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Critical Thinking Tests

• 228 questions

Critical thinking tests, sometimes known as critical reasoning tests, are often used by employers. They evaluate how a candidate makes logical deductions after scrutinising the evidence provided, while avoiding fallacies or non-factual opinions. Critical thinking tests can form part of an assessment day, or be used as a screening test before an interview.

What is a critical thinking test?

A critical thinking test assesses your ability to use a range of logical skills to evaluate given information and make a judgement. The test is presented in such a way that candidates are expected to quickly scrutinise the evidence presented and decide on the strength of the arguments.

Critical thinking tests show potential employers that you do not just accept data and can avoid subconscious bias and opinions – instead, you can find logical connections between ideas and find alternative interpretations.

This test is usually timed, so quick, clear, logical thinking will help candidates get the best marks. Critical thinking tests are designed to be challenging, and often used as part of the application process for upper-management-level roles.

What does critical thinking mean?

Critical thinking is the intellectual skill set that ensures you can process and consider information, challenge and analyse data, and then reach a conclusion that can be defended and justified.

In the most simple terms, critical reasoning skills will make sure that you are not simply accepting information at face value with little or no supporting evidence.

It also means that you are less likely to be swayed by ‘false news’ or opinions that cannot be backed with facts – which is important in high-level jobs that require logical thinking.

For more information about logical thinking, please see our article all about logical reasoning .

Which professions use critical thinking tests, and why?

Typically, critical thinking tests are taken as part of the application process for jobs that require advanced skills in judgement, analysis and decision making. The higher the position, the more likely that you will need to demonstrate reliable critical reasoning and good logic.

The legal sector is the main industry that uses critical thinking assessments – making decisions based on facts, without opinion and intuition, is vital in legal matters.

A candidate for a legal role needs to demonstrate their intellectual skills in problem-solving without pre-existing knowledge or subconscious bias – and the critical thinking test is a simple and effective way to screen candidates.

Another industry that uses critical thinking tests as part of the recruitment process is banking. In a similar way to the legal sector, those that work in banking are required to make decisions without allowing emotion, intuition or opinion to cloud coherent analysis and conclusions.

Critical thinking tests also sometimes comprise part of the recruitment assessment for graduate and management positions across numerous industries.

The format of the test: which skills are tested?

The test itself, no matter the publisher, is multiple choice.

As a rule, the questions present a paragraph of information for a scenario that may include numerical data. There will then be a statement and a number of possible answers.

The critical thinking test is timed, so decisions need to be made quickly and accurately; in most tests there is a little less than a minute for each question. Having experience of the test structure and what each question is looking for will make the experience smoother for you.

There are typically five separate sections in a critical thinking test, and each section may have multiple questions.

Inference questions assess your ability to judge whether a statement is true, false, or impossible to determine based on the given data and scenario. You usually have five possible answers: absolutely true, absolutely false, possibly true, possibly false, or not possible to determine.

Assumptions

In this section, you are being assessed on your ability to avoid taking things for granted. Each question gives a scenario including data, and you need to evaluate whether there are any assumptions present.

Here you are given a scenario and a number of deductions that may be applicable. You need to assess the given deductions to see which is the logical conclusion – does it follow?

Interpretation

In the interpretation stage, you need to read and analyse a paragraph of information, then interpret a set of possible conclusions, to see which one is correct. You are looking for the conclusion that follows beyond reasonable doubt.

Evaluation of Arguments

In this section, you are given a scenario and a set of arguments that can be for or against. You need to determine which are strong arguments and which are weak, in terms of the information that you have. This decision is made based on the way they address the scenario and how relevant they are to the content.

How best to prepare for a critical thinking test

The best way to prepare for any type of aptitude test is to practice, and critical thinking tests are no different.

Taking practice tests, as mentioned above, will give you confidence as it makes you better understand the structure, layout and timing of the real tests, so you can concentrate on the actual scenarios and questions.

Practice tests should be timed. This will help you get used to working through the scenarios and assessing the conclusions under time constraints – which is a good way to make sure that you perform quickly as well as accurately.

In some thinking skills assessments , a timer will be built in, but you might need to time yourself.

Consistent practice will also enable you to pinpoint any areas of the critical thinking test that require improvement. Our tests offer explanations for each answer, similar to the examples provided above.

Publishers of critical thinking tests

The watson glaser critical thinking test.

The Watson-Glaser Critical Thinking Appraisal (W-GCTA) is the most popular and widely used critical thinking test. This test has been in development for 85 years and is published by TalentLens .

The W-GCTA is seen as a successful tool for assessing cognitive abilities, allowing recruiting managers to predict job success, find good managers and identify future leaders. It is available in multiple languages including English, French and Spanish.

The test itself can be used as part of an assessment day or as a screening assessment before an interview. It consists of 40 questions on the 5 sections mentioned above, and is timed at 30 minutes. Click here for more information on Watson Glaser tests .

SHL critical reasoning test

SHL is a major aptitude test publisher, which offers critical thinking as part of its testing battery for pre-employment checks.

SHL tests cover all kinds of behavioural and aptitude tests, from logic to inference, verbal to numerical – and with a number of test batteries available online, they are one of the most popular choices for recruiters.

Cornell critical thinking test

The Cornell critical thinking test was made to test students and first developed in 1985. It is an American system that helps teachers, parents and administrators to confidently predict future performance for college admission, gifted and advanced placement programs, and even career success.

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5 Example critical thinking practice questions with answers

In this section, you need to deduce whether the inferred statement is true, false or impossible to deduce.

The UK Government has published data that shows 82% of people under the age of 30 are not homeowners. A charity that helps homeless people has published data that shows 48% of people that are considered homeless are under 30.

The lack of affordable housing on the sales market is the reason so many under-30s are homeless.

• Definitely True
• Probably True
• Impossible to Deduce
• Probably False
• Definitely False

The information given does not infer the conclusion given, so it is impossible to deduce if the inference is correct – there is just not enough information to judge the inference as correct.

The removal of the five-substitution rule in British football will benefit clubs with a smaller roster.

Clubs with more money would prefer the five-substitute rule to continue.

• Assumption Made

Assumption Not Made

This is an example of a fallacy that could cause confusion for a candidate – it encourages you to bring in any pre-existing knowledge of football clubs.

It would be easy to assume the assumption has been made when you consider that the more money a club has, the more players they should have on the roster. However, the statement does not make the assumption that the clubs with more money would prefer to continue with the five-substitute rule.

All boys love football. Football is a sport, therefore:

• All boys love all sports
• Girls do not love football
• Boys are more likely to choose to play football than any other sport

In this section we are looking for the conclusion that follows the logic of the statement. In this example, we cannot deduce that girls do not love football, because there is not enough information to support that.

In the same way the conclusion that all boys love all sports does not follow – we are not given enough information to make that assumption. So, the conclusion that follows is 3: boys are more likely to choose football than any other sport because all boys like football.

The British Museum has a range of artefacts on display, including the largest privately owned collection of WWII weaponry.

There is a larger privately owned collection of WWII weaponry in the USA.

• Conclusion Follows

Conclusion Does Not Follow

The fact that the collection is in the British Museum does not make a difference to the fact it is the largest private collection – so there cannot be a larger collection elsewhere.

The Department for Education should lower standards in examinations to make it fairer for less able students.

• Yes – top grades are too hard for lower-income students
• No – less fortunate students are not capable of higher standards
• Yes – making the standards lower will benefit all students
• No – private school students will suffer if grade standards are lower
• The strongest argument is the right answer, not the one that you might personally believe.

In this case, we need to assess which argument is most relevant to the statement. Both 1 and 4 refer to students in particular situations, which isn’t relevant to the statement. The same can be said about 2, so the strongest argument is 3, since it is relevant and addresses the statement given.

Sample Critical Thinking Tests question Test your knowledge!

What implication can be drawn from the information in the passage?

A company’s internal audit revealed that departments with access to advanced analytics tools reported higher levels of strategic decision-making. These departments also showed a higher rate of reaching their quarterly objectives.

• Strategic decision-making has no link to the achievement of quarterly objectives.
• Access to advanced analytics does not influence a department's ability to make strategic decisions.
• Advanced analytics tools are the sole reason for departments reaching their quarterly objectives.
• Departments without access to advanced analytics tools are unable to make strategic decisions.
• Advanced analytics tools may facilitate better strategic decision-making, which can lead to the achievement of objectives.

After reading the passage below, what conclusion is best supported by the information provided?

• Job satisfaction increases when employees start their day earlier.
• Starting early may lead to more efficient task completion and less job-related stress.
• Workers who start their day later are more efficient at completing tasks.
• There is a direct correlation between job satisfaction and starting work early.
• The study concludes that job-related stress is unaffected by the start time of the workday.

Based on the passage below, which of the following assumptions is implicit?

• Inter-departmental cooperation is the sole factor influencing project completion rates.
• The increase in project completion rates is due entirely to the specialized team-building module.
• Team-building exercises have no effect on inter-departmental cooperation.
• The specialized team-building module may contribute to improvements in inter-departmental cooperation.
• Departments that have not undergone the training will experience a decrease in project completion rates.

What is the flaw in the argument presented in the passage below?

• The assumption that a casual dress code is suitable for all company types.
• High-tech companies have a casual dress code to increase employee productivity specifically.
• The argument correctly suggests that a casual dress code will increase employee morale in every company.
• Morale and productivity cannot be affected by a company's dress code.
• A casual dress code is more important than other factors in determining a company's success.

Which statement is an inference that can be drawn from the passage below?

• Telecommuting employees are less productive than on-site workers.
• The reduction in operational costs is directly caused by the increase in telecommuting employees.
• Telecommuting may have contributed to the decrease in operational costs.
• Operational costs are unaffected by employee work locations.
• The number of telecommuting employees has no impact on operational costs.

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Critical Thinking Tests Tips

The most important factor in your success will be practice. If you have taken some practice tests, not only will you start to recognise the way questions are worded and become familiar with what each question is looking for, you will also be able to find out whether there are any parts that you need extra practice with.

It is important to find out which test you will be taking, as some generic critical thinking practice tests might not help if you are taking specific publisher tests (see the section below).

2 Fact vs fallacy

Practice questions can also help you recognise the difference between fact and fallacy in the test. A fallacy is simply an error or something misleading in the scenario paragraph that encourages you to choose an invalid argument. This might be a presumption or a misconception, but if it isn’t spotted it can make finding the right answer impossible.

3 Ignore what you already know

There is no need for pre-existing knowledge to be brought into the test, so no research is needed. In fact, it is important that you ignore any subconscious bias when you are considering the questions – you need logic and facts to get the correct answer, not intuition or instinct.

