The war for talent has further amplified after the fourth industrial revolution and the changing workforce demographics.  As a result, the skills and competencies required from workers have also changed over the years. According to World Economic Forum, critical thinking and problem-solving top the list of skills that employers have been valuing in their employees in the past and will continue to do so in the next five years.

Critical thinking is the art of making clear, reasoned judgements based on interpreting, understanding, applying and synthesizing evidence gathered from observation, reading and experimentation.

The following seven are the most important elements involved in thinking critically.

• Open-mindedness
• Analysis
• Interpretation
• Problem-solving
• Decision-making
• Effective communication
• Self-improvement

Pre-employment critical thinking tests are highly predictive tools of a successful hire. In fact, studies show that using critical thinking tests in the hiring process helped nearly one-fourth of the employers recruited employees who performed dramatically well.

It’s not easy to assess a candidate’s critical thinking abilities via interviews. This is where pre-employment critical thinking tests come to play. These tests ensure that every candidate goes through the process of answering carefully formulated critical reasoning questions, thus their ability to evaluate issues and formulate a reasoned judgment can be assessed. Ultimately, this scientific approach speaks for its self – it is validated and can be relied upon.

Believe it or not, most job seekers tend to be resume spammers who submit their CVs without having the required qualification or skills. A study shows that nearly 250 resumes are submitted for every corporate job opening, out of which half do not meet the basic requirements. Of course, it is not possible for hiring managers to review hundreds and thousands of applications.

Pre-employment critical thinking tests save the hiring team a whole lot of time by making sure only the finest and competent candidates make it to the interview process. These tests also reduce the hours spent on time-consuming recruiting activities, ensuring only the candidates with potential move forward to the next stage.

1.      Describe a time when you had to make a decision without all the relevant information. What did you do?

2.      Describe a time when you needed to convince the team, managers, or senior leaders in your organization to try an alternative means to solve a problem.

3.      How do you proceed when you need to solve a problem? Can you give an example?

4.      How quickly do you make decisions, and can you describe your approach to a past decision you’ve made?