The Abstract Reasoning (Adaptive) assessment is designed to measure the cognitive ability of candidates to perform abstract reasoning in support of learning, analysis, and problem-solving tasks encountered in entry-level office roles. The assessment evaluates key abilities including pattern recognition, logical reasoning, rule application and transfer, and abstract problem solving, without relying on prior job-specific knowledge or verbal and numerical content that could introduce bias. It presents multiple-choice questions featuring unfamiliar shapes, symbols, and concepts to assess inductive and deductive reasoning, the ability to draw logical conclusions from limited information, and the capacity to identify and apply underlying rules governing a set of stimuli.

The assessment is intended for use in both pre-hire selection and promotion selection contexts and employs an adaptive testing format that adjusts item difficulty in real time based on each candidate's responses, efficiently converging on an accurate estimate of reasoning ability while minimizing the number of items administered. Time limits are applied to questions to help prevent cheating and to improve predictive performance. By drawing from a large item bank and reducing predictable patterns, the adaptive format also enhances test security and maintains candidate engagement. Ultimately, the Abstract Reasoning assessment provides a reliable and valid measure of general cognitive ability relevant to adapting to new tasks, solving novel problems, and succeeding in dynamic office environments requiring minimal specialized training.

Computer Adaptive Testing (CAT) represents the state-of-the-art in knowledge, skills, and ability testing. In a CAT test, the next question is selected based on the previous responses during the test to maximize the 'information value' of each question. Additionally, the test will stop once the total information available is enough to generate a reliable score. This approach is more secure, since the questions are selected from a large pool of over 100 questions. Additionally, CAT tests are usually much shorter than traditional tests, which eases the burden on the candidate.

If the overall score is most important for evaluation purposes, and if you wish to maximize the candidate experience, then a CAT test is the right way to go. However, if you want a structured, comprehensive review of key topics for every test, then a traditional format is the best choice, though this will take longer than a CAT test.

The specific attributes measured include:

Following completion, the test produces a Candidate Selection Report that includes an overall score and detailed scores for each attribute.

The Candidate Selection Report also provides expert interview questions that help you probe critical or low-scoring areas, along with a guide for noting your evaluation of the candidate's responses. Consistent use of an interview guide is an important part of gaining better candidate insights and making better hiring decisions.

Note that while the Abstract Reasoning assessment is a useful and efficient instrument for confirming important traits and characteristics about a candidate or employee, it should always be used as a part of balanced evaluation program that includes other measurement or evaluation tools, including other assessments, interviews, work samples, and reference checks.