Aptitude Tests > Abstract Reasoning Tests

The aptitudes and abilities measured by verbal and numeric reasoning tests can easily be
related to real world tasks and jobs, as many jobs require some degree of skill with words and
numbers. Abstract reasoning tests on the other hand, seem to consist of questions which have
little or no application in the real world. Yet these types of question appear in most graduate
and management aptitude tests. Why is this?

Abstract reasoning tests date back to the research done by the psychologist Charles Spearman
in the 1920’s. Spearman used a statistical technique called factor analysis to examine
relationships between people’s scores on different tests or sub-tests of intelligence. He
concluded that people who do well on some intelligence tests also do well on others (e.g.
vocabulary, mathematics, spatial abilities). Conversely, if people do poorly on an intelligence
test, they also tended to do poorly on other intellectual tests. This led him to believe that there
are one or more factors that are common to all intellectual tasks.
 
As a result of this research Spearman developed a two-factor theory of intelligence.
 

 
 
As the diagram shows, Spearman said that intelligence is mainly made up of ‘g’, with bright
people having a lot, and dull people having less. People may also vary according to their
specific abilities, ‘s’, i.e. one person might be better at maths, while another would be very
good verbally. However, Spearman placed much more importance on ‘g’ and believed that
the most important information about someone’s intellectual ability is an estimate or
measurement of ‘g’. Even though Spearman’s research was done many years ago, his theory
of ‘g’ is still widely accepted by psychologists and a great deal of research has supported it.
 
Spearman defined ‘g’ as:
 
“the innate ability to perceive relationships and educe co-relationships”
 
If we replace the word ‘educe’ with ‘work out’ then you can see why abstract reasoning
questions are seen to be a good measure of general intelligence, as they test your ability to
perceive relationships and then to work out any co-relationships without you requiring any
knowledge of language or mathematics.
 
Example Questions
 
1. Which symbol in the Answer Figure completes the sequence in the Problem Figure ?
 

 
2. Which of the Answer Figures belongs in neither group?
 

 
3. Which of the Answer Figures belongs in neither group?
 

 
4. Which of the Answer Figures fits the missing space in the Question Figure?
 
Answers
1. C - The question figure is rotated clockwise through 90 degrees each time.
2. D & E - Group 1 shapes are all straight lines, group 2 shapes are all curved.
3. A, B & D - Same color shapes are diagonally opposite (Group1) or above/below (Group
2).
4. D - Each row and column contains one line of each type.
 
These tests are of particular value when the job involves dealing with abstract ideas or
concepts as many technical jobs do. However, as they also provide the best measure of your
general intellectual ability they are very widely used and you will usually find some questions
of this type whichever particular tests you are given.
 
These tests are particularly valued where the job you are applying for involves:
 

 A high degree of problem solving

 Dealing with complex data or concepts
 Developing strategies or policies
 Performing non-routine tasks where initiative is required

 
Abstract Reasoning assesses your ability to understand complex concepts and assimilate new
information beyond previous experience. The questions consist of items which require you to
recognize patterns and similarities between shapes and figures. As a measure of reasoning, it
is independent of educational and cultural background and can be used to provide an
indication of intellectual potential.

There are two main types of psychometric tests used by employers as part of their
selection processes; aptitude tests and personality questionnaires.
 
 Aptitude Tests

Aptitude tests measure abilities such as verbal, numerical, or abstract reasoning. They
are always presented in a multiple-choice format and the questions have definite right
and wrong answers. They are strictly-timed and to be successful you need to work
through them as quickly and accurately as possible.

There are at least 5000 aptitude tests which employers can use in the selection process
and new tests are continually being developed and added to the already huge number of
tests available. The companies that sell aptitude tests need to differentiate their own test
from those of their competitors and this has produced a bewildering range of test names
and acronyms. However, all of the tests you are likely to come across when applying
for a job can be classified into six types:

Verbal Ability Tests - These questions appear in most job selection tests because
employers usually want to know how well you can communicate. The test may include
questions on spelling and word meanings as well as those that require you to
understand analogies and follow detailed written instructions.