4 Read everything carefully

Read all the given information thoroughly. This might sound straightforward, but knowing that the test is timed can encourage candidates to skip content and risk misunderstanding the content or miss crucial details.

During the test itself, you will receive instructions that will help you to understand what is being asked of you on each section. There is likely to be an example question and answer, so ensure you take the time to read them fully.

5 Stay aware of the time you've taken

This test is usually timed, so don’t spend too long on a question. If you feel it is going to take too much time, leave it and come back to it at the end (if you have time). Critical thinking tests are complex by design, so they do have quite generous time limits.

For further advice, check out our full set of tips for critical thinking tests .

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Critical Thinking Tests FAQs

What are the basics of critical thinking.

In essence, critical thinking is the intellectual process of considering information on its merits, and reaching an analysis or conclusion from that information that can be defended and rationalised with evidence.

How do you know if you have good critical thinking skills?

You are likely to be someone with good critical thinking skills if you can build winning arguments; pick holes in someone’s theory if it’s inconsistent with known facts; reflect on the biases inherent in your own experiences and assumptions; and look at problems using a systematic methodology.

Reviews of our Watson Glaser tests

What our customers say about our Watson Glaser tests

Jozef Bailey

United Kingdom

April 05, 2022

Doesn't cover all aspects of Watson-Glaser tests but useful

The WGCTA uses more categories to assess critical thinking, but this was useful for the inference section.

April 01, 2022

Just practicing for an interview

Good information and liked that it had a countdown clock, to give you that real feel in the test situation.

Jerico Kadhir

March 31, 2022

Aptitude test

It was OK, I didn't understand personally whether or not the "cannot say" option was acceptable or not in a lot of the questions, as it may have been a trick option.

Salvarina Viknesuari

March 15, 2022

I like the test because the platform is simple and engaging while the test itself is different than most of the Watson Glaser tests I've taken.

Alexis Sheridan

March 02, 2022

Some of the ratios were harder than I thought!

I like how clear the design and layout is - makes things very easy (even if the content itself is not!)

Cyril Lekgetho

February 17, 2022

Mental arithmetic

I enjoyed the fact that there were multiple questions pertaining to one passage of information, rather than multiple passages. However I would've appreciated a more varied question type.

Madupoju Manish

February 16, 2022

Analytics are the best questions

I like the test because of its time schedule. The way the questions are prepared makes it easy to crack the original test.

Chelsea Franklin

February 02, 2022

Interesting

I haven't done something like this for ages. Very good for the brain - although I certainly experienced some fog whilst doing it.

[email protected]

January 04, 2022

Population/exchange rates were the hardest

Great test as it felt a bit time pressured. Very different types of questions in terms of difficulty.

faezeh tavakoli

January 02, 2022

More attention to detail + be more time conscious

It was asking about daily stuff we all deal with, but as an assessment it's scrutinising how we approach these problems.

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• Aptitude Tests
• Critical Thinking Preparation

Full Critical Thinking Test Guide 2024

An increasing number of companies are incorporating tests of critical thinking into their recruitment procedures. Get ready for these evaluations by using the preparation tools available from JobTestPrep. Our materials offer insights into the tests, along with practice exams, thorough explanations for each answer, results analysis, and additional features. Begin your preparation for critical thinking assessments now to enhance your chances of success.

David , Psychometric Testiting Expert at  JobTestPrep .

What Is Critical Thinking?

Critical thinking, often referred to as critical reasoning, involves evaluating a situation and understanding different viewpoints. It requires recognizing, analyzing, and distinguishing between facts, opinions, and assumptions.

Why Is the Critical Thinking Test Important to Employers?

Employers use  reasoning aptitude questions to assess your ability to make reasoned decisions when faced with a problem, without letting emotions sway your judgment. This ability to separate feelings from analysis allows you to remain objective, self-assured, and decisive, leading to choices that are more reasoned and well-founded.

When Is Critical Thinking Used?

Critical thinking plays a key role throughout various phases of problem-solving and making decisions:

Identifying the issue at hand. Choosing pertinent data needed to address the issue. Acknowledging both explicit and implicit assumptions present in the information. Formulating theories and determining the most pertinent and trustworthy solutions. Arriving at sound conclusions and evaluating the strength of the deductions made.

• Critical Thinking Skills Tests

Tests of critical thinking often include multiple parts or subsections that evaluate different cognitive skills.

Inference In the inference segment, you're tasked with drawing conclusions from given or assumed facts. You'll read a brief passage with facts to accept as true, and then you'll see a statement that might be derived from the passage. Your job is to decide if this statement is valid based on the information provided. You must determine if the statement is true, probably true, not enough information to decide, probably false, or false. For instance, if a baby cries at mealtime, you might infer that the baby is hungry, though other reasons could be possible, like discomfort from heat.

Recognizing Assumptions This part requires you to identify if an underlying assumption is reasonable. You'll be presented with a statement and an associated assumption. Your task is to figure out if the assumption is supported by the statement. This tests your ability to not automatically accept things as true without evidence. For example, saying "I’ll still have my job in three months" assumes that you won't be laid off or decide to leave for other opportunities. You must decide if an assumption is made or not.

Deduction The deduction section evaluates your ability to consider information and determine if certain conclusions are justified. After reading a set of facts, you'll be given a potential conclusion. Your role is to decide if this conclusion logically follows the facts. For instance, from the statement "No one in authority escapes making tough choices," you must deduce if it logically means "All people must make tough choices." You must judge whether the conclusion follows or does not follow from the statement.

Interpretation In this part, your skill in understanding and weighing various arguments about a question or issue is assessed. You'll read a paragraph, assumed to be true, followed by a proposed conclusion. You must decide if the conclusion is logically sound beyond a reasonable doubt. The options you have are whether the conclusion follows or does not follow.

Evaluation of Arguments Here, you're asked to judge the strength of an argument. You'll be given a question and an argument that is taken as true. Your task is to decide if the argument is strong or weak, meaning if it is significant and directly related to the question.

• Watson Glaser

The Watson Glaser Critical Thinking Appraisal (WGCTA) , a widely recognized psychological test created by Pearson Assessments, serves primarily for evaluating critical thinking skills. It's frequently utilized for selecting candidates for employment and managing talent, as well as for assessing students academically. This test can be taken either through an online platform or in a traditional face-to-face setting.

Additionally, access our Free Watson Glaser practice questions !

Critical Thinking Examples

Critical thinking comes in many forms, so we have put together a variety of questions to test your critical thinking skills.

Example 1 – Identifying Assumptions A wife tells her husband that their combined income is not as high as it could be. She plans to start working a part-time job soon to earn more money. Hypothesized Assumption: The wife should not ask for a raise at her current job to increase her income.

A. Assumption is present

B. Assumption is absent

The correct answer is (B), Assumption is absent.

Explanation for the answer:

The wife's main point: Our total income will soon go up. Her reasoning: I'll start a new part-time job. The assumption that must be correct for her conclusion to hold: A part-time job will bring in additional income. The assumption that she shouldn't ask for a raise at her current job is not necessary for her conclusion to hold water.

Example 2 – Drawing Conclusions Years ago, Harold and his wife adopted a two-year-old named Betty. Now, Betty is a college student living away from home. Harold feels sad and misses her a lot, wishing she would visit more. Hypothesized Assumption: Harold’s wife isn’t sad.

A. Conclusion is valid

B. Conclusion is invalid

The correct answer is (B), Conclusion is invalid.

Harold's wife isn't mentioned in the story, so we can't make any assumptions about her emotions.

Example 3 – Making Inferences After a drop in applications, a college has had students review their professors' teaching for two years. The college leaders say the reviews are to help teachers improve and to reward the best ones with raises and promotions. Professor Burke, who just retired, wrote a letter criticizing these reviews, saying they lower academic standards. Hypothesized Assumption: The college leaders have more motives than they're admitting.

B. Probably true

C. Insufficient data

E. Probably false

The correct answer is (B), Probably true.

The introduction shows that the college's announcement is a response to fewer student applications. Although the announcement seems to focus on improving teaching quality, it's likely that there's also a concern about the college's reputation and application rates. So, the answer "probably true" fits best.

Professions That Use Critical Thinking Tests

Below are some professions that use critical thinking tests and assessments during the hiring process as well as some positions that demand  critical thinking and reasoning skills:

Prepare for Critical Thinking and Critical Reasoning Assessments

The Critical Thinking PrepPack™ offers a comprehensive preparation journey to enhance your critical thinking abilities. With our collection of practice questions, detailed study guides, and informative score reports, we aim to boost your skillset. Begin your prep now to secure your success.

JobTestPrep is not affiliated with any specific test provider. Therefore, while our materials are extremely helpful and styled similarly to most critical thinking tests, they are not an exact match.

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What Is Critical Thinking?

Who uses critical thinking tests and why, how to prepare for a critical thinking test in 2024, final thoughts, critical thinking tests (2024 guide).

Updated November 18, 2023

Critical thinking is the ability to scrutinize evidence using intellectual skills. Reflective skills are employed to reach clear, coherent and logical conclusions – rather than just accepting information as it is provided.

Critical thinking tests measure the candidate’s understanding of logical connections between ideas, the strength of an argument, alternate interpretations and the significance of a particular claim.

A major facet of critical thinking is the ability to separate facts from opinions and work against any subconscious bias.

In critical thinking tests, employers are looking for people who can think critically about information, showing they are open-minded, good problem-solvers and excellent decision-makers.

Critical thinking tests assess how well a candidate can analyze and reason when presented with specific information.

They are used as part of the application process in several industries, most commonly for professions where employees would need to use advanced judgment and analysis skills in decision-making.

For example:

Academic applications – In some instances, critical thinking tests are used to assess whether prospective students have the skills required to be successful in higher education.

Law – Critical thinking assessments are often used in the legal sector as part of the application process. In many law positions, facts are more important than opinion, subconscious bias or pre-existing ideas so an applicant needs to be skilled in critical thinking.

Finance – In financial institutions, decisions often need to be made based on facts rather than emotion or opinion. Judgments made in banking need to be skilled decisions based on logic and the strength of data and information – so to be successful, candidates need to demonstrate that they will not accept arguments and conclusions at face value.

Graduate roles – In some sectors, critical thinking tests are used in graduate recruitment because they are considered to be predictors of ability.

With several different tests available, suited to different industries, many top-level jobs are likely to include critical thinking assessments as part of the application process.

Critical Thinking Tests Explained

Critical thinking tests are usually presented in a similar format no matter who the publisher is. A paragraph of information and data is given, with a statement that is under scrutiny.

