--- title: What Is Raven? A Practical Guide for HR Talent Decisions description: Learn what Raven’s Progressive Matrices measures, where it may fit in HR, and which checks should precede talent decisions. image: https://images.tely.health/media/assets/6ad28f9576aed15d7abd89a1/what-is-raven-a-practical-guide-for-hr-talent-decisions-0ca2a9ad48d7ccbac7688213134fe0921de1b27cc8b986267d346c3abce29fb0.webp --- [![logo\_talentLab](https://blog.talentlab.group/hubfs/Website/Generales/logo_talentLab.svg "logo_talentLab")](https://talentlab.group/?hsLang=es-mx) - [Somos Talentlab](https://talentlab.group) - Soluciones Show submenu for Soluciones - [Estrategias de Capital Humano](https://talentlab.group/estrategias-de-capital-humano) - [Change Management](https://talentlab.group/gestion-del-cambio) - [Cultura Organizacional (ECO)](https://info.talentlab.group/eco-ecosistema-cultura-organizacional) - [Diagnósticos Avanzados](https://talentlab.group/diagnosticos-organizacionales) - [Experiencias de Aprendizaje](https://talentlab.group/experiencias-de-aprendizaje) - [Flexibilidad InteliGente](https://talentlab.group/flexibilidad-inteligente) - [Diversidad, Equidad e Inclusión](https://talentlab.group/diversidad-equidad-e-inclusion) - [Evaluaciones de Talento](https://talentlab.group/evaluaciones-de-talento-a-profundidad) - [Agile](https://talentlab.group/agilida-organizacional) - HR Technology Show submenu for HR Technology - [**AssessFirst** Plataforma predictiva para la Gestión de Talento con IA](https://talentlab.group/assessfirst) - [**PracticeLab AI®** Plataforma de entrenamiento práctico y personalizado con IA](https://talentlab.group/practicelab-ai) - [**Evaluaciones 360º** Feedback ágil e integral para impulsar el desarrollo y el desempeño](https://talentlab.group/evaluaciones-360) - [**TailoredTest®** Pruebas psicométricas altamente confiables para evaluar habilidades](https://talentlab.group/tailoredtest) - [**StarMeUp** Plataforma de cultura para impulsar engagement, feedback y reconocimiento](https://talentlab.group/starmeup) - [**CareerLab®** Outplacement innovador y escalable para transiciones profesionales efectivas](https://info.talentlab.group/careerlab-b2b) - [Talentlab Academy](https://talentlab.group/academy) - [Testimonios](https://talentlab.group/testimonios) - [Foro INcluye](https://talentlab.group/incluye) - [Nuestro Equipo](https://talentlab.group/equipo) - [Responsabilidad Social](https://talentlab.group/responsabilidad-social) - [Hub de Inspiración](https://blog.talentlab.group) - [Contáctanos](https://talentlab.group/es/contacto) ![México](https://blog.talentlab.group/hubfs/Website/Banderas/mex.svg) Mexico [+52 5555 208 377](tel:+525555208377) Montes Urales 455, Lomas de Chapultepec Del. 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A Practical Guide for HR Talent Decisions Por [TalentLab](https://blog.talentlab.group/author/talentlab) · 31 de diciembre, 1969 · 15 min de lectura ![What Is Raven? A Practical Guide for HR Talent Decisions](https://images.tely.health/media/assets/6ad28f9576aed15d7abd89a1/what-is-raven-a-practical-guide-for-hr-talent-decisions-0ca2a9ad48d7ccbac7688213134fe0921de1b27cc8b986267d346c3abce29fb0.webp) ## What Raven Is Designed to Show Raven’s Progressive Matrices is a [multiple-choice, largely nonverbal test](https://pmc.ncbi.nlm.nih.gov/articles/PMC4410094) of abstract reasoning associated with fluid intelligence. Each item presents an incomplete visual matrix or pattern, and you select the option that fits the missing part. The assessment is designed to ask a focused question: how do you identify relationships and infer a rule from visual material when the answer cannot be recalled directly? For HR leaders, that distinction matters because a reasoning signal is not the same as a complete talent judgment. Raven provides information about specific cognitive domains; its score should not be treated as a measure of your overall intelligence, a complete profile of your capabilities, or a standalone answer about job fit. The Standard Progressive Matrices version has [60 items in five sets of 12](https://pmc.ncbi.nlm.nih.gov/articles/PMC9290746), with increasing difficulty. The original Standard form was first published in 1938 and presented the items in black ink on a white background. Raven is also a family of assessments that includes Standard, Coloured, and Advanced versions, so the name alone does not identify the exact instrument used in a talent process. A study of the Standard Progressive Matrices examined whether a shorter form could predict the total score from the 60-item scale. In that study, nine items produced correlations of .9836 and .9782 for the reduced forms, and .9063 and .8978 in validation data. Those figures