An abstract reasoning test shows a series of figures that change according to hidden rules and asks you to choose what comes next. This guide explains how the questions work, walks through a generic example, looks at why abstract tests are often used to give every applicant a fair chance, and offers practical advice for candidates and employers.

What an abstract reasoning test measures

Abstract reasoning is the ability to spot patterns and rules in unfamiliar information and use them to work out what happens next. Because the questions use shapes rather than words or numbers, they depend less on education, language or work experience than most other tests. That makes them useful for school leavers, apprentices, career changers and roles where people must learn new systems quickly.

The Viewpoint Abstract Reasoning Test has 20 "what comes next" figure series in 10 minutes. Candidates spot the rules that change each figure and choose the next one. The questions build from a single rule to as many as three rules working at once, and there are 8 parallel versions, so candidates do not all see the same questions.

A worked example

The following is a generic illustration written for this article, not an item from the Viewpoint test.

A series shows four squares. In the first, a black dot sits in the top-left corner and there is one diagonal line. In the second, the dot has moved to the top-right corner and there are two lines. In the third, the dot is bottom-right and there are three lines. In the fourth, the dot is bottom-left and there are four lines.

Two rules are at work. The dot moves one corner clockwise each time, and one line is added each time. So the fifth figure should show the dot back in the top-left corner with five lines. Any option with the dot in the wrong corner, or with four or six lines, breaks one of the rules.

A good method is to look at one feature at a time (position, number, shading, size, rotation), find the rule for that feature, then check every answer option against all the rules you have found.

What research says

Non-verbal pattern tests have a long research history. Raven's work on progressive matrices showed how figure-series problems can measure reasoning across very different cultures and age groups [1]. More broadly, Schmidt and Hunter's review found that general mental ability, which abstract tests are designed to tap, is one of the strongest single predictors of job performance and training success [2].

The evidence also counsels care. No test is entirely free of cultural or educational influence, and familiarity with the format makes a difference. That is why practice questions, clear instructions and fair interpretation matter as much as the test itself.

Using an abstract reasoning test well

For employers, abstract reasoning suits roles that involve learning quickly, solving new problems or working with systems and processes, especially where applicants have little work experience. Read the result in bands from Very Low to Very High, look at speed and accuracy, and combine it with an interview and other relevant tests.

For candidates, try the example questions first. Work feature by feature, eliminate options that break a rule, and keep moving. With 20 questions in 10 minutes you have about 30 seconds each, so don't let one hard series take up your time.

See the Abstract Reasoning Test page, our guide to inductive reasoning, or all our ability tests.

Frequently asked questions

How long does the Viewpoint Abstract Reasoning Test take?

It has 20 questions and a time limit of 10 minutes.

Do I need maths or English skills?

No. The questions use shapes and patterns rather than words or numbers.

How many rules can a question have?

Early questions use one rule; later ones combine up to three.

Is abstract reasoning the same as inductive reasoning?

They are closely related. Both ask you to infer rules from examples; the formats differ, and our article on inductive reasoning explains the 3×3 grid style.

References

1. Raven, J. (2000). The Raven's Progressive Matrices: change and stability over culture and time. Cognitive Psychology, 41(1), 1–48.
2. Schmidt, F. L. & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274.