A logical reasoning test is a pre-employment aptitude test that job candidates sit during the interview process. They cover the main aspects of logical reasoning: critical reasoning, abstract reasoning, inductive reasoning, and deductive reasoning. Like other pre-employment aptitude tests, analytical reasoning tests analyze candidates’ capabilities and produce individual reports for direct comparison.
Why do employers use logical reasoning tests?
The use of pre-employment tests in the interview process is popular amongst employers for many reasons. These include:
- Reducing the pool of applicants to those best suited or most qualified for the job;
- Reducing costs in the interview process;
- Saving time in the interview process.
Employers can use the information generated from these assessments as a guideline when deciding which candidate to consider for a position. Pre-employment tests do not intend to be used as a final decision maker but rather as a way to draw out the best talent.
Which jobs require logical reasoning tests?
These tests evaluate skills like forming arguments, drawing conclusions, and analyzing and interpreting data and patterns. Due to this, roles that require complex decision making, such as:
- analysts and
- customer-facing roles
Are prime examples of who might be required to undergo a logical reasoning test.
How are logical reasoning tests scored?
Logical reasoning tests measure candidates’ analytical reasoning skills. These tests tend to look like pattern and problem-solving questions and tend to be multiple-choice.
Some vendors choose only to count correct answers when scoring candidates’ performance. However, ultimately different test vendors run their programs differently, so what a logical reasoning test will look like is dependant on who it has been designed by.
This means that knowing which specific test use is advantageous as different tests cover different areas. This logical reasoning test covers the main four logical reasoning areas that this post looks at. These are inductive reasoning, deductive reasoning, critical reasoning, and abstract reasoning.
The main areas of logical reasoning
Here are the four main areas of logical reasoning briefly explained:
Inductive reasoning concerns making observations to reach an educated guess by analyzing information present in a situation or given data. We can measure it in an assessment by asking candidates to analyze and identify patterns.
These tests design to measure critical workplace skills. Like how candidates deal and work with unfamiliar information.
Unlike inductive reasoning, deductive reasoning uses theory rather than observation—deductive reasoning requiring statements and arguments to form logical conclusions.
Deductive reasoning is measured by analyzing a candidate’s ability to build arguments and analyze said arguments’ strength. Reasonable skills are crucial in the workplace.
Critical reasoning concerns itself with taking a logical approach in an argument by putting emotion aside to make an objective decision.
The analysis of how a candidate assesses and evaluates situations, recognizes assumptions, and forms hypotheses can be analyse by critical reasoning. Such type is crucial workplace skills.
Abstract reasoning has to do with lateral thinking and problem-solving.
It measures the candidates’ ability to uncover and solve rules and patterns. Abstract reasoning is a crucial workplace skill as it correlates to the ability to reason logically.
Preparing for an aptitude test is vastly different from a skills-based test. However, it is possible for candidates to prepare for and they should prepare.
Many factors are taken into consideration when test results are analyzed. These include performance but also how accurate and attentive candidates are and how quickly they complete tasks.
By preparing beforehand for a pre-employment logical reasoning test, candidates can place themselves in the best position possible. Following are some tips on how candidates can prepare.
Find out which test is used.
Finding out which test an employer is using is incredibly helpful when preparing. Different vendors have different test styles, and knowing what to expect can help calm nerves and help to practice.
Often by researching the company, looking at past reviews, or asking a recruiter, candidates can gain insight into who the test vendor is or information around what to expect.
However, if this is not possible, that is okay. There are still many ways to prepare.
Practice tests and practice questions are widely available for logical reasoning tests online. Many vendors have sample questions available to candidates, some have general question inventories, and some even have practice assessments that candidates can take.
Another alternative to traditional practice tests includes using games and apps.
These are useful tools that can utilize in the preparation process with a quick google search.
When it comes to the assessment day, there are a few things candidates need to remember. These include:
- Go into it with a clear mind
Before candidates take a test, it is essential to limit any distractions. This means turning off cell phones, any music and focusing solely on the test.
Setting up to take the test is also essential in maintaining focus throughout the trial. Finding a quiet, well-lit place and having access to a stable internet connection should be of top priority.
Taking deep breaths and wearing something comfortable is just a couple of ways to help relax and reduce stress before a test.
However, finding a suitable way to calm nerves beforehand can look different for different people.
For example, some people find that meditation before a test can help clarify and reduce stress levels.
Time limits can add pressure and, consequently, stress in a testing environment. Planning out the amount of time spent per question in advance can help candidates keep track of time, answer all questions in the test, and help reduce stress levels.
Reading answers thoroughly and being cautious about using the right format will differentiate between a right and a wrong answer.
If there is a time at the end of the test, it is good to use it to go back through and double-check the answers candidates have given.
Ella Moffat is a communications intern at Adaface, which provides conversational assessments for companies to find great talent.