Multiple-choice answers are presented for each statement, and there may be more than one question about the same paragraph.

While each question is presented in the same way, different aspects of critical thinking are assessed throughout the test.

Assessing Assumptions

For this type of question, there may be something ‘taken for granted’ in the information provided – and it might not be explicitly stated.

The candidate needs to evaluate the scenario and conclude whether any assumptions are present. The statement below the scenario may or may not support the statement and the answer selection will be about whether the stated assumption is made or not made in the scenario.

Example Question for Assessing Assumptions

Practice Critical Thinking Test with JobTestPrep

The mainstream media presents information that is supported by the political party in power.

Assumption: The information that the mainstream media presents is always correct.

a) Assumption made b) Assumption not made

Determining Inferences

Following a paragraph of information containing evidence, you will be presented with an inference and need to assess whether the inference is absolutely true, possibly true, possibly false, absolutely false, or it is not possible to reach a decision.

An inference is a conclusion that can be reached based on logical reasoning from the information. Although all the evidence to support (or not support) the inference is included in the passage, it will not be obvious or explicitly stated, which makes the inference harder to conclude.

Example Question for Determining Inferences

It has been snowing all night and there is thick snow on the ground. Today’s weather is sunny and bright.

Inference: The snow will melt today.

a) Possibly true b) Absolutely true c) Possibly false d) Absolutely false e) Not possible to reach a decision

Making Deductions

For this type of question, the information presented will be a set of factual statements and the candidate will need to decide if the deduction applies or does not apply.

This logical thinking is a top-down exercise where all the information is provided and needs to be read in the order it is presented.

If statement A = B, does B = C? There should be no grey areas – it either does or does not follow.

Example Question for Making Deductions

All plants have leaves. All leaves are green.

Proposed deduction: All plants are green.

a) Deduction follows b) Deduction does not follow

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Interpretation of Conclusions

Presented with information, the candidate needs to assess whether a given conclusion is correct based on the evidence provided.

For the purposes of the test, we need to believe that all the information provided in the paragraph is true, even if we have opinions about the correctness of the statement.

Example Question for Interpretation of Conclusions

When cooking a meal, one of the most important things to get right is the balance between major food groups. Satisfaction from a good meal comes from getting the most nutrition and can therefore be attributed to a wide variety of flavors, including vegetables, a good source of protein and carbohydrates. A balanced diet is about more than just everything in moderation and should be considered a scientific process with measuring of ingredients and efficient cooking methods.

Proposed conclusion: The best meals are those that are scientifically prepared.

a) Conclusion follows b) Conclusion does not follow

Evaluation of Arguments (Analysis of Arguments)

In this analysis section, the candidate is presented with a scenario and an argument that might be in favor of the scenario or against it.

The candidate needs to evaluate whether the argument itself is weak or strong. This needs to be based on the relevance to the scenario and whether it accurately addresses the question.

Example Question for Evaluation of Arguments

Should all drugs be made legal?

Proposed argument: No, all drugs are dangerous to everyone.

a) Argument is strong b) Argument is weak

Most Common Critical Thinking Tests in 2024

Watson glaser test.

Watson Glaser is the most commonly used test publisher for critical thinking assessments and is used by many industries.

When sitting a Watson Glaser test, your results will be compared against a sample group of over 1,500 test-takers who are considered representative of graduate-level candidates.

The test is usually 40 questions long, with 30 minutes to answer, but there is a longer version that asks 80 questions with a time limit of an hour.

Who Uses This Test?

The Watson Glaser Test is used in a wide variety of industries for different roles, especially in the legal and banking sectors. Some employers that use the Watson Glaser Test are:

• Bank of England
• Irwin Mitchell
• Simmons & Simmons

What Is the RED model?

The Watson Glaser Test is based on something called the ‘RED model’. The questions in the test are based on:

• Recognizing assumptions
• Evaluating arguments
• Drawing conclusions

The science behind the Watson Glaser Test shows that candidates who show strong critical thinking skills in these areas are more likely to perform well in roles where logical decisions and judgments have to be made.

Where to Take a Free Practice Test

Watson Glaser Tests have a specific layout and format. If you are going to be completing one of the assessments as part of your application, it’s best to practice questions that match the test format.

You can find Watson Glaser practice tests at JobTestPrep as well as a prep pack to give you all the tips, tricks and information you need to make the most of your practice time.

Take a Practice Watson Glaser Test

SHL Critical Reasoning Battery Test

The SHL Critical Reasoning Battery Test includes questions based on numerical, verbal and inductive reasoning. This test is usually used for managerial and supervisory roles, and can include mechanical comprehension if needed for the job role (usually in engineering or mechanical roles).

You can find out more on JobTestPrep’s SHL Critical Reasoning Battery pages .

Take a Practice SHL Test

The Graduate Management Admissions Test (GMAT) is an online adaptive test – using sophisticated algorithms to adjust the difficulty of the questions according to the answers already provided.

Questions include integrated, quantitative and verbal reasoning as well as an analytical writing assessment. The GMAT is widely used to predict performance in business or management programs in more than 1,700 universities and organizations.

Take a Practice GMAT

Preparation is key to success in any pre-employment assessment. While some people think critical reasoning is not a skill you can practice, there are some steps you can take to perform at your best.

Critical thinking tests are straightforward but not necessarily easy.

Step 1 . Consider Buying a Preparation Pack

If you can determine who the publisher is for the test you will take, it may be worthwhile investing in a prep pack from that particular publisher.

JobTestPrep offers prep packs for many major test publishers. These packs include realistic practice tests as well as study guides, tips and tricks to help you build your own question-solving strategies.

Step 2 . Use Practice Tests

Even if you decide not to purchase a prep pack, taking practice tests will help you focus on the areas where you need to improve to be successful.

It is important to find out the publisher of the test you will take because not all critical thinking tests are at the same level and they may not follow the same structure. Timings, answering methodologies and the number of questions will vary between publishers.

You can usually find out the test publisher before you take the assessment by asking the recruiter or searching online.

Step 3 . Practice Under Test Conditions

Critical thinking tests are timed. To give yourself the best chance of achieving a high score, you need to answer the questions quickly and efficiently.

Practicing under test conditions – including the time limit – will help you to understand how much time you need to spend on each question and will help you to develop efficient time management skills for the assessment.

Practicing under test conditions will also help you focus so you can make the most of the session.

Step 4 . Practice Abstract Reasoning

Abstract reasoning is a form of critical thinking that uses logic to form a conclusion. Some abstract reasoning tests are presented as word problems.

Practicing these is a good way to flex critical thinking muscles. You can find practice questions on the Psychometric Success website .

Step 5 . Practice Critical Thinking in Everyday Life

Reading widely, especially non-fiction, is a good way to practice your critical thinking skills in everyday life.

Newspaper articles, scientific or technical journals, and other sources of information present an opportunity to think about:

• The strength of arguments
• The perspective of the author
• Whether there are enough facts presented to draw the conclusion given
• Whether other conclusions could be drawn from the same information

Step 6 . Revise Logical Fallacies

Knowledge of logical fallacies will help you to judge the effectiveness of an argument. Fallacy describes ‘faulty reasoning’ in an argument and is often seen in hyperbole or opinion pieces in newspapers and magazines.

There are many types of fallacy that you might come across, such as:

• Strawman – An argument that doesn’t address the statement.
• False cause – An argument based on a connection that doesn’t exist.
• Ambiguity – An argument using a phrase that is unclear or that may have different meanings.
• Appeal to popularity – An argument that states it must be true because many people believe it.

There are many others, including red herrings, appeal to authority and false dichotomy. Learning these will help you to identify a weak argument.

Step 7 . Focus on Long-Term Practice

Cramming and panicking about a critical thinking assessment is rarely conducive to great performance.

If you are looking for a career in a sector where critical thinking skills are necessary, then long-term practice will have better results when you come to be assessed. Make critical thinking a part of life – so that every day can be a chance to practice recognizing assumptions.

Key Tips for Critical Thinking Test Success

Understand the format of the test and each question type.

Familiarity is important for any assessment, and in critical thinking tests, it is essential that you can recognize what the question is looking for. As mentioned above, this is usually one of the following:

• Assessing assumptions
• Determining inferences
• Making deductions
• Interpreting conclusions

Practice tests will help you become comfortable with the structure and format of the test, including ways to answer, and will also demonstrate what the question types look like.

Read Test Content Carefully

Taking time to read and understand the content provided in the question is important to ensure that you can answer correctly.

The information you need to determine the correct answer will be provided although it might not be explicitly stated. Careful reading is an important part of critical thinking.

Only Use the Information Provided

While some of the information provided in the critical thinking test might be related to the role you are applying for, or about something that you have existing knowledge of, you mustn't use this knowledge during the test.

A facet of critical thinking is avoiding subconscious bias and opinion, so only use the information that is provided to answer the question.

Look Out for Facts and Fallacies

Throughout the critical thinking test, look out for facts and fallacies in the information and arguments provided.

Identifying fallacies will help you decide if an argument is strong and will help you answer questions correctly.

Critical thinking tests are used as pre-employment assessments for jobs that require effective communication, good problem-solving and great decision-making, such as those in the legal sector and banking.

These tests assess the ability of candidates to question and scrutinize evidence, make logical connections between ideas, find alternative interpretations and decide on the strength of an argument.

All critical thinking tests are not the same, but they do have similar question types. Learning what these are and how to answer them will help you perform better. Practicing tests based on the specific publisher of your test will give you the best results.

You might also be interested in these other Psychometric Success articles:

Or explore the Aptitude Tests / Test Types sections.

Watson Glaser Test Practice 2024: Practice Tests & Study Guide

Test Simulations:

• 1 Watson Glaser Diagsnostic Test
• 3 Full Watson Glaser Test Simulation

Practice Tests & Drills:

• 3 Infecernces Practice Tests
• 3 Assumptions Practice Tests
• 5 Deductive Reasoning Practice Tests
• 4 Interpretations Practice Tests
• 3 Arguments Practice Tests

Study Guides:

• 5 Interactive Study Guides Covering All The Test Sections
• Watson Glaser Test Practice
• Watson Glaser Practice Test

Watson Glaser Test Practice 2024: Practice Tests & Study Guide

Watson Glaser Test is widely considered to be among the most challenging employment tests, as it contains very specific rules and often requires counterintuitive solving methods.

