When evaluating candidates for intellectually demanding roles, employers often turn to IQ testing for objective insights into problem-solving ability, reasoning, and learning speed. But not all IQ tests are created equal. Some are lightning-fast screeners; others are deep assessments of cognitive architecture. This article unpacks the most common IQ tests used in the hiring process—and what each reveals about a candidate.
Used in: Tech, banking, logistics, and corporate hiring
What it measures: General mental ability—math, logic, verbal reasoning
Format: 50 questions in 12 minutes
The Wonderlic is one of the most frequently used pre-employment cognitive tests. It evaluates a candidate’s ability to learn, adapt, and solve problems under time pressure. It’s especially favored for roles requiring quick thinking and decision-making.
Used in: Academic research, international firms, and unbiased screening
What it measures: Abstract reasoning and non-verbal intelligence
Format: Pattern recognition puzzles
Raven’s Matrices are culture-fair and language-neutral, making them ideal for global hiring or multicultural teams. The test emphasizes logical fluidity over academic knowledge—useful for identifying pure cognitive potential.
Used in: Corporate training, management selection, and talent pipelines
What it measures: Verbal, numerical, spatial, and abstract reasoning
Format: Multiple sections, adaptive format
CAT4 helps employers understand how a person thinks, not just what they know. It’s often used to forecast long-term growth or suitability for leadership development programs.
Used in: Fortune 500 companies and structured hiring programs
What it measures: Numerical, verbal, and logical reasoning
Format: Online, timed multiple-choice
SHL’s tests are designed to scale, with real-time benchmarking across industries. They’re particularly popular in recruitment agencies and large multinational corporations.
Used in: Startups, SaaS companies, and remote hiring
What it measures: Critical thinking, attention to detail, logic
Format: 50 questions in 15 minutes
CCAT is ideal for fast-paced environments. It gauges mental agility and readiness to solve real-world problems. It's often bundled with personality assessments for a full hiring snapshot.
Used in: Engineering, sales, and executive roles
What it measures: Speed of learning, memory, and spatial ability
Format: 5 short subtests
Rather than focusing solely on IQ, GIA measures learning speed—making it valuable for roles requiring frequent upskilling or adapting to evolving challenges.
Recruiters typically match IQ tests to the:
They also consider time constraints, candidate experience, and data interpretation tools.
IQ assessments can be powerful—but only when used ethically, appropriately, and alongside interviews, skill-based tests, and emotional intelligence measures. The key is choosing the right test for the right role, turning data into smarter hiring—not cold decisions.