of what makes a successful employee. Here are some areas where they fall short when used in isolation:
1. Lack of measurement for interpersonal skills
Workplaces rely heavily on teamwork, communication, and collaboration. A candidate with high abstract reasoning ability may be excellent at problem-solving but struggle with conflict resolution, active listening, or managing interpersonal relationships—skills critical in leadership, customer service, and team-oriented roles.
2. No insight into resilience or work ethic
Cognitive ability does not always translate into perseverance. Many roles require employees to handle pressure, setbacks, and high workloads with resilience. Abstract ability tests do not measure motivation, adaptability, or how an individual reacts to challenges—all of which are crucial indicators of long-term job success.
3. Overlooking technical and job-specific knowledge
While abstract reasoning tests assess problem-solving, they do not evaluate job-specific competencies. A software developer, for example, needs technical skills in coding languages, debugging, and system architecture, none of which can be determined from an abstract reasoning test alone.
4. Potential for bias in hiring decisions
Using abstract ability tests as a primary assessment tool may unintentionally disadvantage certain candidates. While these tests aim to be culture-neutral, research suggests that different demographic groups may perform differently on abstract reasoning tasks due to variations in cognitive training and exposure to problem-solving frameworks. This can lead to disparities in hiring decisions if not balanced with other assessments.
The benefits of a multi-pronged approach to assessment
To address the shortcomings of abstract ability tests, a more holistic approach to assessment is necessary. By combining different types of tests, recruiters can gain a more comprehensive understanding of a candidate’s potential, ensuring a better match between skills and job demands.
1. Personality questionnaires
These provide insight into how candidates behave in a work environment, their leadership potential, their approach to teamwork, and their resilience. Personality questionnaires can be particularly useful in identifying candidates who are a cultural fit for an organisation.
2. Situational Judgment Tests (SJTs)
Situational Judgement Tests (SJTs) evaluate how candidates would react in real-world job scenarios, offering a practical measure of decision-making, problem-solving, and interpersonal skills that abstract reasoning tests cannot provide.
3. Skills-based and technical assessments
For roles that require specific expertise, technical assessments or skills-based tests ensure that candidates have the necessary knowledge and competencies to perform their job effectively.
4. Behavioural and structured interviews
While tests provide quantitative data, structured interviews can add qualitative insights. Behavioural interviews help recruiters understand how a candidate has responded to past challenges, offering real-world indicators of job performance potential.
The fine line between a comprehensive assessment process and candidate experience
While a multi-pronged assessment approach is beneficial, it’s important to strike a balance between thorough evaluation and maintaining a positive candidate experience. A process that is too lengthy, complex, or redundant can deter top talent.
To ensure efficiency without compromising depth, assessments should be:
- Job-specific:
Tailored to the competencies and skills required for the role. - Engaging:
Designed with a user-friendly interface to minimise candidate frustration. - Data-driven:
Providing actionable insights that improve hiring decisions without unnecessary testing. - Time-sensitive:
Avoiding excessive testing time to maintain candidate interest and employer brand appeal.
What’s the solution?
A smarter way to assess talent
Rather than relying on a single abstract ability test, organisations should adopt an integrated approach that evaluates a candidate’s cognitive abilities, personality traits, job-specific skills, and behavioural tendencies. A well-rounded assessment strategy leads to better hiring outcomes, improved retention, and a workforce that is both competent and culturally aligned.
At Clevry, we offer a comprehensive psychometric testing platform that allows HR professionals, recruiters, and business owners to assess candidates at both a broad and granular level. Our suite of assessments covers:
- Cognitive ability tests (including abstract reasoning, numerical, and verbal tests)
- Personality and behavioral assessments
- Situational judgment tests tailored to industry-specific scenarios
- Technical and skills-based evaluations
With Clevry, you can create a customised assessment process that enhances predictive accuracy while ensuring a smooth candidate experience. Our platform empowers you to make data-backed hiring decisions that go beyond surface-level cognitive metrics, ensuring you select the best talent for the job.
To explore how our psychometric assessment suite can improve your hiring outcomes, book a quick demo with one of the team today and see for yourself.