In the past two years, our experts have helped more than 3,000 candidates pass the Watson Glaser test. With the experience we've gained, we've developed a tailored and accurate PrepPack that will ensure your readiness on test day. Our Watson Glaser Test PrepPack includes:

• A Watson Glaser Diagnostic Test  will let you get an initial familiarity with the test and know where you stand in each section.  Afterwards,  you will receive a detailed analysis of the sections you struggled with, enabling you to focus on the key skills you need to improve. 
• 23 Additional Practice Tests  covering all the topics and sections you'll face in the Watson Glaser Exam. You'll be able you use these practice tests to thoroughly practice the issues you are weaker on, as revealed in the Diagnostic Test.
• 2 Full-Length Watson Glaser Test Simulations  will allow you to practice the actual test's time constraints, formatting, and content and determine whether you have improved from the Diagnostic Test after practising. 
• 5 Interactive Study Guides that will give you a professional grasp of the theory behind each test section and the best ways to solve questions. 

Our PrepPack is the most comprehensive product in the market, and it is trusted by top law schools and universities in the UK, including Oxford University and Cambridge University!

For additional tips, questions and practice visit our updated  Free Watson Glaser Practice Test.

-Scroll down for more information about the Watson Glaser Test, Prep and Study Guides- 

Shlomik ,  Watson Glaser test expert at  JobTestPrep.

Have a question? Contact me at:  [email protected]

What Is the Watson Glaser Test?

The Watson Glaser Critical Thinking Appraisal (WGCTA), also known as the Watson Glaser Test, is a pre-employment test designed to assess candidates’ critical thinking and reasoning skills.

The test contains 40 multiple choice critical thinking questions to be solved in 30 minutes, covering 5 sections:

• Inference – 5 questions
• Recognition of Assumptions – 12 questions
• Deduction – 5 questions
• Interpretation – 6 questions
• Evaluation of Arguments – 12 questions

In the following section, we will give an overview of each section, including a free sample question for each. You can check out our free practice test for more.

Watson Glaser is one of the biggest assessment companies. However, there are many other assessment companies including Suited ,  SHL ,  Korn Ferry , cut-e , Thomas , Cubiks , Pymetrics , Saville , aon, Matrigma ,  McQuiag , Arctic Shores , and many more.

The Most Professional Prep Course on the Market!

The Complete Watson Glaser Test Preparation includes focused and tailored practice drills for each of the 5 test sections.

Covering all test versions and forms: WG-II Form D and Form E, and WG-III.

Watson Glaser Test - 5 Sample Questions Solved [Video]

Watson Glaser Assessment Sample Questions

Sample Question #1 – Inference

The Inference section will present you with a statement followed by a series of inferences (conclusions). Your task is to determine how true or false each inference is .

James is a human rights activist who was fined £60 on three different days during the past month for smoking in public at his workplace. On each of the occasions, he admitted to the act peacefully, telling policemen that he is unwilling to conform to such a breach of people's right to privacy. James paid the three fines shortly after receiving them.

James has spent at least a couple of hundreds of pounds in his struggle to oppose violations of civil liberties this year.

You know that James had paid 180 pounds in the past month alone. You also know he is a human rights activist who is willing to spend money for his cause, based on his actions and testimony.

As such, even though it is not explicitly mentioned in the text, it is safe to assume that sometime in the year James had spent at least 20 more pounds on his activism, smoking-related or otherwise.

The “Probably True” and “Probably False” answer choices are unique to the Watson Glaser and are considered the main challenge of the inference section.

Learn more about the Inference Section.

Sample Question #2 – Recognition of Assumptions

The Assumptions section will present you with a statement followed by a proposed assumption. Your task is to decide whether a person, in making the given statement, is making the proposed assumption.

Complaints were raised against the town's sole French teacher for using her monopoly to charge more than her late predecessor. In fact, however, she does not earn more money on each lesson than she would have before, because she lives out of town and her fee reflects higher transportation costs than those of her predecessor, who lived in town.

Service providers who spend more on transportation are more expensive.

This is a generalisation of what happened in the town. This statement is a logical rule—it refers to all service providers in the world.

The author might think this is true, but he doesn't have to assume it in order for the passage to make sense. Therefore, it is not assumed.

The Recognition of Assumptions section is considered by most candidates as the hardest section of the Watson Glaser test.

Learn more about the Recognition of Assumptions Section.

Sample Question #3 – Deduction

In the Deduction section , you will be presented with a premise followed by a suggested conclusion. Your task is to determine whether the conclusion ABSOLUTELY AND NECESSARILY follows the premise.

Some citizens pay taxes. Many citizens receive income support.

More citizens receive income support than citizens who pay taxes.

Let's solve this question with the safest possible method for solving deduction questions - Letter Coding.

Citizens = A, pay taxes = B, receive income support = C. According to the premises, (A+B)some, and (A+C)many.

The conclusion states (A+C) > (A+B).

Some refer to a portion - a quantity between 1 to everything, while many others refer to multiplicity – at least 2 and up to everything. However, you have no grounds to infer an accurate quantity of either statement; therefore, the conclusion does not necessarily follow.

In other words:

This one is tricky. Although there is a hierarchy between words that indicate a quantity, and “many” is more than “some”, that is only true when discussing the same group .

For example, if the conclusion was “there are some citizens who receive income support”, it would follow, because you can infer “some” from “many”. However, you cannot compare the quantities of two different groups this way.

The Deduction section does not allow the use of common sense.

Learn more about the Deduction Section.

Sample Question #4 – Interpretation

In the Interpretation section , you will be presented with a premise followed by a suggested conclusion. Your task is to determine whether the conclusion follows the premise BEYOND A REASONABLE DOUBT.

In the years 2011-12, 32% of pupils entitled to free school meals (an indicator of low socioeconomic status) achieved five GCSE passes at grade C or above. This is compared to 65% of pupils who were not entitled to free school meals.

Most of the pupils who were not entitled to a free school meal achieved five GCSE passes at grade C or above.

The logic behind this answer is mathematical: the passage states that 65% of the pupils who were not entitled to a free school meal achieved five GCSE passes at a minimum of a C grade.

Since 65% is greater than 50%, we can conclude that they are the majority.

The “beyond a reasonable doubt” element is a common source of confusion for candidates, making this section substantially more difficult than the Deduction section.

Learn more about the Interpretation Section.

Sample Question #5 – Evaluation of Arguments

In the Arguments section , you will be presented with a yes/no question, followed by an argument. Your task is to determine whether the argument is strong or weak in answering the question.

Should parents put their children in preparation courses for gifted tests, in order for them to reach their full potential?

Yes. Parents are responsible for their children’s future and should do whatever they can to help them succeed in life.

This argument, although of great general importance, is not directly related to the question. The question specifically asked about preparation courses for gifted tests, and the arguments do not even mention them.

If, for example, the argument made the connection between preparation courses and success, the argument would have been strong. Since it does not, it is weak.

The most common type of mistake in the Evaluation of Arguments section is letting your own personal views and opinions affect your judgement.

Learn more about the Evaluation of Arguments Section.

For more sample questions, check out our  Watson Glaser free practice test .

The Most Professional Watson Glaser Prep Course on the Market!

• Accurate  - mock tests that EXACTLY simulate the real test's rules, format, and difficulty level.
• Personalized  - additional practice tests and study guides for each section, to focus your practice on your personal weak spots.
• Trusted  - the official preparation kit for Oxford and Cambridge law students.

What Is A Good Score on the Watson Glaser Test?

The Watson Glaser test doesn't have a pre-determined pass mark, and each employer may very well have a different passing Watson Glaser test score.

As a rule though, you should aim for a score of above 80% of the test-takers in your norm group - keeping in mind that what's considered a good score changes depending on where you're applying. For instance, a Watson Glaser test score of 28/40 is better than 79% of the general population, 69% of managers, but only 49% of law graduates!

If so, what Watson Glaser critical thinking test score is considered good depends greatly on your potential employer. But there are certain Watson Glaser test results that will almost certainly put you among the top candidates: to rank in the top 80% of the most desirable positions like managers and lawyers, it is recommended to get a Watson Glaser test score of at least 33-34. 

Can you fail the Watson Glaser Critical Thinking Test?

Anything below the estimated 33-34 questions it takes to reach the top 80% will probably lead to you missing out on the position.

Watson Glaser Test Tips and Preparation Guidelines

A challenging, competitive test requires accurate, focused preparation designed specifically for the actual test.

That goes both for your preparation methods  and for your behaviour on the actual Watson Glaser test day .

Here are 4 preparation tips and 3 test-day tips that will maximize your score:

4 Tips for Preparing for the Watson Glaser Test

Preparation Tip #1 – Know the Rules Inside Out

Knowing the rules is important in any test you take, but it is especially important here.

Here’s why:

• The Watson Glaser has its own set of rules, unparalleled by any other critical thinking test.
• Not only that, but rules vary between sections, and what was correct in the Deduction section will be wrong in the Interpretation section.
• On the actual test, the clock keeps ticking as you read the instructions! Being familiar with them in advance will save you precious time.

Preparation Tip #2 – Let Go of Your Own Perceptions

In most sections of the Watson Glaser test sections, intuition and common sense will lead you to the wrong answer.

So, knowing WHEN to use common sense and intuition, and HOW to use them should be a major part of your preparation plan.

This is where tip number 3 can be extremely helpful.

Preparation Tip #3 – Develop “Critical Thinking Algorithms”

Critical Thinking Algorithms are technical procedures that turn any question into a series of simple Q&As that will lead you to the correct answer.

These eliminate the use of common sense and intuition, thus minimizing your chances for an error.

Two examples of these critical thinking algorithms are Letter Coding and the Negative Test - which you can learn and practice in our Complete Preparation Course.

Preparation Tip #4 – Personalize Your Watson Glaser Practice

Different people will find different sections of the test particularly challenging.

Therefore, it is important to know in advance what YOUR weak spots are, and to address them in your preparation. For instance, if you reach a score of 11/12 in the Evaluation of Arguments section, focus your preparation on sections in which you are weaker.

• Comprehensive  - over 400 practice questions and practice tests and dozens of pages of study guides to get you as prepped as you could possibly be!
• Personalized  - tailored solving techniques specifically designed to address the Watson Glaser test rules and format.

3 Watson Glaser Test-Day Tips

Tip #1 – Use Your Time Wisely

Unlike other tests, time is not a substantial obstacle on the Watson Glaser.

However, there are two key points you should consider when it comes to time:

• Don't spend too much time on a single question. If you finish the questions before the time is up, you can go back to questions you weren't sure of.
• The time it took you to complete the test does not affect your score – for better or worse. So, make sure to use every minute and answer all the questions.

Tip #2 – Out of Options? Guess!

There is no penalty for wrong answers, so it is better to make an educated guess if you’re running out of time. This is one of the advantages of the multiple choice format. 

