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Abstract Reasoning Test

The abstract reasoning test helps recruiters identify candidates who can think laterally, recognize patterns and quickly learn new concepts. It is a non-verbal test, which focuses on screening candidates based on the accuracy and speed with which they can understand and interpret the relationship between shapes and patterns.

Customized Based On:

  • Experience/ difficulty level
  • Multiple skills in 1 assessment
  • Job description/ role requirements

Covered Topics:

abstract reasoning
logical reasoning
Diagrammatic Tests
Spatial Ability Tests
inductive reasoning.
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The hiring managers felt that through the technical questions that they asked during the panel interviews, they were able to tell which candidates had better scores, and differentiated with those who did not score as well. They are highly satisfied with the quality of candidates shortlisted with the Adaface screening.

Human Resources Manager

Singapore Government

reduction in screening time

Sample Abstract Reasoning Test Questions

These are just a small sample from our library of 10,000+ questions. The actual questions on this Abstract Reasoning Test will be non-googleable.

🧐 Question🔧 Skill💪 Difficulty⌛ Time
Overseas office
Your company recently opened a second office overseas. Some of the people from the original office will be relocating. All the people hired in the last six months will continue working in the original location where they were hired. Which of the following statements can be true regarding employees relocating?
Abstract ReasoningEasy2 min
Badminton Players
A badminton coach was trying to put together a team of 4 players for a friendly badminton championship out of 7 players. R, S, T are the male players, and W, X, Y, Z are the female players. Note that all players have equal ability, and the team needs to have atleast 2 male players. While selecting the team we need to keep in mind that all 4 players should be able to play with each other. We also need to keep the following restrictions in mind:
- R cannot play with Y
- S cannot play with W
- T cannot play with Z
Which of the following are true:

A: S and Z cannot be in the team together.
B: T and Y cannot be in the team together.
C: T and X cannot be in the team together.
Logical ReasoningMedium3 min
Positive correlation
Myra is working on her thesis for which she created a scatter plot of the number of teachers and the number of college graduates for cities in Australia. She noticed a positive correlation. Which of these do you think is the probable explanation for this correlation?
A: Teachers encourage people to go to college, so an increase in the number of teachers leads to an increase in the number of college graduates. 

B: Some college graduates choose teaching as a profession after graduating, so an increase in the number of college graduates also leads to an increase in the number of teachers.

C: There are more college graduates and teachers in higher income cities, so income is a confounding variable here, make it difficult to prove causation between number of teachers and number of college graduates.

D: Cities with a higher population have more teachers and more college graduates, so the correlation is due to a third variable (population of city).

E: The provided data is insufficient, so it is extremely difficult to establish the reason for the correlation.

F: Most college students choose non-teaching professions after graduating, which explains the correlation.

G: In Australia, college students are encouraged by their teachers to choose teaching as a profession after graduating.
Logical ReasoningMedium2 min
Spend Statements
Alexa spends 30% of her income on her children's education, 20% on food, and 10% on entertainment. The corresponding percentages for Mani are 40%, 25% and 13%. Who spends more on children's education?
Statement 1: Alexa spends more on food than Mani.
Statement 2: Mani spends more on entertainment than Alexa .
A: Choose A if the question can be answered by using one of the statements
alone but not by using the other statement alone.
B: Choose B if the question can be answered by using either of the statements
C: Choose C if the question can be answered by using both statements together
but not by either statement alone.
D: Choose D if the question cannot be answered on the basis of the two
AptitudeMedium3 min
World Bank Meeting
21 members from 4 countries (South Africa, US, Australia and Germany) attended a World Bank meeting. Each member was an expert in one of 4 fields- minimum wage, health, poverty and immigration. We know the following about the members:
1. Emily and Ross are experts in poverty studies from Australia and they attended the meeting.
2. The meeting did not have any experts on minimum wage from South Africa. Other than that there was atleast 1 expert from each field from each country, including South Africa.
3. The number of experts on minimum wage was exactly half the number of experts in each of the other 3 fields.
4. If there was an less expert from Australia, US would have had twice as many experts as each of the other countries.
5. In any field, none of the countries had more than 3 experts.
If Mindy is the only US expert in poverty who attended the meeting, which of the following statements are true:

A: There is 1 immigration expert from South Africa.
B: There are 2 health experts from US.
C: There is 1 health expert from South Africa.
D: There are 3 immigration experts from US.
AptitudeMedium3 min

How to use the Adaface Abstract Reasoning Test

Start screening candidates within minutes with the ready-to-go Abstract Reasoning Test

1. Choose the most appropriate test for your role

2. Start inviting candidates to complete the assessment

3. Receive real time notifications and shortlist the best candidates

Customize the Adaface Abstract Reasoning Test according to your job description

1. Get a custom assessment from our library of 500+ skills within 48 hours

2. Start inviting candidates to complete the assesment

3. Receive real time notifications and shortlist the best candidates

Adaface Abstract Reasoning Test is trusted by enterprises worldwide

Morgan Stanley
SG Government
Ernst and Young
Optimum Solutions
United Nations
Love Bonito

