BRAIN : Measure reasoning capacity

The third element that we’re going to measure is reasoning capacity, with our BRAIN evaluation.


  • What is the objective of this test?
  • How is it constructed?
  • How do we interpret it?



The reasoning capacities allow us to determine the degree and speed in which a person can solve complex problems and learn new things.

  • The BRAIN evaluation allows us to measure the cognitive potential of a person across 4 reasoning capacities most commonly used in the working environment. 
  • The questionnaire is based on studies from Carroll, who established a well known measure of intellectual aptitudes in work psychology. These studies allow us to analyse multiple aspects of intelligence
  • BRAIN allows you to identify a global cognitive potential using the 1-5 scoring system and also allows you to go deeper by analysing reasoning skills in detail.



The ability of someone to manage complex situations and to learn new things quickly are imperative to someone’s success in a job.

This is why BRAIN allows you to evaluate these aptitudes taking into account multiple aspects of intelligence in order to anticipate the following:

  • The ability of someone to learn a particular level of complexity in their job
  • The way in which they solve problems
  • Their learning ability and style of learning

By taking the reasoning capacities into account as well as information about the personality and motivations, we can be sure to have a full idea of the true potential of someone.

In which context is BRAIN especially important to use?

  • To recruit high potential candidates who can progress and evolve quickly within your company (for example Graduate program applications)
  • To validate the reasoning capacities in one particular domain e.g manipulate figures for a financial analyst job.

#2 How is BRAIN constructed?

How is BRAIN constructed?

The test focuses on intellectual aptitude models. This work was undertaken primarily by John Bissell Carroll, whose work is widely applied today in the domain of work psychology.

It consists of 4 sections allowing you to measure the reasoning capacities; the most used in the professional world

  • Analyse situations
  • Use of knowledge
  • Manipulate data
  • Manage the unexpected 
Analyse situations

Faced with the information communicated, “Can I make the right decision? Can I come to the right conclusion? Am I capable of showing critical thinking?”

This aptitude is measured using a verbal comprehension exercise.

Using our knowledge

“My capacity to understand and create a logical connection from my knowledge.”

This aptitude is measured using a verbal analogy exercise.

manipulate data

“Am I comfortable when confronted with data, percentages, math, and resolving problems?”

This aptitude is measured using a numerical reasoning exercise.

Manage the unexpected

“My ability to demonstrate intellectual flexibility and to learn quickly without previous knowledge.”

This aptitude is measured using an abstract reasoning exercise.

Within each of these aptitudes we  analyse three items:

  • The power of reasoning: during the test the questions become more and more difficult. We are able to see at which level the individual is able to manage complex problems.
  • The speed of response: for every question, the response time is calculated. This allows us to understand how quickly this individual makes their decisions.
  • The precision of their answers: according to the correct or incorrect responses.

To see the details for each of the three types of reasoning, we can refer directly to the BRAIN report.

Beyond analysing their hard scores, we also analyse  the way in which they answer the questions. This allows us to go further in the interpretation and to anticipate:

  • Their way of thinking: the strategies they use to solve a problem (e.g. to find an answer at all costs, or choose not to waste time getting stuck on an answer and pass to the next one)
  • Their learning style: to upskill and learn new things- how do they go about it? (e.g someone who prefers to read the instructions or someone who to dives right in)



The BRAIN results allow us to evaluate:

  • The global cognitive potential by using our 1-5 scoring system alongside our timing of the assessments.
  • Specific reasoning capacities along with providing detailed information for each domain evaluated.

This potential is rated from 1-5 and you’ll also find the timed scores on page 3 of the reports (Summary page). We identify three types of scores:

  • Scoring between 2.5 and 3.5: Here we find 40% of the population. It’s the score bracket that regroups the most individuals. Here we find people who can easily manage new things.
  • Scoring above 4: Here we find 30% of the population with individuals who can rapidly learn new things and also easily manage a higher level of complexity.
  • Scoring below 2: Here we find people able to manage new things with a little more coaching and guidance in the long term.

It’s important that our expectations on this global score are in line with the job that we’re offering the candidate,  especially for people with a score above 4.

Their capacity and speed to learn new things means that they will need to be intellectually stimulated and challenged, if not, they could leave the business.

Alongside the global score that we provide, we also detail the time taken for the assessment to be completed. The less complete the circle, the less time has been taken for the assessment to be completed.

Attention: the global score has no reflection on the person’s ability to perform in their current position.

2. Specific reasoning abilities

BRAIN also allows you to individually evaluate the cognitive ability of an individual for each one of the 4 reasoning abilities measured on page 8 of the report.
For each reasoning ability you’ll find the level to which the person was able to answer, the speed and also the reliability.

For more information on the construction and analysis of the BRAIN results you can find the interpretation guide HERE

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