Tip #3 – Brush Up on the Test Instructions on the Test Day

As I mentioned earlier, the Watson Glaser test instructions are complex and unique.

Being very well familiar with the test instructions before the actual test will have a massive effect on both your score and your ability to finish the test on time.

So, on test day, just before you start your test, make sure you read and understand the instructions perfectly . This will allow you to merely brush over them on the test itself, leaving more time for solving questions.

Remember : On the actual test, the clock does not stop when you read the instructions!

What Employers Use the Watson Glaser?

Nearly all major law firms in the UK use the Watson Glaser test to screen candidates, in addition to commercial law assessment centre tasks . Here are the most important ones:

• Clifford Chance – Clifford Chance uses the Watson Glaser test mainly for entry-level positions – training contracts, vacation schemes, trainee solicitors, and the company’s well-known SPARK scheme.
• Hogan Lovells – Hogan Lovells also uses the test to assess candidates applying to vacation schemes, training contracts, and graduate programmes.
• Linklaters – Besides vacation schemes, summer internships, and graduate positions, Linklaters also uses the test to evaluate candidates for lawyer and associate positions.
• Amazon - The Watson Glaser Amazon assessment is used to select candidates for various positions. 

Apart from the aforementioned law firms firms, an abundance of others also use the test, including CMS, the GLS, Freshfields, Bird & Bird, Dentons and many other law firms. 

Watson Glaser Test Versions and Forms

There are two main versions of the test, however for you as a test-taker, there is no practical difference between the two versions. Both versions have the same content, the number of questions, and time limit.

Watson Glaser II (WG-II) 

The traditional format of the test and is divided into two forms – D and E. Form E is considered slightly more difficult, but the content and formatting of both forms are identical.

Watson Glaser III (WG-III)

A revision of the WG-II test. The main difference is that the WG-III can be taken in an unsupervised setting, due to the "item-bank" from which questions are randomly selected.

Watson Glaser FAQs  

What is a Critical Thinking Test and What Does it Measure?

A critical thinking test, sometimes referred to as critical reasoning test, is an aptitude test that measures your ability to assess a situation through various perspectives. While taking the critical thinking test, you will be asked to acknowledge, extract, and interpret facts, opinions, and assumptions, and identify logical fallacies.

Critical thinking tests are usually used with other assessments in the legal professions’ recruitment process, where critical thinking is needed to make a strong, solid argument. The critical reasoning test measures these critical thinking skills by using paragraphs of text, some short and some very long. 

Why Is Critical Thinking Important to Potential Employers?

Critical thinking skills are an important part of what companies aim to assess in their recruitment process since employees with strong critical thinking can make decisions with limited supervision, allowing them to make independent judgment decisions. Also, critical thinking skills help them solve problems, identify logical fallacies, build strategies, and make them better at their job in general.

Which Professions Use Watson Glaser Tests, and Why?

• Trainee Solicitors and Solicitors
• Graduate Trainees
• Vacation Scheme
• Public Health Registrars

Critical thinking skills are crucial in all of the above, which is why companies use the WG in their recruitment process - to assess critical thinking accurately.

Is the Watson Glaser Test Hard?

The Watson Glaser Critical Thinking Appraisal is considered to be one of the hardest pre-employment tests on the market today, due to its unique and counterintuitive set of rules, as well as its focus solely on critical thinking.

Is the Watson Glaser Test Timed?

The test is normally timed and allows you up to 30 minutes to complete all 40 questions. There are also untimed versions for candidates requiring adjustments. Note that every section is timed separately, 30 minutes is the total allotted time.

What is Pre-Employment Skills Testing? A Full Guide for 2024

As a recruiter, few things feel better than sourcing a high-quality candidate for your hiring manager. However, it’s difficult (to say the least) to accurately predict which applicants have the abilities to do the job well, will fit into the company culture, and ultimately be able to make an impact on the team.

Unless…you’ve already integrated pre-employment tests into your hiring process or are currently figuring out how to do so. Oh, what is pre-employment skills testing? You’re about to find out!

TL;DR — Key Takeaways

Pre-employment testing offers a standardized, data-backed way to evaluate job applicants’ core competencies, role-specific skills, personality traits, and general cognitive abilities . 

Unlike traditional screening methods, standardized tests are scientifically more likely to predict job performance and employee engagement . Skills tests also allow companies to attract applicants from a broader talent pool and prioritize people with the right skills rather than credentials.  

Pre-employment tests help recruiters filter candidates who lack the right skills for the role and shortlist the best candidates faster. Other advantages include deeper talent insights, better candidate experience , faster new employee onboarding, and operational cost savings. 

Popular types of pre-employment skills tests include technical skills tests, soft skills assessments, cognitive ability tests, competency assessments, emotional intelligence tests, language proficiency tests, and risk tests. 

Different types of skills tests serve different purposes in your recruitment cycle . Basic tests help pre-screen candidates, while advanced role-based assignments and personality tests can help with candidate shortlisting and selection. 

What is pre-employment testing?

Pre-employment testing (sometimes referred to as a pre-hire assessment) is a standardized measure for evaluating a candidate’s abilities. Pre-employment tests help assess skills, competencies, personality, and other aptitudes to determine their fit for the role. 

Unlike resumes and pre-screen interviews, pre-employment assessments offer more objectivity (thanks to comparable scores or consistent rating systems) and promote informed hiring decisions .

In other words: You get to compare people on what they know , rather than how well they market their abilities .

Why pre-employment testing works better than traditional screening methods 

Skills-based hiring may sound like a new concept born out of necessity due to the competitive, digital age we live in, but back in the 1980s, researchers were already arguing that “professionally developed cognitive ability tests are valid predictors of performance on the job and in training for all jobs,” based on a backlog analysis of over 50 years worth of employment testing data and several workforce management theories. 

Their key finding? Hiring for skills was 5x five more predictive of job performance than hiring for education and more than 2x more predictive than hiring for work experience. 

Fast forward to now, and skills-based hiring is among the top recruitment trends . A recent SHRM survey found that 56% of employers use pre-employment tests to evaluate candidates, and one in four plan to use skills assessments more often in the next five years. 

What gives? Why such a big shift towards pre-employment testing? There are several reasons, but as the workforce composition changes and more people choose alternative career paths of freelancing and gig work, portfolio careers, or apprenticeship-based programs over traditional education, standard assessment criteria may no longer provide good benchmarks for decision-making during the hiring process.

After all, when you can learn to code via an eLearning platform or master video content creation by being active on TikTok, criteria like “years of experience” or having a “relevant degree” lose their efficacy for pre-screening. 

It’s part of the reason why seven in ten US workers believe that employers should hire based on skills, rather than experience — and many companies are following the lead.

The state of Maryland , for example, eliminated degree requirements for almost 50% of positions in healthcare, skilled trades, and engineering to attract more applicants. Walmart plans to remove college degree requirements for a fraction of its corporate jobs, too. 

Moreover, skill sets evolve faster than traditional educational programs. Since 2015, the skill sets for jobs have changed by 25% , and that number is expected to double by 2027. Few curriculums also include tutoring on specific project management software or influencer marketing best practices — these are skills people learn on the job. 

The bottom line? Pre-employment tests help effectively identify people with the right skill sets, competencies, and character traits rather than impressive educational credentials, inflated accomplishments, or fake job experience on a resume. 

How we use pre-employment skills assessments to hire top talent

We don’t believe in pre-employment skills tests because they’re the “cool” thing in hiring. We believe in them because they work .

At Toggl , our parent company that includes Toggl Track, Toggl Plan, Toggl Work, and, of course, Toggl Hire (hey, that’s us!), we rely on a combination of short multi-question skills assessment tests and open-ended homework assignments to pre-screen and shortlist job candidates. 

Across all Toggl products and teams, our standard hiring process goes like this: 

Screening job knowledge test: Using pre-made questions from our test library , our hiring managers can create competency-based tests in 15 minutes or less to quickly pre-assess any number of applicants.

Cultural interview: Everyone who scored above the testing threshold gets invited to a culture-fit interview. Since we’re a mission-driven remote company, we want to hire people with similar values, working styles, and collaboration preferences. 

Homework assignment: Once the technical and cultural fit is confirmed, the shortlisted candidates will move on to a longer homework assignment. Modeling a real-life job task, such standardized assessments help us evaluate the candidates’ practical knowledge and predict job performance. 

Depending on the role, we may also opt to do asynchronous video interviews to screen for soft skills, such as critical thinking and communication, early on. Most of our roles also include a paid test day (or even a whole week), offering a realistic job preview where candidates interact with the team and show their chops in the field. 

By structuring our recruitment process around pre-employment assessments, our hiring managers spend 22 hours less on sourcing, screening, and shortlisting job applicants. We’ve hired over 150 new employees with a skills-based approach, and now help others do the same. By implementing similar practices, other companies screen candidates 80% faster and reduce time-to-hire for new tech roles by 85% . 

What are the advantages of pre-employment testing?

Pre-employment tests are a low-effort, high-impact action that boosts recruiting metrics like the number of applicants, qualified candidate rate, time-to-hire, plus candidate experience scores.  Other benefits include the following.

Data-driven hiring decisions 

With pre-employment skills testing, it’s much easier to gather objective data on candidates’ skill sets, personality traits, and cognitive abilities. With the right tool, you can automatically filter out the applicants who lack technical knowledge and move the best candidates faster through your hiring process. Pre-employment testing also helps reduce hiring bias and promotes fair hiring practices .

Extra talent insights 

Skills tests help you see more sides of the candidate, a bit like a 2D image vs. a 3D model. You get a better idea of how the candidate’s experience and skills match up to the job description and whether their personal characteristics fit with your company. Internally, they can also help you measure emerging skills gaps and the general talent market dynamics.

Better candidate interviews 

Use data from a pre-employment assessment to guide your selection of job interview questions . For example, you can focus more on evaluating the applicants’ critical thinking abilities and situational behaviors, rather than probing their job knowledge, to learn more about their behavioral traits, management styles, and interpersonal skills.

Cost savings 

Reduce the cost of bad hires and high turnover costs by increasing the likelihood of both a good fit and stronger job performance with job knowledge tests. You can also save time (and money) for the entire hiring team by reducing the time spent on resume reviews and endless job interviews. 

Better employee onboarding 

Use data from pre-employment tests to create an onboarding plan or career development plan for new hires. Help new hires be more productive faster by helping them develop the right skills needed to succeed in their role. For example, instead of shoehorning all new IT hires to complete cybersecurity training, allow candidates with strong skills to skip it to learn more about your CI/CD pipeline design.

What about the disadvantages of pre-employment testing?

