Some of my collegaues tend to be a bit sceptical about brainteasers in admissions assessments. When used without clear evaluation criteria or structured integration, they can seem arbitrary and unfair. However when properly designed, brainteasers can be a powerful addition to structured interviews, offering valuable insights into cognitive competencies.
Why (and when) do brainteasers make sense?
- Cognitive ability is a key requirement that cannot be fully assessed through standardized tests
- They are contextually relevant (e.g., medical-related puzzles for medical school admissions)
- Candidates understand their purpose in the selection process
A ”good brainteaser” for example is: “On average, how many liver transplants are performed in country X in one year?
“On average, how many liver transplants are performed in country X in one year?”
Focusing on Thought Processes, Not Just Answers
Unlike traditional cognitive tests, brainteasers in interviews highlight how candidates think. Assessors observe their problem-solving strategies, adaptability to new information, and ability to integrate feedback—factors that which cannot be measured in this form in standardized tests.
Therefore, candidates are encouraged to think out loud, allowing assessors to follow their reasoning.
The Key to Success? Training & Structure
To ensure fairness and reliability, best practices include:
- Clear assessor training for both conducting and evaluating responses
- Consistent scoring criteria based on evidence-based selection principles, in the form of behaviorally anchored rating scales to evaluate problem-solving strategies
- Respectful and constructive interactions to maintain candidate engagement
Used correctly, brainteasers offer a scientifically grounded, dynamic way to assess cognitive competence in conversation-based methods. When well-integrated, they bridge the gap between structured interviews and cognitive assessments—enhancing both fairness and predictive accuracy.
