Hiring isn’t just about experience or personality — it’s also about how well someone can think, learn, and solve problems. That’s where reasoning tests come in. These psychometric assessments provide an objective measure of cognitive ability, giving employers a reliable way to predict future performance.

In this article, we’ll unpack what verbal, numerical, and abstract reasoning tests actually measure, why they matter, and how they can support smarter recruitment decisions.

What Are Reasoning Tests?

Reasoning tests measure cognitive ability — the skills people use to process information, solve problems, and adapt to new situations. Unlike CVs or interviews, they don’t rely on opinion or self-promotion. They provide a standardised, scientific view of how someone thinks.

At People Central, we use reasoning tests across leadership, professional, sales, and administrative roles to help employers make sharper hiring decisions.

Verbal Reasoning: Language and Logic

What it measures:

• Understanding written information
• Drawing logical conclusions
• Communicating clearly

Why it matters:

Good verbal reasoning means candidates can quickly grasp instructions, policies, or reports, then communicate ideas effectively. This is crucial for roles that involve writing, client communication, leadership, and compliance.

Example:Someone with high verbal reasoning is more likely to interpret contracts accurately or respond well to customer enquiries.

Numerical Reasoning: Data and Decision-Making

What it measures:

• Interpreting numbers, tables, and charts
• Solving quantitative problems with logic
• Accuracy under time pressure

Why it matters:

Numerical reasoning isn’t about advanced maths — it’s about making sense of data to make sound decisions. It’s especially useful for finance, sales, operations, and analyst roles.

Example: A manager with strong numerical reasoning can spot sales trends and make informed business decisions.

Abstract Reasoning: Learning Agility

What it measures:

• Recognising patterns and relationships
• Thinking conceptually about unfamiliar problems
• Picking up new skills quickly

Why it matters:

Abstract reasoning is one of the best indicators of learning agility. It shows how fast someone can adapt, think creatively, and handle complexity. This is critical for roles that demand strategic thinking, innovation, or technical problem-solving.

Example: A graduate trainee with strong abstract reasoning is likely to master new systems or processes faster than peers.

General Mental Ability: The Big Picture

Each test looks at a specific type of reasoning, but together they form what psychologists call General Mental Ability (GMA) — a strong overall predictor of workplace performance.

Candidates with higher GMA typically:

• Learn faster
• Handle complexity better
• Make fewer mistakes
• Adapt more easily to change

How Employers Use Reasoning Tests

• Early screening – Quickly identify candidates with the sharpness needed for the role.
• Final decisions – Provide objective data to complement interviews and references.
• Development planning – Highlight strengths and potential challenges for onboarding and training.

When reasoning tests are combined with personality assessments, employers gain a balanced, reliable view of each candidate’s potential.

Final Thoughts

Reasoning tests reveal how people think, learn, and solve problems — abilities that go beyond what you see on a CV or in an interview. Verbal, numerical, and abstract reasoning each measure something unique, but together they give a powerful indication of future job success.

Reasoning tests provide clear, objective insights into how people think, learn, and solve problems. Verbal, numerical, and abstract reasoning tests each measure different but equally important abilities, and together they give employers a strong predictor of future job success.

To explore how reasoning tests can support your recruitment process, visit our Understanding Psychometrics page or view our Sample Test Reports.