Pearson / TalentLens

Pearson is a global leader in education and assessment, with more than a century of expertise in measuring human potential and performance. Among its many divisions, Pearson TalentLens specializes in occupational and talent assessments — tools designed to help organizations hire, develop, and retain the right people.

Together, Pearson and TalentLens offer scientifically validated assessments used in more than 80 countries across industries. Their tests help employers make data-driven decisions about hiring and promotion, predict on-the-job performance, and identify high-potential employees for leadership development.

What Are Pearson & TalentLens Assessments?

Pearson and its TalentLens division provide a range of cognitive ability, critical thinking, and personality tests that evaluate how candidates think, learn, and behave at work. These assessments give employers insight into your problem-solving ability, learning agility, decision-making style, and cultural fit.

For candidates, performing well on Pearson or TalentLens tests can set you apart in competitive hiring processes and signal your potential for growth and leadership roles.

Types of Assessments You May Encounter

Pearson (via TalentLens) offers a wide portfolio of workplace assessments, but some are especially common in recruitment and leadership selection. These include:

Raven’s Progressive Matrices

The Raven’s Progressive Matrices is a non-verbal reasoning test that measures abstract problem-solving ability and fluid intelligence. It presents visual patterns with one piece missing, and you must select the correct option to complete the sequence.

• Available formats: Common formats include Raven’s Adaptive and Raven’s Advanced Progressive Matrices (APM-III)
• What it measures: Logical reasoning, pattern recognition, and the ability to solve new and complex problems.
• Why employers use it: RPM is culture-fair and language-neutral, making it ideal for global organizations that want to measure raw reasoning power fairly across candidates.

Learn more about the Raven’s Progressive Matrices test.

DAT (Differential Aptitude Tests)

The DAT series evaluates a candidate’s general aptitude and learning potential across multiple skill areas, such as numerical reasoning, verbal reasoning, and abstract thinking.

• What it measures: Cognitive ability across several domains, helping predict how quickly you can learn, adapt, and succeed in a new role.
• Why employers use it: DAT results give hiring managers a well-rounded picture of your problem-solving and learning agility — key predictors of job performance.

SOSIE (Personality and Values Assessment)

SOSIE is a combined personality and values inventory that explores your behavioral style, interpersonal approach, and core work-related values.

• What it measures: Motivation, cultural fit, work preferences, and interpersonal style.
• Why employers use it: SOSIE helps organizations understand how you’re likely to behave in the workplace, align with company culture, and succeed in a team or leadership role.