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. In a popular music station, songs are played fully and uninterrupted i.

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

The sentence refers to electronic information that is fundamental to something all major federal operations. Therefore, the only word accurately reflecting that meaning in the sentence's context is "virtually". 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.

Letter Series - What would be the next group of letters in the following series? 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 are the type of questions you will encounter in the CCAT Test.

To practice more questions, try our Free CCAT Practice Test. 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. 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. 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.

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. 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.

When a smartphone is connected to a charger the battery charge increases by 4. What is the percentage of charging rate per minute if the phone is connected to a charger while several applications are in use? 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.

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. Most technicians work on the first floor.

All accountants work on the second floor. No secretaries work on the third floor. 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.

Which block completes the following sequence:. 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 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.

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!

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!

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.

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. 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:.

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.

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

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.

Accurate Prep Since Browse Topics. Login Login. With raw scores , you can pre-screen candidates that meet a certain threshold baseline score. For example, you may choose to only interview candidates who answer at least 20 out of 25 questions correctly.

For example, you may choose to only look at candidates in the 50th percentile or higher, meaning those who score in the top half of all candidates tested.

Keep in mind that percentiles are note the same as percentages. In this loose sense, IQ tests and cognitive ability tests are similar. Historically, this was calculated as a ratio relative to other test takers your age. Today, IQ is calculated as how many standard deviations you fall away from the median test taker.

Examples of commonly used IQ tests include the Wechsler Adult Intelligence Scale WAIS and updated versions of the Stanford-Binet Intelligence Scales, Woodcock-Johnson Tests of Cognitive Abilities, and more.

Instead, we advise you to use cognitive ability tests designed in line with the best practices in recruitment. Cognitive ability tests for employment are just one of the many tools available, but they may be among the most underutilized ones, given how effective they are.

One of the most compelling reasons to use cognitive tests is that they are a strong predictor of job performance. For instance, in , Frank L. Schmidt measured 19 different employee selection techniques on their ability to predict job performance.

He assessed the most common methods recruiters use to select candidates: education level, job experience, structured and unstructured job interviews, job knowledge tests, and cognitive ability tests.

Often, your job performance is determined by how quickly you can learn on the job rather than what you already know. This is especially helpful when hiring for junior positions where few candidates will have any past experience in the specific role.

We saw above that a cognitive assessment was just as predictive of job performance as a structured interview. You can administer cognitive ability tests easily and affordably by using platforms like TestGorilla. For a few dollars per test , you can win back hours of organizational time.

Every recruiter should actively work to reduce and eliminate bias in their hiring process. Cognitive tests help add objectivity to recruitment. But even those recruiters who are fully devoted to providing all candidates with equal opportunities may still have unconscious biases about intelligence.

This, in turn, causes them to treat candidates unequally. For example, a recruiter may unconsciously favor male candidates for technical roles or female candidates for people-oriented roles because of societal stereotypes.

For example, when controlling for work hours, spousal employment and other factors, women spend 8. By using cognitive ability tests, you can evaluate a candidate for their actual intelligence rather than their laundry list of past jobs. You can also standardize the recruitment process to remove your unconscious ideas of what intelligence looks like and how it presents.

That said, some standardized intelligence tests have been shown to exhibit bias towards certain cultures and backgrounds. All this enables you to build a positive and memorable candidate experience , which is essential for attracting the right talent.

Cognitive ability tests can improve workforce retention by helping you to impress and hire the right candidates from the get-go. That may seem excessive, but after you factor in the cost of advertising the role, interviewing, screening, hiring, onboarding, training, management time, lost productivity, lost engagement, lost customer service, increased errors, ongoing training costs, and cultural impact, you can see how the costs start to add up.

Cognitive ability tests for employment can be an important element of your retention strategy , if you use them correctly.

Cognitive tests are made to measure intelligence. Early theories on intelligence assumed one general intelligence, which justified the creation of general IQ tests. Charles Spearman was the original proponent of the General Intelligence Theory. This led him to theorize that people possess a general intelligence impacted by attention, speed, memory, and visualization.

But what if there is no single form of intelligence? In that case, recruiters would want to test a variety of cognitive abilities when vetting candidates. Howard Gardner first proposed the theory of multiple intelligences in his book Frames of Mind: The Theory of Multiple Intelligences.

