Ultimate
iQ tests
977 practice test questions
to boost your brainpower
, iii
Contents
Test 1 4
Questions 4
Test 2 15
Questions 15
Test 3 26
Questions 26
Test 4 37
CONteNts
Questions 37
Test 5 46
Questions 46
Test 6 56
Questions 56
Test 7 67
Questions 67
Test 8 78
Questions 78
Test 9 88
Questions 88
Test 10 98
Questions 98
Test 11 108
Questions 108
Test 12 119
Questions 119
Introduction 1 Test 13
Questions
129
129
Test 14 140
Questions 140
Test 15 151
Questions 151
Test 1 Questions 4 Test 16
Questions
162
162
Test 17 173
Test 2 Questions 15 Questions
Test 18
173
185
Test 3 Questions
Questions 185
26 Test 19
Questions
197
197
Test 4 Questions 37
Test 20
Questions
208
208
Test 21 218
Test 5 Questions 46 Questions
Test 22
218
230
Questions 230
Test 6 Questions 56 Test 23
Questions
240
240
Test 24 252
Test 7 Questions 67 Questions
Test 25
252
263
Test 8 Questions
Questions 263
78
Test 9 Questions 88
Test 10 Questions 98
Test 11 Questions 108
Test 12 Questions 119
Test 13 Questions 129
Test 14 Questions 140
Test 15 Questions 151
Test 16 Questions 162
Test 17 Questions 173
Test 18 Questions 185
Test 19 Questions 197
Test 20 Questions 208
Test 21 Questions 218
Test 22 Questions 230
Test 23 Questions 240
Test 24 Questions 252
Test 25 Questions 263
Answers and explanations 272
, 1
iNtrOdUCtiON
O f the different methods that purport to measure intelligence, the most famous
is the IQ (Intelligence Quotient) test, which is a standardized test designed to
measure human intelligence as distinct from attainments.
Intelligence quotient is an agerelated measure of intelligence level. The word
quotient means the result of dividing one quantity by another, and one definition of
intelligence is mental ability or quickness of mind.
Usually, IQ tests consist of a graded series of tasks, each of which has been
standardized with a large representative population of individuals in order to estab
lish an average IQ of 100 for each test.
It is generally accepted that a person’s mental ability develops at a constant rate
until about the age of 13, after which development has been shown to slow down,
and beyond the age of 18 little or no improvement is found.
When the IQ of a child is measured, the subject attempts an IQ test that has been
standardized, with an average score recorded for each age group. Thus a 10year
old child who scored the result that would be expected of a 12yearold would have
an IQ of 120, or 12/10 × 100:
mental age (12)
× 100 = 120 IQ
chronological age (10)
Because after the age of 18 little or no improvement is found, adults have to be
judged on an IQ test whose average score is 100, and the results graded above
and below this norm according to known test scores.
Like so many distributions found in nature, the distribution of IQ takes the form
of a fairly regular bell curve (see Figure 0.1 overleaf) in which the average score is
100 and similar proportions occur both above and below this norm.
There are a number of different types of intelligence tests, for example Cattell,
StanfordBinet and Wechsler, and each has its own different scales of intelligence.
The StanfordBinet is heavily weighted with questions involving verbal abilities and
is widely used in the United States. The Weschler scales consist of two separate
verbal and performance subscales each with its own IQ rating. On the Stanford
Binet scale half the population fall between 90 and 110 IQ, half of them above
100 and half of them below; 25 per cent score above 110; 11 per cent above 120;
3 per cent above 130 and 0.6 per cent above 140. At the other end of the scale the
same kind of proportion occurs.
, 2 ULTImATE IQ TESTS
Figure 0.1 The bell curve
% of population
0 100 170
IQ score
Although it is IQ tests that we are specifically concerned with in this book it should be
pointed out that IQ tests are just one part of what is generally referred to as psycho
metric testing. Such test content may be addressed to almost any aspect of our
intellectual or emotional makeup, including personality, attitude, intelligence or emo
tion. Psychometric tests are basically tools used for measuring the mind; the word
metric means measure and the word psycho means mind. For further reading and
practice questions on psychometric tests, please refer to Ultimate Psychometric Tests
(Bryon, 2015) in the same series. There are two types of psychometric tests that are
usually used in tandem by employers. These are aptitude tests, which assess your
abilities, and personality questionnaires, which assess your character and personality.
Aptitude tests are also known as cognitive, ability or intelligence (IQ) tests. Such
tests are designed to test your ability to comprehend quickly under strictly timed con
ditions. Cognition may be broadly defined as knowing, perceiving and thinking and it
is studied by psychologists because it reveals the extent of a person’s ability to think.
There are many different types of tests. However, a typical test might consist of
three sections each testing a different ability, usually comprising verbal reasoning,
numerical ability and diagrammatic, or spatial, reasoning. For further reading and
practice questions on aptitude tests, please refer to Ultimate Aptitude Tests (Barrett
& Barrett, 2015) in the same series. In order to give you the opportunity to practise all
types of questions that you are likely to encounter in actual IQ tests, the tests that
have been compiled for this book are multidiscipline and include a mix of verbal,
numerical and diagrammatic questions, as well as additional questions involving
logical thought processes as well as a degree of lateral thinking.
In the past 25 years psychometric testing has been brought into widespread use
in industry because of the need for employers to ensure they place the right people in
the right job at the outset. One of the main reasons for this is the high cost of errors in
today’s world of tight budgets and reduced profit margins. To recruit a new member of
staff an employer has to advertise, consider each application, reduce the applicants to
a shortlist, interview and then train the successful applicant. If the wrong hiring choice
has been made, then the whole expensive process has to be repeated.
It is important that such tests are evaluated in tandem with each other. If a person
scores well on an aptitude test it does not necessarily mean that they will be suited
