Understanding Cognitive Assessment Scores

So you’ve given a candidate a cognitive assessment—great move. But now what? You’re staring at a percentile, a raw score, or maybe even a color-coded bar graph… and you’re wondering, what does this actually tell me about this person’s ability to do the job?

This guide breaks it all down. We’ll walk you through what cognitive assessment scores mean, how to interpret them correctly, and how to use them in real hiring decisions—without overthinking the numbers.

First, A Quick Recap: What’s a Cognitive Assessment?

Before we decode the scores, let’s quickly revisit what a cognitive test actually measures.

Cognitive assessments evaluate core thinking skills such as:

Problem-solving
Logical reasoning
Numerical and verbal ability
Pattern recognition
Learning speed
Attention to detail

If you’re new to the topic, check out our pillar guide on cognitive ability to get the full picture.

What Kind of Scores Do These Tests Give?

HR manager analyzing a cognitive test score report with percentiles and benchmarks.

Cognitive assessments can report results in a few different ways. Here’s a breakdown:

Score Type	What It Means	Example
Raw Score	Number of correct answers	42 out of 50
Percentile Score	How a candidate compares to others	85th percentile = scored better than 85% of test-takers
Scaled Score	Adjusted score to standardize difficulty	Scale of 200–800
Banding Score	Categorized score ranges (e.g., Low, Average, High)	Band 3 = Above Average
Sub-scores	Breakdown by skill type (logic, math, verbal, etc.)	Verbal: 78%, Logical: 92%

Different platforms use different formats, but most follow this logic. You can dive deeper into formats in our cognitive assessment scale guide.

How to Interpret Cognitive Assessment Scores (Without Overthinking It)

The key to interpreting scores is context. A 60% might be good in one hiring situation and weak in another. Here’s a simple way to make sense of it all:

1. Compare Against Benchmarks

Always compare a candidate’s score against a relevant benchmark. For example:

Role	Average Score Benchmark	Ideal Range
Data Analyst	75–85%	85–95%
Customer Support	60–75%	70–85%
Entry-Level Sales	50–65%	65–80%

Want to see real test content? Check out examples of cognitive assessments in hiring.

2. Don’t Judge on One Score Alone

If a candidate scores lower in numerical reasoning but higher in pattern recognition, and the job relies more on adaptability than math—they might still be a great fit.

That’s why using cognitive behavioral assessments or combining cognitive with personality or situational judgment tests gives you a fuller picture.

3. Look for Patterns Across Candidates

Instead of just ranking candidates by score, look for trends:

Who consistently performs above average?
Who has a sharp spike in one skill area?
Who’s improving on retests?

This makes it easier to shortlist effectively, especially when hiring at scale using pre-employment cognitive assessments.

What’s Considered a “Good” Score?

Hiring manager sorting cognitive test results into score bands.

Here’s a general cheat sheet:

Score Type	What It Suggests
90th percentile+	Exceptional thinker, very high ability
75th–89th	Strong candidate, likely a top performer
50th–74th	Average to slightly above-average range
Below 50th	May need more training or coaching

But again—don’t rule someone out based solely on this. Combine it with interviews, reference checks, and other test data.

For shorter tests, learn how quick cognitive assessments balance speed with reliability.

Use Scores with the Role in Mind

Always tie the score back to what the job actually demands. Here’s a quick mapping:

Role Type	Prioritized Cognitive Area	Score Focus
Tech/Engineering	Problem-solving, logic	Logical & numerical sub-scores
Admin/Data Entry	Attention to detail	Accuracy-based test results
Leadership	Decision-making under pressure	Overall composite + reasoning
Sales/Support	Verbal reasoning, adaptability	Verbal & learning speed

For more, explore cognitive ability skills in the workplace.

What If a Candidate Scores Low?

Recruiter comparing candidate cognitive scorecards during hiring.

Not every low score is a deal-breaker. Here’s what you can do:

Re-assess using a different format (especially if test anxiety was likely)
Pair with a behavioral test to evaluate soft skills
Use as a development baseline for future training

Curious about test options? Top cognitive tools can offer flexible scoring formats and re-test settings.

Related Resources

FAQ

Can a candidate improve their cognitive score over time?

Yes, especially if the test focuses on reasoning speed or memory. Repeated exposure and practice help, but raw cognitive ability tends to remain relatively stable in adults.

What’s more important—percentile or raw score?

Percentile is more useful in comparing performance across candidates. Raw scores are good for tracking improvement in repeated tests.

How do I decide on cut-off scores?

Use benchmarks based on role requirements or industry standards. Avoid setting arbitrary cutoffs without validating them first.

Final Thoughts

Cognitive assessment scores are more than just numbers—they’re signals. Signals about how a candidate thinks, how quickly they learn, and how they’ll perform under real-world pressures.

When interpreted in context—and combined with other insights—they give you a huge edge in hiring smarter, faster, and fairer.If you’re building your test process or refining your evaluation strategy, dive into more insights in our cognitive assessment hub to sharpen your hiring toolkit.