describe prediction of the study’s full-scale score; they do not establish that a short form predicts job performance or determines suitability for a role. ## The Reasoning Signal Behind the Matrices Raven is designed to assess abstract reasoning and the ability to identify logical relationships in visual material without relying directly on previously learned knowledge. You work through relationships among shapes, patterns, or other visual elements and infer which option completes the matrix. The construct is commonly associated with fluid reasoning: solving a new problem rather than reproducing a learned answer. The nonverbal format can [reduce dependence on language](https://dialnet.unirioja.es/descarga/articulo/8075581.pdf), acquired knowledge, and scholastic content, but it still requires reasoning ability. That makes language demand one consideration, not proof that the assessment is free from cultural, educational, demographic, or situational influences. A Raven score can inform a question about a specific reasoning-related construct. It cannot, by itself, describe every aspect of your intelligence, motivation, judgment, collaboration, knowledge, experience, or performance in a particular job. Keep the construct narrow when you interpret the result. The population behind a result also matters. In one Portuguese community study of 522 people aged between 12 and 95 years, age, sex, education, profession, region, and place of residence significantly influenced Standard Progressive Matrices scores. A separate Qatari adolescent study used a stratified sample of 4,279 students aged 11–18 years and administered both a computerized Raven Standard Progressive Matrices test and the Draw-A-Person Intellectual Ability test. These are different populations and study conditions, so neither should be treated as a ready-made norm for your workforce. ## Choose the Raven Form for the Assessment Question Raven’s Progressive Matrices includes Standard, Coloured, and Advanced versions. The Coloured version uses easier material, while the Advanced version uses more difficult material and is intended to assess higher levels of fluid intelligence. Version selection should follow the population and assessment question, not the convenience of using the same form for every group. The main distinctions are practical as well as technical: - **Standard Progressive Matrices:** The 60-item form contains five sets of 12 items, and difficulty increases through the sets. - **Coloured Progressive Matrices:** The Coloured form is designed to spread scores for children and less able adults. - **Advanced Progressive Matrices:** The Advanced form contains 48 items, presented as one set of 12 and another of 36, and was developed to spread scores among the top 20% of the population. Treat these descriptions as reasons to investigate fit, not as permission to select a version without reviewing its technical documentation and intended population. The correct form depends on who will take it, what reasoning range you need to examine, and which norms or interpretation materials apply to that population. A study of a computerized Standard form established norms and evaluated psychometric properties in a Qatari adolescent sample of 4,279 students aged 11–18 years. That sample-specific work illustrates why a norm or version from another population cannot automatically answer your organization’s assessment question. Administration time belongs in the decision as well. The original 60-item Standard form can be prohibitive for developmental populations. Before choosing a shorter, coloured, standard, or advanced form, define the population, the construct range, the time available, and the consequence attached to the result. ![Infographic bar chart comparing Raven form item counts: Standard items, 60; Advanced items, 48. The chart shows the item count for each form.](https://images.tely.health/visuals/infographic/6ad28f9576aed15d7abd89a1/2e6d4966a0ccbb273a347b3f23c3db97a52c69cf3094e1b96153a40a5d4c3b72.png) Form choice should follow the assessment question and population, not convenience. ## Where Raven May Fit in an Organizational Assessment Raven may be used in organizational contexts, including personnel selection, and occupational sources describe its use in screening and selection, particularly for roles requiring strong analytical reasoning. That possible use does not make it suitable for every role or every decision. Start with the work question: what reasoning demand is relevant, and what other evidence is needed to evaluate the decision? Raven measures a specific reasoning-related construct; a Raven score alone does not determine overall job suitability, eligibility, or future performance. Use it as one signal