Few things in life don’t have a flip side (except for chocolate chip cookies, maybe, because the flip side of cookies is still delicious). So, although applicant testing provides hiring teams with ample data for decision-making, it can also have some downsides. 

Risk of a higher candidate drop-off 

Some candidates may find standard pre-employment tests off-putting (especially if they’ve applied for similar roles and have had poor experiences with clunky tests). 

To encourage more job applications, start with a shorter pre-employment screening assessment. Time it to 15 to 30 minutes and state the duration upfront. Test primarily for hard skills and leave other types of assessments (e.g., an integrity test or personality test) for a later stage.

The cost of administering pre-employment tests 

Pre-employment tests may seem like yet another overhead cost, sure. But the real question is…can your team afford to keep wading through endless resume piles, dealing with interview scheduling conflicts, and ultimately — the cost of a bad hire? 

When we spoke to Dunja Lazic, VP of Marketing at Sked Social, she recounted when her team had to review 200 resumes and schedule over 15 screening interviews. They felt absolutely burned out by the final interview round. With Toggl Hire’s pre-employment tests, they can now screen 800 applicants in one hour , identify the best hires, and hire for new roles twice as fast !  

Candidate cheating on skills assessment tests

“But aren’t people going to ask someone else to complete pre-hire assessments or use ChatGPT?” Well, some will try. However, modern skill assessment platforms are ahead of the game and can quickly flag their behavior, saving you from a potential mis-hire. 

Toggl Hire, for example, offers various anti-cheating measures to help ensure reliable assessment results. Flag candidates for suspicious behavior that includes:

Completing several tests from the same browse

Copying and pasting the test questions

Detecting how likely it is that a test answer was generated using AI

The likelihood of cheating depends on the test you offer candidates, too. For example, popular personality questionnaires have dubitable accuracy since candidates can easily choose more favorable character traits.  Soft skills assessments or situational judgment tests, on the other hand, can help evaluate how a person thinks, acts, and behaves in different situations. 

7 common types of pre-employment tests 

Ready to incorporate more data into your hiring decisions? Here are the seven common pre-employment test types we recommend using: 

✅ Technical skills tests

✅ Soft skills assessments 

✅ Cognitive ability tests

✅ Language proficiency tests 

✅ Competency assessments 

✅ Emotional intelligence tests

✅ Risk tests

Here’s how each one can improve your hiring process.

1. Technical skills tests

Most employers use pre-employment testing to screen for technical skills. After all, you want people who can perform their job in real life, not just on their resume. 

Technical skills assessments evaluate the candidate’s knowledge and expertise in their domain. For example, you may test a software engineer’s knowledge of Java , Python , Ruby , or another programming language. Or, you might evaluate a broader technical skill set, like those required for an SEO manager or Growth Marketer role.

2. Soft skills assessments

Soft skills (or power skills as we call them) are as important as strong technical skills. Teaching a person a new technical method or project management workflow is way easier than fixing their (lack of) personal accountability or a natural tendency for non-constructive criticism.  

Soft skills assessments (sometimes called personality tests in the hiring world, although personality tests are technically a subcategory) help determine if the candidate’s personality or behavioral tendencies fit well for a particular role, and with the company culture. 

By asking situational, behavioral, and role-play-styled questions in an online test you can quantitatively evaluate applicants’ communication , problem-solving , time management , and remote work skills among others. Combine test data with real-world feedback from culture-fit interviews to get the most suitable candidates on board! 

View a sample soft skills assessment from Toggl Hire 👉 Teamwork Skills Test

3. Cognitive ability and aptitude tests

Cognitive ability tests (also called simply aptitude or IQ tests) measure a person’s ability to think, learn, reason, and apply information. These tests can measure specific abilities like:

Critical thinking

Numerical reasoning

Verbal reasoning

Logical reasoning

Mechanical reasoning

Aptitude tests help recruiters learn more about a candidate’s strengths and weaknesses and are often used in screening for mid to senior-level roles. These tests could be particularly helpful for technical roles like engineers or in roles where high-level problem solving is needed, like a project manager.

4. Language proficiency tests

As work goes global, you may be hiring remote team members internationally or looking for multi-language candidates to support your expansion to a new market. If you’re hiring for roles that require native-level fluency in one language, plus good English language skills, use a simple, standardized language test . 

Language assessments evaluate a candidate’s spoken and written proficiency in a second (or third, or fourth!) language. If you require flawless communication language skills for roles like tutors, pre-screen candidates using internationally recognized certificates like CELTA , TEFL , or TESOL for English language or DALF for French. 

5. Competency assessments 

Competency assessments measure a person’s skills, experience, and specific competencies against job requirements. They are role-specific, which is why you might see them called job knowledge tests, and help benchmark the candidate’s potential against the set hiring criteria.

For example, if you’re hiring an Account Executive , a competency skills assessment would include questions about their knowledge of the sales cycle, customer relationship management skills, and experience with specific markets and/or nurturing techniques. 

Examples of competency assessments include: 

Role-based tests : Based on the job analysis, determine the key functional competencies for the role. Use Toggl Hire’s test database to build customized competency tests for different roles. Our questions draw on expert knowledge and cover a wide range of roles — from accounting to sales and support. 

Interview-based assessment: Competency-based interviews include standardized questions for each applicant, designed to assess their core competencies , like critical thinking or analytical skills, and specific hard skills, like data analytics skills. A hiring manager then receives a scorecard and a candidate evaluation form with fleshed-out assessment criteria and ratings. 

Homework tasks: To assess the candidate’s skills in context, you can give out longer take-home assignments — a coding challenge, a client case study, a presentation demo, or any other well-scoped task. Toggl Hire provides over 500 ready-made homework templates with in-built assessment criteria to test a wide range of competencies. 

6. Emotional intelligence tests

An emotional intelligence test is a good add-on to a general soft skills assessment if hiring for managerial, executive, or senior customer-facing roles. 

Emotional Intelligence is commonly defined by four attributes: Self-management, self-awareness, social awareness, and relationship management.  Marc Brackett, Ph.D., founding director of the Yale Center for Emotional Intelligence

Test takers with a high EQ may have the same skills and job knowledge, but they’re also more likely to navigate the social complexities of the workplace better, show strong leadership qualities, and communicate effectively with diverse groups.

7. Risk tests

Some employers use pre-employment tests to weed out candidates who may not meet workplace safety criteria. These are risk assessments, and they help reduce the likelihood of poor workplace behavior that could endanger other employees’ safety and corporate operations. 

There are a few types of risk tests:

Integrity tests evaluate how likely a candidate is to follow the company’s rules and root out any counterproductive tendencies, like absenteeism or safety violations. Integrity tests are often used for entry-level positions to ensure potential employees will take responsibility for completing their tasks efficiently.

Safety assessments look at how likely a candidate will behave in a way that creates or heightens the risk for themselves or their coworkers. While this isn’t a personality test, the test results of a safety assessment are crucial to the hiring decision for high-risk workplaces.

Physical ability tests determine if a person meets the physical requirements of a job. While not always relevant, especially as more companies go remote, physical ability tests are relevant for very physical work like jobs in construction or firefighting.

Background checks are a type of risk test, but they can be very costly to implement in the hiring process. Luckily, integrity tests can be an even more effective solution as they often uncover a broader range of unproductive or unethical behaviors.

How to decide which type of pre-employment assessments to use

Pre-employment assessment tests work best when you use a combination of them. Combine role-based aptitude tests with more specific questions about the candidate’s numerical reasoning, problem-solving, or good critical-thinking skills, for example. 

Ultimately, your choice of tests will depend on the ideal candidate profile you’ve created for the job description and role you’re hiring for. General cognitive ability may be key for an entry-level role, while specific skills in marketing, sales, or engineering are essential for others. 

Here are a few things to consider as you compare common pre-employment tests:

• Role Seniority: Junior roles attract more applicants, meaning you’ll want to pre-screen candidates fast for basic proficiencies. Senior roles require more prolific skills, stronger situational judgment, and high emotional intelligence, especially for managerial positions.
• Job Requirements: Match skills tests to the required core competencies and knowledge of specific tools, processes, and technologies.
• Test Duration: Vary the test length to avoid candidate fatigue and high drop-off rates. Limit pre-screen test duration to 30 minutes (or less) and open-ended assignments to one hour.
• Scientific Validity:  Avoid using tests with questionable research validity (especially personality tests), as these further perpetuate hiring bias.
• Degree of Customization:  To get better results, use customizable pre-assessments, rather than a general aptitude test or broad cognitive assessments. Unless you’re hiring strong generalists, create questions to test role-specific skills and competencies.
• Feedback Mechanism:  Choose pre-employment screening tests that provide instant feedback to elevate the candidate experience. For example, 4 out of 5 applicants love Toggl Hire for immediate scores and quick updates on their application status.
• Hiring Laws and Regulations: All administered pre-employment tests must comply with anti-discrimination guidelines. Ensure the tests don’t disadvantage any group and that they promote a diverse and inclusive workplace.

Example of implementing pre-hire assessments

Let’s say you’re just starting the hiring process for a junior UI developer and a senior full-stack developer.

For the junior role, a good mix of tests could include a programming skills test (adjusted to their level of knowledge) with some probing questions about their general mental ability. Give candidates with good potential a fair shot. 

Starting with a basic, short technical skills assessment can help you whittle down the applicant pool quickly. Then, invite the best candidates to do a structured interview (to check their communication and problem-solving skills) and consider doing extra interviews if you still have doubts. 

For the senior role, you’ll want to drill down further into the candidate’s skills from the start. Combine a basic pre-employment test with an open-ended coding assignment to evaluate a broader scope of skills. 

Next, you could add an asynchronous video interview — a pre-recorded video Q&A that candidates create, sharing more info about their skills, experiences, and knowledge. Video interviews are a great way to screen candidates for initial culture fit and emotional intelligence.

If the senior role assumes managerial duties, add a behavioral interview to evaluate the candidates’ situational judgment, communication skills, and overall people management skills . 

Where do pre-employment assessments fit in the recruitment process?

As you’ve learned by now, skills assessments have many use cases . But too much choice often breeds confusion. To avoid alienating candidates with multiple tests (and making your job harder than it should be), here’s how to slot pre-employment tests into your hiring process.

Candidate screening

Identify qualified candidates faster at the beginning of the hiring process through short, standardized tests designed to evaluate the applicants’ core competencies and aptitude for the role. 

Examples of candidate screening tests: Cognitive ability tests, role-based job knowledge tests, language proficiency pre-employment assessments, and technical skill assessments

Candidate shortlisting 

Use a combination of open-ended assignments and structured interviews to get extra data for decision-making. Reduce bias by focusing on candidates’ abilities and character values, which predict future job performance. 