Numeric Ability Tests - These questions appear in most general aptitude tests because
employers usually want some indication of your ability to use numbers even if this is
not a major part of the job. The test may include basic arithmetic, number sequences
and simple mathematics. In management level tests you will often be presented with
charts and graphs that need to be interpreted.

Abstract Reasoning Tests - This is believed to be the best indicator of fluid intelligence
and your ability to learn new things quickly. These questions appear in most general
aptitude tests. The questions take the form of a series of diagrams.

Spatial Ability Tests - These questions not usually found in general aptitude tests
unless the job specifically requires good spatial skills. These tests measure your ability
to mentally manipulate shapes.

Mechanical Reasoning Tests - These questions are used to select for a wide range of
jobs including the military and emergency services, as well as many craft, technical
and engineering occupations.

Data Checking Tests - Measure how quickly and accurately errors can be detected in
data and are used to select candidates for clerical and data input jobs.

You can significantly improve your scores in aptitude tests by practicing the types of
question that you will face. You should make your own decision about which types of
question to practice. You could either concentrate on your weakest area or you could
try to elevate your score across all areas. Whichever strategy you choose - keep
practicing. Because of the way that aptitude tests are marked, even small improvements
to your raw score will have a big influence on your chances of getting the job.

Personality Tests

Personality tests are used to determine how you are likely to behave under various
conditions. There are supposedly no right or wrong answers, and the questionnaires are
usually completed without a strict time limit
.

There are currently well over 2,500 personality questionnaires on the market and each
year dozens of new companies appear with their own ‘new’ products.

Whilst, many of the well established companies who provide personality tests do
operate to the highest ethical and professional standards, this market should be seen for
what it is. One with low barriers to entry and one that is very poorly regulated. Anyone
can set up a company to develop and sell personality tests and can make whatever
claims they feel like, secure in the knowledge that they are very unlikely to be
challenged.

Some of the companies that produce personality tests are very secretive about their
methodologies and do not make public crucial information about how their tests were
developed or how well they work, claiming that this information is ''proprietary".

For some personality tests, ''almost no evidence at all is available beyond assurances
that evidence exists," reported a task force appointed by the American Psychological
Association.

Many professional psychologists outside of the personality testing industry are

extremely critical of the way that personality tests are used in the job selection process.

Despite the dubious validity of many of the personality tests used in selection, there is
 very little real advice about how to approach them. There are literally dozens of books
and websites with advice on how to prepare your resume or how to answer ‘tough’
interview questions. However, when it comes to preparing yourself for a personality
test, the advice is usually limited to ‘just be yourself’. Why? After all, if you’re going
to spend considerable time and effort preparing your resume and preparing for the
interview, then why not prepare yourself for the personality questionnaire?
 

 
One argument that you may hear, is that if you try to influence the test results then you
will have to operate ‘outside’ of your personality type for 40 hours a week. This is
overstating the case to the point of absurdity; very few people would ever consider
applying for a job which was totally unsuitable for them. It would be foolish to attempt
to fake a 180 degree change in your personality, but you may need to modify how one
personality trait appears in the results of a test. This is perfectly reasonable as most of
us modify our behavior at work anyway and these tests are attempting to infer behavior
from our personality traits.

Despite all of the platitudes to the contrary, either you have the ‘right’ personality or
you get rejected in favor of someone who has. The idea that there are no right and
wrong answers is patently untrue. The test publishers and the organizations that use the
tests admit as much when they say ‘personality questionnaires help to replace
subjective judgments with objective ones’. If there are no right and wrong answers,
then what exactly is the test replacing subjective judgments with?

You may find it difficult to accept the idea of attempting to influence a personality test.
However, before you make that decision, you need to understand what it is that the
tests try to measure, how they measure it and how the employer uses this information.