within a broader process rather than as a pass-or-fail verdict that replaces structured evidence about the role. Harder matrix items require you to hold multiple rules and sub-goals in mind while searching for a solution. Working-memory capacity shares around 50% of the variance with general fluid intelligence. The reported relationship concerns working-memory capacity and general fluid intelligence; it does not convert a Raven score into a prediction of job performance. Short forms can answer a narrower operational question about score prediction. The cited study reported that a nine-item subset predicted the total score for the 60-item Raven scale with good accuracy in its analyses, and its two nine-item forms provided a 75% administration-time saving compared with the 30-item form. Those results concern the relationship between forms in that study, not evidence that a shorter test is equally appropriate for your job, population, or employment decision. A sound organizational use therefore has three parts: define the reasoning demand, identify what Raven can add, and state what the score cannot decide. If the proposed process asks Raven to determine suitability, eligibility, or future performance by itself, stop at that boundary and redesign the decision around multiple relevant sources of evidence. ## Run the Population and Fairness Fit Check Population fit is a measurement question, not a footnote. Norms for Raven’s Progressive Matrices vary across cultural, ethnic, and socioeconomic groups worldwide and within countries, and they also vary over time. Evidence from one population should not automatically be treated as evidence for every other population. The Portuguese community study illustrates the issue with a defined sample: it included 522 people aged between 12 and 95 years, and it reported an average Standard Progressive Matrices score of 41.18 with a standard deviation of 12.03. The average and spread measure that study’s sample under its conditions. They are not a benchmark for a multinational workforce in Mexico, Latin America, or the United States. Before using a result in a talent decision, examine: - **Population:** Do the available norms and supporting studies relate to the age, education, language, geography, and employment population being assessed? - **Context:** Could prior exposure, testing conditions, digital access, time pressure, or familiarity with matrix tasks affect performance? - **Fairness:** Have [disability, linguistic, cultural, age, and gender](https://apa.org/monitor/2014/12/testing-standards) considerations been reviewed? - **Decision impact:** What happens to someone if the score is low, high, or treated as a screening threshold? - **Transferability:** What evidence supports applying the interpretation to this job and population rather than another one? A nonverbal format does not remove the need to examine demographic and contextual influences. If the process cannot explain why the chosen population, norms, conditions, and fairness safeguards fit the decision, do not treat the score as ready for consequential use. ![Infographic stat row showing a Portuguese community sample of 522 people, an average Standard Progressive Matrices score of 41.18, and a standard deviation of 12.03. These figures describe the study sample rather than a workforce benchmark.](https://images.tely.health/visuals/infographic/6ad28f9576aed15d7abd89a1/01b1b276062c9975e0d5b7f241c0ed22af9d367c1ca87a41538af474b9d7721e.png) Population fit matters before a study statistic is used in a talent decision. ## Match Administration to the Work and the Evidence Timed administration measures performance under a time condition, while untimed administration places more emphasis on reasoning without that same time pressure. Choose timed or untimed administration according to what the actual job requires rather than using whichever setting is simply the default. Record the rationale because the condition changes what the result can reasonably mean. Administration design includes more than a timer. Psychometric tests may be administered individually or in groups, in print or digital format, and depending on the test may require supervision by a professional in psychological assessment or by an HR representative following specific instructions. Confirm the selected instrument’s administration requirements before scheduling a multinational process. Use this operational sequence: 1. Define the job demand the assessment is meant to inform. 2. Select the version and administration condition that correspond to that question and population. 3. Identify who is qualified to administer the assessment and who will handle accommodations or process questions. 