Examples of shortlisting tests: Soft skills and personality assessments, homework assignments, and async video interviews.

Candidate selection 

Get the final proof of “fit” and competency by evaluating the candidates’ skills in action with job simulations that represent real-world tasks and challenges in their new role.  

Examples of candidate selection methods: Culture fit interview , live exercise, role-play, and paid test days.

Try a pre-employment assessment with Toggl Hire

Pre-employment testing is a much more modern, fair, efficient, and engaging way to screen candidates for qualifications. Skills tests specifically up the recruitment process and enable data-driven hiring and smarter HR decisions.

With Toggl Hire, you’ve got hundreds of pre-employment tests available to help you evaluate candidates’ cognitive abilities, core competencies, job knowledge, interpersonal skills, emotional intelligence, language proficiency, and many other skills at every stage of your recruitment process.

Don’t just take our word for it, though. See why we love pre-employing skills testing and create a sample assessment using questions from our skills test library ! It’s free…so you have no reason not to . 👀

Elena is a freelance writer, producing journalist-style content that doesn’t leave the reader asking “so what." From the future of work to the latest technology trends, she loves exploring new subjects to produce compelling and culturally relevant narratives for brands. In her corporate life, Elena successfully managed remote freelance teams and coached junior marketers.

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Critical Thinking test

By 123test team . Updated May 12, 2023

Critical Thinking test reviews

This Critical Thinking test measures your ability to think critically and draw logical conclusions based on written information. Critical Thinking tests are often used in job assessments in the legal sector to assess a candidate's  analytical critical  thinking skills. A well known example of a critical thinking test is the Watson-Glaser Critical Thinking Appraisal .

Need more practice?

Score higher on your critical thinking test.

The test comprises of the following five sections with a total of 10 questions:

• Analysing Arguments
• Assumptions
• Interpreting Information

Instructions Critical Thinking test

Each question presents one or more paragraphs of text and a question about the information in the text. It's your job to figure out which of the options is the correct answer.

Below is a statement that is followed by an argument. You should consider this argument to be true. It is then up to you to determine whether the argument is strong or weak. Do not let your personal opinion about the statement play a role in your evaluation of the argument.

Statement: It would be good if people would eat vegetarian more often. Argument: No, because dairy also requires animals to be kept that will have to be eaten again later.

Is this a strong or weak argument?

Strong argument Weak argument

Statement: Germany should no longer use the euro as its currency Argument: No, because that means that the 10 billion Deutschmark that the introduction of the euro has cost is money thrown away.

Overfishing is the phenomenon that too much fish is caught in a certain area, which leads to the disappearance of the fish species in that area. This trend can only be reversed by means of catch reduction measures. These must therefore be introduced and enforced.

Assumption: The disappearance of fish species in areas of the oceans is undesirable.

Is the assumption made from the text?

Assumption is made Assumption is not made

As a company, we strive for satisfied customers. That's why from now on we're going to keep track of how quickly our help desk employees pick up the phone. Our goal is for that phone to ring for a maximum of 20 seconds.

Assumption: The company has tools or ways to measure how quickly help desk employees pick up the phone.

• All reptiles lay eggs
• All reptiles are vertebrates
• All snakes are reptiles
• All vertebrates have brains
• Some reptiles hatch their eggs themselves
• Most reptiles have two lungs
• Many snakes only have one lung
• Cobras are poisonous snakes
• All reptiles are animals

Conclusion: Some snakes hatch their eggs themselves.

Does the conclusion follow the statements?

Conclusion follows Conclusion does not follow

(Continue with the statements from question 5.)

Conclusion: Some animals that lay eggs only have one lung.

In the famous 1971 Stanford experiment, 24 normal, healthy male students were randomly assigned as 'guards' (12) or 'prisoners' (12). The guards were given a uniform and instructed to keep order, but not to use force. The prisoners were given prison uniforms. Soon after the start of the experiment, the guards made up all kinds of sentences for the prisoners. Insurgents were shot down with a fire extinguisher and public undressing or solitary confinement was also a punishment. The aggression of the guards became stronger as the experiment progressed. At one point, the abuses took place at night, because the guards thought that the researchers were not watching. It turned out that some guards also had fun treating the prisoners very cruelly. For example, prisoners got a bag over their heads and were chained to their ankles. Originally, the experiment would last 14 days. However, after six days the experiment was stopped.

The students who took part in the research did not expect to react the way they did in such a situation.

To what extent is this conclusion true, based on the given text?

True Probably true More information required Probably false False

(Continue with the text from 'Stanford experiment' in question 7.)

The results of the experiment support the claim that every young man (or at least some young men) is capable of turning into a sadist fairly quickly.

• A flag is a tribute to the nation and should therefore not be hung outside at night. Hoisting the flag therefore happens at sunrise, bringing it down at sunset. Only when a country flag is illuminated by spotlights on both sides, it may remain hanging after sunset. There is a simple rule of thumb for the time of bringing down the flag. This is the moment when there is no longer any visible difference between the individual colors of the flag.
• A flag may not touch the ground.
• On the Dutch flag, unless entitled to do so, no decorations or other additions should be made. Also the use of a flag purely for decoration should be avoided. However, flag cloth may be used for decoration - for example in the form of drapes.
• The orange pennant is only used on birthdays of members of the Royal House and on King's Day. The orange pennant should be as long or slightly longer than the diagonal of the flag.

Conclusion: One can assume that no Dutch flag will fly at government buildings at night, unless it is illuminated by spotlights on both sides.

Does the conclusion follow, based on the given text?

(Continue with the text from 'Dutch flag protocol' in question 9.)

Conclusion: If the protocol is followed, the orange pennant will always be longer than the horizontal bands/stripes of the flag.

Please answer the questions below. Not all questions are required but it will help us improve this test.

My educational level is

-- please select -- primary school high school college university PhD other

Critical thinking test: Pre-employment skills assessment for hiring the best candidates

Summary of the critical thinking test.

This online critical thinking screening test evaluates candidates’ skills in critical thinking through inductive and deductive reasoning problems. This pre-employment skills test will help you identify candidates who can evaluate information and make sound judgments using analytical skills.

Covered skills

Analyzing syllogisms

Making inferences

Recognizing assumptions

Weighing arguments

Use the Critical thinking test to hire

Any role that involves a high degree of critical and independent thinking to solve complex problems, such as analysts, executive positions, legal roles, computer and data scientists, among others.

About the Critical thinking test

Effective critical thinking requires the ability to actively and skillfully conceptualize, apply, analyze, synthesize, and evaluate information to make a judgment or formulate an innovative solution. Employees with strong critical thinking skills can solve issues skillfully and independently and devise new approaches to complex problems using analytical skills.

This Critical Thinking test evaluates candidates’ abilities to solve syllogisms through deductive reasoning, to interpret sequences and arrangements and draw sound conclusions, to assess cause and effect relationships, and to recognize assumptions. The test presents candidates with single or multiple statements and asks them to analyze the information and use logic to identify the right answer.

If you are looking for candidates who think independently, solve complex problems, and generate innovative solutions, this is the right test. This is a great test to include to check candidates' overall analytical skills.

The test is made by a subject-matter expert

Testgorilla assessment team.

TestGorilla's Assessment Team is responsible for the delivery of leading edge, science-based measurement, assessment content, insights and innovation. The team is comprised of organizational psychologists, data scientists, psychometricians, academics, researchers, writers, and editors. Collectively, the Assessment Team boasts more than 15 advanced degrees, more than 100 scientific publications and presentations, and almost 100 years of assessment and talent acquisition industry experience.

Crafted with expert knowledge

TestGorilla’s tests are created by subject matter experts. We assess potential subject-matter experts based on their knowledge, ability, and reputation. Before being published, each test is peer-reviewed by another expert, then calibrated using hundreds of test takers with relevant experience in the subject.

Our feedback mechanisms and unique algorithms allow our subject-matter experts to constantly improve their tests.

What our customers are saying

TestGorilla helps me to assess engineers rapidly. Creating assessments for different positions is easy due to pre-existing templates. You can create an assessment in less than 2 minutes. The interface is intuitive and it’s easy to visualize results per assessment.

VP of engineering, mid-market (51-1000 FTE)

Any tool can have functions—bells and whistles. Not every tool comes armed with staff passionate about making the user experience positive.

The TestGorilla team only offers useful insights to user challenges, they engage in conversation.

For instance, I recently asked a question about a Python test I intended to implement. Instead of receiving “oh, that test would work perfectly for your solution,” or, “at this time we’re thinking about implementing a solution that may or may not…” I received a direct and straightforward answer with additional thoughts to help shape the solution.

I hope that TestGorilla realizes the value proposition in their work is not only the platform but the type of support that’s provided.

For a bit of context—I am a diversity recruiter trying to create a platform that removes bias from the hiring process and encourages the discovery of new and unseen talent.

Chief Talent Connector, small business (50 or fewer FTE)

Use TestGorilla to hire the best faster, easier and bias-free

Our screening tests identify the best candidates and make your hiring decisions faster, easier, and bias-free.

Learn how each candidate performs on the job using our library of 400+ scientifically validated tests.

Test candidates for job-specific skills like coding or digital marketing, as well as general skills like critical thinking. Our unique personality and culture tests allow you to get to know your applicants as real people – not just pieces of paper.

Give all applicants an equal, unbiased opportunity to showcase their skills with our data-driven and performance-based ranking system.

With TestGorilla, you’ll get the best talent from all walks of life, allowing for a stronger, more diverse workplace.

Our short, customizable assessments and easy-to-use interface can be accessed from any device, with no login required.

Add your company logo, color theme, and more to leave a lasting impression that candidates will appreciate.

Watch what TestGorilla can do for you

Create high-quality assessments, fast.

Building assessments is a breeze with TestGorilla. Get started with these simple steps.

Building assessments is quick and easy with TestGorilla. Just pick a name, select the tests you need, then add your own custom questions.

You can customize your assessments further by adding your company logo, color theme, and more. Build the assessment that works for you.

Send email invites directly from TestGorilla, straight from your ATS, or connect with candidates by sharing a direct link.

Have a long list of candidates? Easily send multiple invites with a single click. You can also customize your email invites.

Discover your strongest candidates with TestGorilla’s easy-to-read output reports, rankings, and analytics.

Easily switch from a comprehensive overview to a detailed analysis of your candidates. Then, go beyond the data by watching personalized candidate videos.

View a sample report

The Critical thinking test will be included in a PDF report along with the other tests from your assessment. You can easily download and share this report with colleagues and candidates.