Remember, there is very little consensus outside of the personality test industry about
how accurate some of these tests really are, compared to aptitude tests or the tests used
in assessment centers. This is one area where you really do have to make your own
decision

Abstract reasoning test guide

The abstract reasoning test is also called the conceptual reasoning test. It measures your
lateral thinking skills or fluid intelligence, which are your ability to quickly identify patterns,
logical rules and trends in new data, integrate this information, and apply it to solve
problems. It measures what most people would refer to as ‘ street smarts’ and the ability to
‘think on your feet’ .

What do employers seek to learn from your abstract reasoning score?

The ability to quickly identify relationships, patterns and trends in organisational data, such
as customers’ purchasing behaviour or market research, is crucial to your capacity to think
strategically, grasp the bigger picture and quickly solve problems. Therefore, employers
typically expect you to at least have reasonable abstract reasoning capabilities.
Employers use the result of your abstract reasoning test to learn the extent to which you are:
 capable of efficiently learning new skills 
 capable of thinking strategically about problems and developments within the relevant
business field 
 capable of quickly analysing new information, integrating it to the overall scheme of
things, and applying it to solve work-related porblems 
 capable of processing and analysing new work-related data in a logical manner. 
What to expect in the abstract test
In an abstract reasoning test question, you are given a group or a series of shapes that are
defined based on one or several logical rules. For example:

In the above example, there are three shapes that make a sequential series (i.e. one shape
changes or evolves to the next one). The rule in this series is that the black dots move
clockwise along the perimeter one place at a time.
 
