Numerical Ability / Reasoning tests assess a test taker’s ability to solve numerically related problems. Some tests focus on mathematical ability, presenting test takers with decontextualised sums they need to answer. Others set numerical questions in work-relevant contexts, requiring test takers to take information from various sources (e.g. tables, graphs, reports) and use this solve problems. As questions in more contextualised tests tend to be presented verbally, such tests also include an element of verbal ability. Tests of Numerical Ability / Reasoning will assess a test taker’s ability to reason with and solve numerical problems but will also provide an indication of their general reasoning ability.
Common elements of numerical reasoning tests are statistical analysis, working with graphs, charts and tables to identify key information, and applying the correct logic to answer a question. Arithmetic, percentages, averages and fractions are also key elements.
Generally speaking, numerical reasoning tests are short, timed assessments presented in a multiple-choice format. Unlike some forms of psychometric testing, there are right and wrong answers in numerical reasoning tests.
Numerical reasoning questions can be tailored to the essential requirements of the role being recruited to such as determining profit margins, calculating percentage increases or decreases in sales, or estimating material quantities. As such, they give employers a good indication of how an applicant would perform in the role in question.
As numerical reasoning tests are timed, they can also provide employers with a good measure of how well an individual works under pressure. Depending on the level and type of role applied for, tests can be quite complex requiring the need to apply a number of processes to draw the right conclusion.
Numerical reasoning tests may employ the use of what are called ‘distractors’. Distractors fall into two types: information that is included which is not relevant to the question; and answer options which are similar to the correct answer or that would be reached if a common mistake was made.
Numerical reasoning tests are rarely used on their own in the recruitment and selection process and are most commonly employed as part of an overall recruitment strategy involving other psychometric tests such as verbal reasoning and personality questionnaires.
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Numerical ability test measures how well someone can understand, analyse and perform calculations on numerical information.
For roles where candidates will need to be comfortable with numbers, mathematical functions and interpreting data. Candidates use number-based reference material to answer multiple choice questions involving basic arithmetic, averages, percentages and ratios. Tests are timed and candidates are able to use a calculator throughout (one of their own, not built into test).
Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates. This level contains 16 questions to be completed in 20 min.
Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration.This level contains 16 questions to be completed in 18 min.
Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles. This level contains 16 questions to be completed in 15 min.
Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 10 min.
ABOUT THE CLEVRY COGNITIVE ABILITY TESTS
Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.
They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.
We provide the following coginitive ability tests:
When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.
Online - desktop / tablet, Online - mobile
Online - desktop / tablet, Online - mobile
Numerical reasoning tests are commonly used for roles requiring a high level of numeracy such as finance or insurance. They are also increasingly being used for any role that involves data interpretation or numerical analysis, such as marketing, HR, surveying, engineering and project management, and for graduate recruitment. Typically, the more senior the role, the more complex the numerical tests will be. They can be used in combination with other psychometric tests to get an idea of how a candidate will perform.
Numerical reasoning tests will comprise questions that test general arithmetic including addition, subtraction, division, and multiplication, as well as percentage change and simplified ratios.
Currency conversion questions are also commonly used as are numerical estimation or inference questions based on information presented in a graph, chart, table, or written format. Some questions may involve the use of a number series, where numerical logic will be tested, rather than the ability to perform basic calculations.
Read more about the best psychometric tests for recruitment in our blog to learn more about what to expect from each different psychometric test.
Numerical reasoning tests like other tests which measure intelligence tend to show higher levels of adverse impact than other types of tests. This can be minimised by conducting a thorough job analysis prior to recruitment taking place, combine scores from numerical reasoning tests with other assessments and take steps to ensure that every aspect of the testing process is fair.