About the Adaface Abstract Reasoning Assessment Test

Evaluate abstract reasoning and aptitude skills with Adaface skills assessment platform powered by an intelligent chatbot


Sequence Completion
Statement Completion
Odd one Out
Missing Elements
Grid Completion
3D shape visualizations
Spatial intelligence
Diagrammatic Reasoning
Mirror images/reflections
Fluid intelligence
Sequence Completion
Raven’s Progressive Matrices
Shapes rotation
Series and Sequence
Pattern Matching

Recommended Roles:

Design Engineer
Product designers
Business Analyst
Data Analyst
System designers
System analyst

Why You Should Use This Abstract Reasoning Assessment Test

The Abstract reasoning assessment test online helps recruiters and hiring managers to assess the abstract reasoning skills of the candidate and identify qualified candidates from a pool of resumes in-turn helping with objective hiring decisions. It reduces the administrative overhead of interviewing too many candidates and saves time by filtering out unqualified candidates.

Top companies are using this test to reduce candidate screening time by 85%.

The Adaface Abstract reasoning assessment test screens for the typical skills recruiters look for in a potential candidate:

  • Ability to understand ambiguous or complex concepts quickly
  • Ability to identify trends, patterns, and relationships for a given set of data
  • Ability to reach a conclusion based on the patterns one sees in specific events
  • Ability to solve problems effectively using non-verbal communication

The insights generated from this assessment can be used by recruiters and hiring managers to identify the best candidates for the role. Anti-cheating features enable you to be comfortable with conducting assessments online. The abstract reasoning online test is ideal for helping recruiters identify which candidates have the non-verbal reasoning skills to do well on the job.

Distribution Of Test Scores

The actual score distribution will vary based on your candidate pipeline quality, but you should typically expect ~20% of the candidates to do well on Adaface assessments.

The score distribution for our assessments follow the normal curve. This is a good sign- standardized tests like SAT and GRE follow the normal distribution (bell curve).

Status quo assessments typically have the exact opposite of the bell curve (too many candidates getting close to 0, too many candidates getting close to 100 and too few candidates in the middle). This is typically because they focus on theoretical questions or trick questions, which are very binary in nature- either you know the trick/ theory or you don’t.

How Adaface Is Different

Adaface conversational assessments are reflective of on-the-job skills and see an 86% completion rate as compared to ~50% for traditional assessment platforms.



Theoretical questions/ puzzles

Feels like a test

One-size-fits-all assessments




Questions for on-the-job skills





What is a custom assessment?

Every role is different and requires a custom assessment to identify top candidates efficiently. Adaface subject matter experts understand your job description/ role requirements and pick the most relevant questions from our library of 10000+ questions to create a technical assessment that helps you find the qualified candidates in your candidate pipeline quickly. All custom assessments are set up based on the job description, role requirements, must-have skills, experience level and salary range within a maximum of 48 hours and you will get an email notification once it goes live.

Check out a sample assessment here (no credit card required).

Can I combine multiple skills into one custom assessment?

Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.

How is Adaface different from other assessment tools?

We believe that status quo tech assessment platforms are not a fair way for companies to evaluate engineers because they focus on trick questions/ puzzles/ niche algorithms. We started Adaface to help companies find great engineers by assessing on-the-job skills required for a role. Read more about why we started Adaface.

Here's what's different with Adaface:

  • High quality non-googleable questions that test for on-the-job skills as opposed to theoretical knowledge.
  • A friendly conversational assessment with a chatbot, instead of sending a "test" to a candidate. This translates to a higher completion rate. Adaface assessments (86% candidate completion rate), as opposed to traditional tests (40-50% candidate completion rate)
  • Customized assessments for 700+ skills at different experience levels.

Do you have any anti-cheating or proctoring features in place?

We have the following anti-cheating features in place:

  • Web proctoring
  • Webcam proctoring
  • Plagairism detection
  • Non-googleable questions
  • Secure browser

Read more about the proctoring features.

How do I interpret test scores?

The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. A skills assessment is optimized to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best candidate for the role. So the ideal way to use an assessment is to decide a threshold score (typically 55%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.

What experience level can I use this test for?

Each Adaface assessment is customized to your job description/ ideal candidate persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for any experience level.

Does every candidate get the same questions?

Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating/ proctoring features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.

I'm a candidate. Can I try a practice test?

No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.

What is the cost of using this test?

You can check out our pricing plans.

Can I get a free trial?

The platform is completely self-serve, so here's one way to proceed:

  • You can sign up for free to get a feel for how it works.
  • The free trial includes one sample assessment (Java/ JavaScript) that you will find in your dashboard when you sign up. You can use it to review the quality of questions, and the candidate experience of a conversational test on Adaface.
  • To review the quality of questions, you can also review our public questions for 50+ skills here.
  • Once you're convinced that you want to try it out with real assessments and candidates, you can pick a plan according to your requirements.

I just moved to a paid plan. How can I request a custom assessment?

Here is a quick guide on how to request a custom assessment on Adaface.

With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!

Brandon Lee, Head of People, Love, Bonito

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