When it comes to hiring, recruitment often starts with the same two elements: CVs and intuition-based hiring.

But while a resume can showcase past experiences and polished credentials, they don’t always reveal how a candidate can use their soft skills and handle real challenges.

This leaves hiring managers in a tricky spot. Without the right tools or support, it’s easy to overlook critical qualities like reasoning ability and problem-solving, traits that often determine long-term success. And when those qualities are hard to measure, poor hiring decisions can have both financial and cultural consequences.

That’s where cognitive tests come in. Cognitive tests can be quite reliable in understanding how a candidate handles complex data, follows instructions, or spots patterns quickly by analyzing the answers they give on test questions, sometimes within a specific time limit.

In this article, we’ll break down what cognitive tests are and how they can help you understand each candidate’s potential and craft a fairer, skills-based hiring process.

What are cognitive tests in hiring and why are HR professionals divided about them?

Research consistently shows that cognitive ability is one of the strongest predictors of job performance across industries, with more than 80% of Fortune 500 companies incorporating them in their hiring process. That’s because most roles, whether customer-facing, technical, or managerial, require employees to process information, understand percentiles, solve problems under pressure, and answer questions and adjust to new situations.

Cognitive tests are tests designed to measure how candidates think, not showcase what they already know. Unlike technical assessments, which evaluate specific skills, a cognitive ability test looks at pure cognitive skills that have to do with spatial reasoning, memory, comprehension and critical thinking, or problem solving.

When used as part of a broader talent assessment strategy, cognitive tests can reduce hiring risk, improve team fit, and help predict future performance. Instead of relying on guesswork, you’re equipping your team with a practical, evidence-based tool to make smarter hiring decisions.

However, some hiring managers and recruitment professionals are quite skeptical when it comes to cognitive tests. Some of the most common questions are:

• Are these just abstract IQ tests that don’t relate to real work?

• How do I know the results will actually predict performance?

• Won’t candidates feel put off or intimidated by these kinds of tests?

These are valid questions and concerns. No one wants to make their process go on and on, scare off a strong applicant, or make their assessment feel like some test practice for abstract puzzles.

The reality is that well-designed cognitive tests aren’t about trick questions or obscure brainteasers. Rather, they focus on skills that directly impact workplace success: 

• Interpreting information 

• Spotting patterns

• Evaluating choices

• Solving problems under time pressure

In other words, cognitive tests measure the same mental agility your team members rely on when juggling priorities, handling unexpected challenges, or learning on the fly. 

As for candidate experience, transparency and context go a long way. When applicants understand that a short, fair pre-hire assessment helps showcase their potential beyond a resume, most see it as an opportunity rather than a barrier. In fact, for candidates from non-traditional backgrounds, types of questions like numerical reasoning, verbal reasoning, or even an “odd one out” type of assessment can be a way to stand out without needing a perfect CV.

But let’s move from theory to practice, by breaking down some cognitive test example questions and seeing how they directly connect to workplace performance.

Cognitive test example questions and explanations

Below are some sample questions across the most common categories, along with an explanation of what they measure and why they matter in the workplace.

Numerical Reasoning

One of the most common cognitive test example questions is numerical reasoning. This could look like the following:

(Source)

A test like the above measures the ability to interpret data, perform basic calculations and draw accurate conclusions under time pressure. It also shows how quickly and accurately a candidate can process and analyze information. In a workplace setting, this could translate to interpreting financial reports, understanding key performance metrics, or coming up with data-driven actions.

Verbal Reasoning

A verbal reasoning test involves a statement and a logical analysis of this statement. For example:

(Source)

Verbal reasoning tests measure comprehension, logical inference, and attention to detail. The goal is to see whether candidates can read a short passage and evaluate statements logically, without making assumptions, but by understanding analogies and putting their language skills in good use instead. In practice, this skill is essential for roles that involve reading policies, understanding client requests, or following complex written instructions.

Logical Reasoning

One of the most misunderstood cognitive tests, abstract reasoning (also called logical pattern recognition) presents shapes or sequences. It usually looks like this:

(Source)

Abstract reasoning questions assess pattern recognition and problem-solving ability. An abstract reasoning sample test like the above example measures how well a candidate can identify rules and apply them to new situations. This type of reasoning is strongly linked to learning agility, adaptability, problem-solving skills, and the ability to pick up new concepts quickly and think critically in unfamiliar scenarios. It’s a crucial component when the role requires employees to wear many hats.

How to interpret candidates’ test results

You’ve run your first cognitive ability test. Now, it’s time to interpret the results. A raw score doesn’t tell the whole story, as it’s not an isolated piece of information. The test results need to be considered in the broader context of the role and the team you’re looking to grow.