4. Standardize instructions, testing conditions, access, timing, and scoring procedures. 5. Document how the result will be combined with other evidence and who may interpret it. The sequence supports consistency; it does not turn a score into a complete judgment about your workforce. Administration conditions should remain visible during interpretation. A result from a timed digital group session should not be discussed as though it came from an untimed individual session, and an HR representative should follow the specific instructions applicable to the selected test rather than improvising a procedure. ![Infographic checklist of Raven administration choices to document: timing, format, delivery, and qualified oversight. It covers timed or untimed testing, individual or group testing, print or digital delivery, and qualified administration.](https://images.tely.health/visuals/infographic/6ad28f9576aed15d7abd89a1/61e95abc885aea657c5dbdd18971f390cc5b3ee02e5e0c4d6aaffb4bcdabceb2.png) Visible administration conditions make later interpretation more defensible. ## Check Employment-Use Safeguards Before Interpreting Results For employment testing in Mexico, verify express consent, personal-data protection, and nondiscrimination before use. Before using Raven in selection in Mexico, establish consent, a demonstrable relationship to the job, and safeguards against systematically excluding a protected group. For a United States selection process, when a selection procedure produces adverse impact, [evidence of validation](https://www.eeoc.gov/meetings/meeting-may-16-2007-employment-testing-and-screening/willner) is required under the EEOC Guidelines, and validation is generally expected to address the employer’s workforce or applicant pool. Review the relationship between the assessment, the job, and the population affected instead of assuming that a published result transfers automatically. For some cognitive-ability tests, research has concluded that validity evidence can, in some circumstances, be generalized across employment settings without a local study demonstrating job-relatedness. That possibility does not remove the need to examine the specific test, job, population, adverse-impact pattern, and applicable guidance. Treat employment use as a decision gate. Proceed only after you can document the job relationship, consent and data safeguards where applicable, fairness review, the relevance of validation evidence, and the role of the score in the wider process. If any of those conditions remain unclear, pause interpretation rather than converting uncertainty into a cutoff. ## Use Raven as Evidence Within a Governed Talent Decision A practical D³-Org route keeps the assessment connected to the organizational decision: diagnose the construct and context, decide what the result can inform, and develop the governed process around it. Raven should remain information about specific cognitive domains, not a measure of your overall intelligence or a substitute for a broader talent assessment. **Diagnose before selecting the instrument.** Write down the talent decision, the reasoning demand, the target population, the version under consideration, and the conditions under which the assessment would be administered. Then identify the evidence that supports population fit and fairness. If the proposed question is broader than abstract visual reasoning, Raven is not sufficient to answer it. **Decide what the result may change.** Define whether the score is exploratory information, one input to development planning, one part of a selection process, or a screening signal. Set the boundary before results arrive: the score cannot alone determine overall job suitability, eligibility, or future performance, and evidence from another population cannot automatically justify the same interpretation here. **Develop the operating route.** Assign responsibility for administration, interpretation, fairness review, data handling, and decision governance. Align the timing condition with the work, use the required administration instructions, and define how Raven will be combined with other job-relevant evidence. Review the process at an agreed decision point before a score becomes a promotion, selection, or development conclusion. The governing principle is simple: let the assessment inform the decision only to the extent that its construct, version, population, administration, fairness safeguards, and validation evidence support that use. If the decision requires a conclusion broader than those conditions allow, use additional evidence or choose a different assessment route. ## When Qualified Review Should Come First Qualified review should come before interpretation when the organization cannot explain how the selected form fits the