Based on research on brain damage, evolutionary history, and a number of other factors, he theorized that intelligence should instead be broken into eight distinct cognitive abilities that are not strongly correlated with each other.

So, it makes perfect sense that recruiters often use separate tests to evaluate different skills, including verbal skills, math skills, logic, and even creativity or emotional intelligence. The more varied our tests are, the more likely we are to identify candidates with a wide range of cognitive skills.

Because there are so many different facets of intelligence, there are many different cognitive ability tests to match them. Attention to textual detail.

Attention to visual detail. Problem solving. Critical thinking skills. Numerical reasoning. Intermediate math , basic triple-digit math , and basic double-digit math skills.

Reading comprehension. Verbal reasoning. Spatial reasoning. Mechanical reasoning. Ability to understand instructions. But keep in mind that these cognitive skills are helpful for nearly any position.

Attention to detail is more than just paying attention. We get lots of information thrown at us in our day-to-day work — much of it noise — so the ability to focus only on what matters can help anyone excel in their role.

This includes roles like:. Customer service representatives. Administrative assistants or secretaries. This skill is essential for anyone working with visual marketing materials, among other roles.

Creating an immaculate brand image involves not only defining the key elements of your brand in a brand book but actually making sure that all marketing images align with it and contain no errors or discrepancies.

Manufacturing roles. Cleaners or housekeepers. Problem solving is the ability to make smart decisions based on the data at hand.

It also encompasses the ability to define and evaluate a problem in the first place. Examples include:. Project and product managers. Critical thinking is the ability to solve problems with inductive and deductive reasoning.

In the workplace, this means the ability to identify, analyze, and use information in a meaningful way. Critical thinking skills are most relevant for complex roles that require a high degree of analytical or independent thinking.

Executives and all leadership positions. These skills are especially important for roles that require drawing data-driven conclusions.

Financial managers. Reading comprehension is important for most roles where someone works at a computer all day, because the majority of the content they consume, including communication, is text.

Here are some examples:. Content writers. Spatial reasoning is the ability to understand, remember, and reason about the spatial relationships among objects in space.

Spatial reasoning skills play an important role in science, technology, engineering, and math STEM jobs such as:. Chemical engineers. Verbal reasoning tests are handy when hiring for jobs that require employees to analyze text and reports and are used across a wide range of industries and roles, most commonly in the legal, engineering, and consulting sectors.

Attorneys and paralegals. Journalists, writers, editors. Sales representatives. To function properly and be safe to use, any piece of equipment needs to be installed and serviced correctly — and for this, strong mechanical reasoning is essential.

Understanding instructions means interpreting and following guidelines — and asking for further clarifications whenever necessary.

This ability is crucial across all industries and roles and ensures that your workers can avoid mistakes and complete tasks quickly and efficiently.

It's also a preliminary step that enables a person to move on to more complex math concepts. Doing basic triple-digit math involves performing arithmetic operations — addition, subtraction, multiplication, and division — with triple-digit numbers, for example adding to This enables them to analyze data and relationships between variables to solve problems of moderate complexity.

Financial advisors or analysts. Unsure how to implement cognitive ability tests into your hiring process? For example, if a role involves lots of communication over email, you could administer a reading comprehension test and combine it with other skills tests.

Check out our test library for ideas. Test your existing high performing employees and use their scores to create a benchmark for what a qualified candidate looks like. Test your candidates: One of the major benefits of using tests for hiring is that they enable you to speed up the screening process significantly.

If a candidate is too far below the benchmark, consider eliminating them from your selection. If they meet the benchmark or are above it, consider inviting them for an interview. Interview qualified candidates: Interview each candidate that passed the initial skills assessment. You can also follow up on any weak points regarding references or other skills.

Make a decision: Use the results of skills tests in combination with any other assessments you conducted, including the interview and reference checks. Cognitive ability tests should never be the only deciding factor.

The more data you gain, the more power you have to make smart decisions. While cognitive ability tests are a powerful recruitment tool, they have to be used as part of an intelligent hiring process.

The tests on their own will provide you with useful data, but what you do with that data is the tricky part.