Don’t over-index on test scores

Cognitive results are a powerful signal, but they’re not the only one. A candidate’s problem-solving ability should be balanced with other factors like technical skills, cultural fit, and interview performance. For example, someone with slightly lower numerical reasoning but strong communication skills might still be the best fit for a customer-facing role.

Benchmark against role requirements

Instead of setting arbitrary “pass” marks, think about the “scores” that are actually needed for the job. A data analyst may require stronger numerical reasoning than a customer support agent, while abstract reasoning might be more important for a fast-moving product role. Aligning the interpretation of the test results with the role ensures you’re not screening out capable candidates unnecessarily.

Use consistent scoring to reduce bias

Cognitive tests add fairness by creating a standardized metric for all applicants. This consistency helps counteract unconscious bias that often slips into reviewing resumes. Everyone gets the same test under the same conditions and time constraints, which makes your comparisons more reliable.

When paired with interviews, skills-based tests, and personality assessments, cognitive tests create a more complete picture of a candidate’s potential. 

A good pre-employment cognitive test should reflect real job demands. That means including a mix of question types like verbal and numerical reasoning, while staying concise and accessible. Whether labeled as a cognitive or aptitude test, the key is ensuring it provides consistent, role-relevant insights that help you evaluate how someone might think on the job, not just how quickly they solve puzzles.

Best practices for using cognitive tests

To get the most out of cognitive tests, a few simple practices make a big difference.

First of all, be transparent with candidates. Let applicants know why you’re using a cognitive ability test and how it relates to the role. Transparency reduces anxiety and builds trust. 

Secondly, try to keep it short and relevant. Focus on tests that measure skills aligned with the job. A 15–20 minute assessment is usually enough to gather useful insights without hurting the candidate experience.

If you’re planning to include a cognitive assessment in your hiring process, consider offering a short practice test before the actual evaluation. This gives candidates a chance to understand the format and the practice questions will make them feel more comfortable with the timing and instructions. A quick warm-up can reduce test anxiety and lead to more accurate results, especially when candidates aren’t focused on guessing the correct answers, but on showing how they approach problems.

As discussed, consider combining your cognitive ability tests with other types of assessments that can show more elements of the candidate’s personality, mental ability, and skills.

Lastly, ensure accessibility. Many applicants will complete assessments on mobile devices, so make sure tests are mobile-friendly and inclusive for all candidates.

With these practices, cognitive testing becomes a fair, effective, and candidate-friendly part of your talent assessment process.

A few things to keep in mind

Despite the method’s accuracy and its wide acceptance from hiring managers and recruitment professionals, cognitive assessment tests come with a main consideration: They are not one-hundred-per-cent foolproof.

This translates to the following:

• Cognitive tests don’t take race, gender, and other biases into account.

Candidates that come from minority groups or different social or educational backgrounds as those of the tests’ creators, could be negatively affected.

• Cognitive tests measure thinking ability but not the full picture.

Many cognitive ability tests focus on a limited range of skills. They don’t usually take into account qualities beyond cognitive functions, such as values, personality traits or work ethic. While strong results show potential, they don’t capture attributes like leadership, decision-making, or communication.

Wrapping up

The examples in this article make it clear that assessments aren’t abstract “IQ tests.” They measure practical reasoning skills, numerical, verbal, logical, and situational, that connect directly to on-the-job performance. For SMBs, where each hire has an outsized impact, that objectivity is invaluable.

If you’re still skeptical, consider running a test with Bryq in your next hiring round. You may be surprised at how much clarity it brings to the process, and how much easier it makes finding the right people for your team.

FAQ

What do cognitive tests measure in candidates?

Cognitive tests measure reasoning ability, problem-solving, memory, comprehension, and pattern recognition. They show how candidates think and adapt, not just what they already know.

Are cognitive tests the same as IQ tests?

No. While both evaluate mental ability, cognitive tests are designed to measure job-relevant skills like numerical reasoning, verbal comprehension, and logical thinking that directly apply to workplace performance.

Do cognitive tests predict job performance?

Yes. Research shows that cognitive ability is one of the strongest predictors of job performance across industries, especially when combined with other assessments like skills tests and structured interviews.

Can cognitive tests be biased?

Bias can occur if tests are poorly designed or lack cultural fairness. That’s why it’s important to use validated, well-structured cognitive ability tests as part of a broader talent assessment strategy.

How long should a cognitive ability test take?

A fair pre-employment cognitive test usually lasts 15–20 minutes. This length provides useful insights without overwhelming candidates or hurting the candidate experience.