population, how the administration will be supervised, or how the result relates to the employment decision. Review should also come first when fairness concerns involve disability, language, culture, age, or gender, or when adverse impact changes the validation question. Bring these questions to the review: - Which version is being used, and why does it fit this population and reasoning question? - Who is qualified to administer and interpret the selected assessment under the applicable process? - What evidence connects the construct to the job rather than to a general impression of ability? - Which norms, validation studies, and fairness analyses apply to this workforce or applicant pool? - What does the result change, and what conclusions are explicitly outside its scope? A clear answer should precede any threshold, ranking, or talent action. Do not treat a familiar instrument name as proof that the employment use is appropriate. In Mexico, consent, personal-data protection, nondiscrimination, and a demonstrable relationship to the job are identified as conditions to address. In the United States, adverse impact brings validation and workforce or applicant-pool relevance into the review, while any claim that evidence generalizes across settings must be examined for the specific circumstances. ## Move From the Raven Question to a Defensible Assessment Route The practical answer to the Raven question is a decision gate, not a yes-or-no endorsement. First define the talent decision and the reasoning construct; then check the form, population, administration, fairness safeguards, and validation evidence. Use the result as one governed signal only when those conditions align, and seek review from a qualified professional when individual suitability, interpretation, or employment consequences depend on the assessment. For a multinational HR process, the next useful step is to document the decision question, the population covered, the evidence required, and the boundary of the conclusion before selecting or interpreting a Raven result. That record gives your team a basis for deciding whether the assessment belongs in the process at all and how it should relate to the other evidence used. [Upgrade Your Leadership Operating System](https://share.hsforms.com/1nzfuQ4PERauXgcGQtoLB6A1i8hm) ## Practical Questions HR Leaders Ask Before Using Raven ### What is the Raven test used for in HR? Raven’s Progressive Matrices can provide information about abstract, nonverbal reasoning, including in some screening or selection contexts where analytical reasoning is relevant. It should be treated as one signal within a broader, job-related assessment process—not as a complete judgment of capability, eligibility, or likely performance. ### Does Raven measure overall intelligence or IQ? No. The assessment provides information about specific reasoning-related domains associated with fluid intelligence. A Raven score should not be interpreted as a complete measure of overall intelligence, motivation, judgment, collaboration, experience, or job suitability. ### Is the Raven test culturally unbiased because it is nonverbal? Not automatically. Its visual format can reduce dependence on language, acquired knowledge, and scholastic content, but demographic and contextual factors may still influence results. HR teams should review population-specific evidence, norms, testing conditions, disability and accessibility considerations, and fairness across relevant groups before using the result. ### Can Raven’s Progressive Matrices predict job performance by itself? Raven’s Progressive Matrices should not be treated as a standalone predictor of job performance. It measures a specific reasoning construct, so its employment value depends on the job question, population, administration conditions, validation evidence, and how the result is combined with other relevant evidence. ### What should HR verify before using Raven in a talent decision? Confirm the exact version, intended population, administration conditions, qualified oversight, job relationship, applicable norms, fairness safeguards, consent and data requirements, and validation evidence. Define in advance what the score may inform and what it cannot decide; if those points remain unclear, seek qualified professional review before interpreting results. ## Sources - [Development of Abbreviated Nine-item Forms of the Raven’s Standard Progressive Matrices Test](https://pmc.ncbi.nlm.nih.gov/articles/PMC4410094) — pmc.ncbi.nlm.nih.gov - [Test de Raven: qué es, cómo se aplica e interpreta.](https://adipa.mx/noticias/test-de-raven) — adipa.mx, 2026-06-02 - [Raven's Progressive Matrices Test Practice Guide (2026)](https://www.jobtestprep.com/free-ravens-progressive-matrices-test) — jobtestprep.com - [¿Es legal usar pruebas psicométricas en procesos de selección en México? | Psicotest](https://psicotest.mx/blog/es-legal-usar-pruebas-psicometricas-en-procesos-de-seleccion-en-mexico) — psicotest.mx - [Psychometric properties of the Raven's Standard ...](https://dialnet.unirioja.es/descarga/articulo/8075581.pdf) — dialnet.unirioja.es - [A shortened version of Raven’s standard progressive matrices for children and adolescents](https://pmc.ncbi.nlm.nih.gov/articles/PMC9290746) — pmc.ncbi.nlm.nih.gov - [Statement of Kenneth M. Willner](https://www.eeoc.gov/meetings/meeting-may-16-2007-employment-testing-and-screening/willner) — eeoc.gov - [Raven's Progressive Matrices - Wikipedia](https://en.wikipedia.org/wiki/Raven%27s_Progressive_Matrices) — en.wikipedia.org, 2005-08-06 - [Test de matrices progresivas de Raven](https://psicologiaymente.com/inteligencia/test-matrices-progresivas-raven) — psicologiaymente.com, 2017-11-15 - [Pruebas psicométricas en reclutamiento: Guía y tipos | Buk](https://www.buk.mx/blog/pruebas-psicometricas-su-importancia-atraccion-de-talento) — buk.mx, 2023-05-12 - [Raven's Progressive Matrices - an overview | ScienceDirect Topics](https://www.sciencedirect.com/topics/psychology/ravens-progressive-matrices) — sciencedirect.com - [Raven’s Progressive Matrices Test: 2026 Hiring Guide](https://testlify.com/ravens-progressive-matrices-test) — testlify.com - [Raven’s Test: What It Measures and How to Interpret It](https://neuronup.us/neuroscience/neuropsychology/neuropsychological-testing/ravens-test-what-it-is-and-how-to-interpret-the-ravens-progressive-matrices-test) — neuronup.us - [APA releases new testing standards](https://apa.org/monitor/2014/12/testing-standards) — apa.org, 2014-12-01 - [Raven Progressive Matrices](https://link.springer.com/chapter/10.1007/978-1-4615-0153-4_11) — link.springer.com - [Raven’s Progressive Matrices: What They Measure and How They Work – ⚡ Cognitive Train](https://cognitivetrain.com/ravens-progressive-matrices) — cognitivetrain.com - [Raven standard progressive matrices computerized form: Qatari population norms](https://www.sciencedirect.com/science/article/pii/S2451958826001193) — sciencedirect.com - [The Raven's Progressive Matrices: Change and Stability over Culture and Time](https://www.sciencedirect.com/science/article/abs/pii/S0010028599907351) — sciencedirect.com Compartir este artículo ## ¿Quieres llevar esto a tu organización? 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Raven’s Progressive Matrices can provide information about abstract, nonverbal reasoning, including in some screening or selection contexts where analytical reasoning is relevant. It should be treated as one signal within a broader, job-related assessment process—not as a complete judgment of capability, eligibility, or likely performance.

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No. The assessment provides information about specific reasoning-related domains associated with fluid intelligence. A Raven score should not be interpreted as a complete measure of overall intelligence, motivation, judgment, collaboration, experience, or job suitability.

" }, "name" : "Does Raven measure overall intelligence or IQ?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "

Not automatically. Its visual format can reduce dependence on language, acquired knowledge, and scholastic content, but demographic and contextual factors may still influence results. HR teams should review population-specific evidence, norms, testing conditions, disability and accessibility considerations, and fairness across relevant groups before using the result.

" }, "name" : "Is the Raven test culturally unbiased because it is nonverbal?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "

Raven’s Progressive Matrices should not be treated as a standalone predictor of job performance. It measures a specific reasoning construct, so its employment value depends on the job question, population, administration conditions, validation evidence, and how the result is combined with other relevant evidence.

" }, "name" : "Can Raven’s Progressive Matrices predict job performance by itself?" }, { "@type" : "Question", "acceptedAnswer" : { "@type" : "Answer", "text" : "

Confirm the exact version, intended population, administration conditions, qualified oversight, job relationship, applicable norms, fairness safeguards, consent and data requirements, and validation evidence. Define in advance what the score may inform and what it cannot decide; if those points remain unclear, seek qualified professional review before interpreting results.

" }, "name" : "What should HR verify before using Raven in a talent decision?" } ] } ```