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Reasoning

Inductive Reasoning Test

Inductive Reasoning measures the ability to identify a pattern, infer the rule behind it and apply that rule to something new -- the reasoning people use when the information in front of them is unfamiliar and there is no procedure to follow. It is aimed at graduates, professionals, managers and directors. No prior knowledge is needed, and because every question is a grid of shapes it does not depend on language or numeracy.

Duration
30 minutes
Timed
Questions
36
Norm group
2,011 job applicants
Reports
2 samples
See below

Try a sample question

These are the practice questions a candidate sees before the Inductive Reasoning Test starts. Have a go — the answer and an explanation appear after each one. Nothing is recorded.

A three by three grid of shapes. One cell is missing and shows a red question mark.

Which of the six shapes, A to F, is missing from the grid?

What it measures

How it is administered

36 questions in 30 minutes, one to a page, running from easier to harder. Each shows a three by three grid of shapes with one cell missing, and six shapes to choose from. Candidates may leave a question and return to it while time remains -- an item list beside the question shows what has been answered and takes them straight back to anything they left. Four untimed practice examples, each with its answer explained, come before the test.

Fairness and security

Every question exists in several interchangeable versions -- 277 across the 36 questions -- and each candidate is drawn one version of each at random, so two candidates rarely see the same paper. A candidate who sits the test again is given versions they have not seen. The six answer options are shuffled for every candidate.

Scoring

One mark for each correct answer, with no penalty for a wrong or unanswered question. Results are reported as a percentile against 2,011 job applicants (mean 22.54, standard deviation 6.68). Every version in the bank was checked against the first attempts of those applicants, and versions that were too hard or did not separate stronger from weaker candidates were removed. The norm is provisional and will be re-based on iTestHub sittings as they accumulate.

Sample reports

Real reports generated for a sample candidate through the same pipeline a live sitting goes through.

PDF
Sample Assessor Report
See a real example of the confidential report the hiring team receives -- percentile, band and the areas to probe at interview.
Open the report
PDF
Sample Candidate Report
See a real example of the feedback report a candidate can be sent -- no scores, a plain result and development advice.
Open the report
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