Each group or series is followed by a question, which typically requires you to find the
missing shape or the next shape based on the series’ rules and patterns. Each question has
between four and five optional answers. Your task is to identify the logical rules and patterns
that define the series of shapes and then decide which is the correct answer (i.e. the missing
shape in the series, the odd one out, or the next shape in the series).
The abstract reasoning test is timed and, although different tests may have different time
limits, you should typically expect to be given approximately 25– 30 seconds per question.
The abstract reasoning test is designed so only 1% to 5% of test-takers can correctly answer
all questions within the time limit, with the most difficult questions placed typically at the
end of the test.
The levels of difficulty of the abstract tests
Psychometric testing companies typically use abstract reasoning tests of different difficulty
levels and benchmarks. They are likely to give you an abstract reasoning test that matches the
level of difficulty required in the role you applied for. This means that the organisational
level and occupation of the job you applied for determines the level of difficulty of the
abstract test you will be given.
When taking the abstract test, you are likely to find some of the abstract reasoning questions
to be simple, some more difficult, and some very difficult. However, the overall test’ s level
of difficulty will match that of the job you applied for.
What is a more difficult abstract reasoning test?
There are several abstract reasoning tests that are typically used for selecting candidates.
Each test has a certain level of difficulty. This level of difficulty is similar across all the test
questions. A level of difficulty is determined based on:
1. the number of logical rules used to define a group of shapes
2. the complexity of the rules
3. the time constraints.
This means that an abstract reasoning test that is of a low level of difficulty will typically
have one simple, logical rule for each group of shapes and will not have too-tight time
constraints. For example, a sequential series of shapes in which each shape turns 90 degrees
counterclockwise to make up the next shape is typically considered a low level of difficulty.
As the number of rules and their complexity increases and the time allowed is shortened, the
test is considered to be more difficult. Typically, abstract tests that include groups of shapes
that are based on two or three rules and allow between 30 and 45 seconds for each question
are considered to be of medium level of difficulty. Abstract tests that include groups of
shapes that are based on three or more complex rules and allow less than 30 seconds for a
question are regarded to be of high level of difficulty. 
The abstract reasoning test is designed so that only a small number of test-takers can
correctly answer all questions within the time limit.
How your abstract test score is interpreted
The way in which the abstract test score is interpreted is similar to that of other aptitude tests
(verbal and numerical reasoning). Your score is compared to a benchmark (or a norm group)
that includes scores of others at an organisational level and in an occupation similar to the
one you are applying for. For example, if you apply for a role in HR and are given an abstract
reasoning test to complete, your raw score (or the number of correct responses) is then
compared with a large number of scores of people who either work in HR roles or applied for
roles in HR. This enables employers to learn how good your abstract reasoning skills are in
comparison to those of others in the area you applied for.
As in all other aptitude tests, there is no ’passing’ score for the abstract reasoning test. Your
abstract test result is calculated relative to that of other people in similar roles. This means
that even if you correctly answered most of the questions in the abstract reasoning test, your
result may still be lower than that of other people in similar roles. How is this possible? Let’s
look at the following example: you correctly answered 24 of 30 questions. You interpret this
to be a ‘good result’. However, other people in similar roles to that you applied for have also
very strong abstract reasoning skills and on average answer correctly 26 of 30 questions. This
means that your ‘good result’ is actually a ‘bad result’ because it’s lower than the average
result of people who work in a similar role to that you applied for.
Improve your abstract test score
Despite what some may believe, you can improve your abstract reasoning capabilities in a
reasonably short time. It has to do with efficiently learning a large number of typical, logical
rules so that when you are faced with an abstract reasoning test question you will be able to
quickly scan your brain to identify the relevant rule/s for this series of shapes.
Like any other test you’ve taken in your life, the right preparation can improve your abstract
reasoning test result. Although you cannot significantly improve your abstract reasoning
skills within a very short time, you can learn and practise abstract reasoning test strategies,
get familiar with a large number of logical rules that define series of shapes, and eliminate
stress factors to quickly improve your performance.
In addition, the principles behind abstract reasoning questions do not change from year to
year. Most of these tests exist for more than 10 or 20 years. This means that it has become
possible for quality practice abstract tests to be produced, and for high-quality abstract
reasoning courses to be available online. If you should take enough of these tests, in addition
to learning the correct strategies and techniques from the online course, you will be able to
prepare for the abstract reasoning test in a quick and effective manner. Read more about how
preparation improves psychometric test results.
There are different patterns and logical rules that you will be required to apply throughout the
abstract reasoning test, and you’ll need to do this in a timely manner. This is not something
you can learn by only reading a book, but it is something you can quickly develop through a
combination of practice, concentration and knowledge of test-taking strategies. 
If you regard yourself to be someone who can quickly identify the rules behind how data
changes or what the common things across different pieces of data are, we recommend that
you complete the free abstract reasoning test available on this site. In case you feel that you
would benefit from a little training or preparation to get the edge you need in the real test,
then we would recommend that you take our practice abstract tests online that suit the
organisational level and occupation of the job you applied for.  Upon completing each test,
you will receive a personalised report with your result, plus the list of questions that you
correctly answered and the questions you made mistakes in. You will be able to read the
correct answer and an answer explanation for each question. This hands-on preparation will
ensure that you improve your ability to tackle abstract reasoning tests.
If you have plenty of time, you can develop your abstract reasoning skills by solving puzzles.
But if you don’t have time, and you don’t feel confident about your abstract reasoning skills,
we recommend that you begin by taking our online abstract test course on how to pass the
abstract reasoning test. The online course includes easy-to-read explanations about the
different types of questions appearing in the typical abstract reasoning tests, a step-by-step
explanation of how to solve them, and detailed explanations of the typical, logical rules used
to define series of shapes in the abstract test. This course also includes sample test questions,
exercise questions, and detailed explanations of how to answer them. The next step is for you
to complete the large number of online abstract reasoning tests available on this site that suit
the job you applied for. This will offer you not only an indication of what your relevant areas
of strength and weakness are, but also the real experience of completing abstract reasoning
tests online.

Try thinking SPANSS -

S for shape
P for Position
A for angle
N for number
S for shading
S for size.

Look at all the given info and see if there is anything to do with the shape that is the same,
then the position, then the angle etc.

Not sure if a) that makes sense or b) it's any help.

Hope you get the hang of it!