Why a Critical thinking test is important

A critical-thinking test evaluates applicants’ skills through two forms of reasoning: deductive and inductive. This test will help you find the candidates who make great decisions based on analytical thinking from the information they have at their disposal.

And that’s what critical thinking is: Taking in limited information, analyzing it, figuring out the best possible course, and then taking action. Candidates with these skills will carefully look at the pros and cons, advantages and disadvantages, strengths and weaknesses, and then make a decision with all the data and information in mind.

In a business setting, this can be the difference between one employee who is on their way to a promotion and another who can’t seem to close a sale.

And critical thinking has many applications in the business environment.

Critical thinking in the workplace

There are many ways in which an employee can use critical thinking in the workplace. Here are some situations where a candidate with great critical-thinking skills could make a difference.

• Sales . People with great critical-thinking skills can really amplify their sales results. When talking with potential clients, they can use their critical-thinking skills to handle any objections that the prospect might have and influence them to make a buying decision.

•  Marketing . Candidates with critical-thinking skills would use them to create marketing campaigns that send a message in a creative way, staying within their budget but reaching a wider audience because of the way the message is conveyed. And on top of that, candidates with great critical-thinking skills will take input from their team members to get more information before making a decision.

• Product development . Critical-thinking skills are essential in the product development team because the employees who work here have to figure out how to create new features and benefits for a product so that it appeals to their customers.

•  HR . When conducting a performance review or an exit interview, a person with critical-thinking skills will handle both instances better than someone without. When doing a performance review, they will ask probing questions to figure out why the team member didn’t hit their goals – or even better, they will work out why the employee achieved their targets with ease. In an exit interview, they will know how to ask the right questions of the individual leaving the organization to get the most important information.

Critical-thinking competencies for candidates

A candidate with critical-thinking skills will have a number of competencies:

• Observation skills : Candidates with critical-thinking skills will be observant. They will always try to get information. Sometimes, they will have people tell them the information, but they will also observe their environment and the people around them.

•  Analysis : When they observe their environment and the people in it, they are able to analyze the data and the situation at hand. They can use analysis in a new situation that requires fast thinking, but they can also slow down and analyze situations by asking questions and carrying out research. They know the importance of data so they try to analyze it as thoroughly as possible with the time they have at their disposal.

• Decide : After observing and analyzing the data, it’s time to make a decision. This decision will always be based on partial data, but the candidate will be sure to analyze every piece of information they have so that the decision is based on the data.

• Communication : A great critical thinker also knows the importance of communicating their decisions to those around them. Critical thinking produces decisions and people with this skill know that they need to explain their position to others.

• Problem-solving : Problem-solving is all about execution. After the candidate has observed, analyzed, decided, and communicated their decision, it’s time to implement the solution. Even though the decision won’t always produce the desired results, it will be the right decision if the candidate took into account all the information they had before making it.

What happens when a candidate doesn’t have critical-thinking skills

Critical-thinking skills require candidates to slow down, take a breath, and analyze a situation to come up with the best possible solution to it.

A candidate with fewer critical-thinking skills will jump to a conclusion without taking into consideration the data or information at hand. This can create quite a lot of turmoil in the workplace. Not only that, but this kind of behavior can create a lot of problems when dealing with customers and clients.

For example, if a client doesn’t answer their emails for a couple of days because they are in the middle of negotiations, a candidate with no critical-thinking skills might rush to send an email to the customer demanding an answer. This could create a bad experience for the potential client, resulting in the breakdown of negotiations.

On the other hand, a candidate with critical-thinking skills will slow down and wait for a little while because there could be a number of reasons why somebody has not responded to their email for a couple of days.

How the critical-thinking test can help recruiters hire

The critical-thinking test can help recruiters hire people who have this skill. Including it in an assessment provides bias-free, objective, numerical results that can be used to identify the top candidates for your hiring manager to interview.

With a pre-employment test, you can prevent the bias that creeps in during the CV screening process. Not only that but giving your candidates a critical-thinking test is simple and fast: whether your hiring manager has 50 or 300 applicants, they can send the test to all of them with a single click.

Critical-thinking skills are essential for any business environment. To properly evaluate them, you should give your candidates a critical-thinking test. TestGorilla’s science-backed critical-thinking test enables you to rank your applicants according to who performs best, based on fair, objective, bias-free results. So be sure to use a pre-employment critical-thinking test to assess the critical skills of all your candidates at the start of your hiring process.

An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized video.

Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.

A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now."

Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here .

Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.

Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive help center .

It depends! We offer five free tests, or unlimited access to our library of 400+ tests with the price based on your company size. Find more information on our pricing plans here , or speak to one of our sales team for your personalized demo and learn how we can help you revolutionize hiring today.

Yes. You can add up to five tests to each assessment.

We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email.

TestGorilla replaces traditional resume screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.

We offer the following cognitive ability tests : Numerical Reasoning, Problem Solving, Attention to Detail, Reading Comprehension, and Critical Thinking.

Our cognitive ability tests allow you to test for skills that are difficult to evaluate in an interview. Check out our blog on why these tests are so useful and how to choose the best one for your assessment.

Related tests

Computational thinking, basic math calculations, mechanical reasoning, understanding instructions, attention to detail (visual), intermediate math, basic triple-digit math, basic double-digit math, attention to detail (textual), problem solving.

Critical Thinking Test

The Critical Thinking Test for employment assesses a candidate's ability to recognize assumptions, identify inconsistencies in reasoning, evaluate arguments, predict possible outcomes of a decision and make an objective decision. This pre-employment critical thinking test is used by recruiters to screen candidates for roles that require strong decision making abilities.

Screen candidates with a 35 mins test

• 14 Critical Thinking MCQs

Use Adaface tests trusted by recruitment teams globally

Adaface is used by 1500+ businesses in 80 countries.

Adaface skill assessments measure on-the-job skills of candidates, providing employers with an accurate tool for screening potential hires.

Use the Critical Thinking Assessment Test to shortlist qualified candidates

The Critical Thinking Test helps recruiters and hiring managers identify qualified candidates from a pool of resumes, and helps in taking objective hiring decisions. It reduces the administrative overhead of interviewing too many candidates and saves time by filtering out unqualified candidates at the first step of the hiring process.

The test screens for the following skills that hiring managers look for in candidates:

• Able to think critically and analyze complex problems
• Skilled in logical reasoning and making valid deductions
• Proficient in lateral thinking and generating creative solutions
• Strong problem-solving skills and ability to propose effective solutions
• Excellent aptitude for understanding and interpreting data
• Ability to identify patterns and make connections between different concepts
• Capacity to evaluate arguments and identify flaws in reasoning
• Strong analytical skills for assessing information and making informed decisions
• Proficient in identifying assumptions and evaluating their validity
• Ability to think critically under time constraints and make sound judgments
• Aptitude for integrating information from multiple sources to develop cohesive insights
• Skilled in evaluating evidence and drawing logical conclusions
• Ability to think creatively and outside-the-box to solve complex problems
• Proficient in analyzing situations from multiple perspectives to gain deeper insights

Screen candidates with the highest quality questions

We have a very high focus on the quality of questions that test for on-the-job skills. Every question is non-googleable and we have a very high bar for the level of subject matter experts we onboard to create these questions. We have crawlers to check if any of the questions are leaked online. If/ when a question gets leaked, we get an alert. We change the question for you & let you know.

These are just a small sample from our library of 15,000+ questions. The actual questions on this Critical Thinking Test will be non-googleable.

Test candidates on core Critical Thinking Hiring Test topics

Aptitude : Aptitude refers to a person's natural ability to comprehend and solve problems. In the context of this test, aptitude is measured to assess candidates' analytical and numerical reasoning skills, which are vital for roles requiring data analysis, critical decision-making, and problem-solving.

Logical Reasoning : Logical reasoning is the ability to think logically and systematically, making sound judgments based on given facts and principles. Evaluating candidates' logical reasoning skills helps measure their ability to identify patterns, draw conclusions, and solve complex problems methodically.

Lateral Thinking : Lateral thinking involves unconventional and innovative ways of solving problems by thinking outside the box. Assessing candidates' lateral thinking skills provides insight into their ability to approach challenges creatively, generate novel ideas, and find unique solutions that may not be immediately apparent.

Problem-solving : Problem-solving is the process of identifying, analyzing, and resolving challenges or obstacles. In this test, measuring candidates' problem-solving skills enables recruiters to gauge their ability to identify problems, generate effective solutions, and apply critical thinking to overcome difficulties.

Make informed decisions with actionable reports and benchmarks

Screen candidates in 3 easy steps, pick a test from over 500+ tests.

The Adaface test library features 500+ tests to enable you to test candidates on all popular skills- everything from programming languages, software frameworks, devops, logical reasoning, abstract reasoning, critical thinking, fluid intelligence, content marketing, talent acquisition, customer service, accounting, product management, sales and more.

Invite your candidates with 2-clicks

You can invite candidates by adding their email address with 2 simple clicks or send them a public link to complete the test. To invite candidates in bulk, you can add a list of email addresses or upload a CSV file.

You can also edit the invite email template to match your employer brand.

Make informed hiring decisions

As soon as a candidates completes the test, you receive an email notification and a link to their report. The report analyses their performance on a question-level and category-level to give you a sense of their strengths and weaknesses.

The report comes with an overall pass/ fail recommendation and industry benchmarks to help you make an informed decision.

Try the most advanced candidate assessment platform

Chatgpt protection, non-googleable questions, web proctoring, ip proctoring, webcam proctoring, mcq questions, coding questions, typing questions, personality questions, custom questions, ready-to-use tests, custom tests, custom branding, bulk invites, public links, ats integrations, multiple question sets, custom api integrations, role-based access, priority support, gdpr compliance.

Pick a plan based on your hiring needs

The most advanced candidate screening platform. 14-day free trial. No credit card required.

With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!

Brandon Lee, Head of People, Love, Bonito

It's very easy to share assessments with candidates and for candidates to use. We get good feedback from candidates about completing the tests. Adaface are very responsive and friendly to deal with.

Kirsty Wood, Human Resources, WillyWeather

We were able to close 106 positions in a record time of 45 days! Adaface enables us to conduct aptitude and psychometric assessments seamlessly. My hiring managers have never been happier with the quality of candidates shortlisted.

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We evaluated several of their competitors and found Adaface to be the most compelling. Great library of questions that are designed to test for fit rather than memorization of algorithms.

Swayam Narain, CTO, Affable

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Abstract Reasoning Test

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Cognitive Ability Test Guide: Take Free Practice Tests Online

What is the cognitive ability test.

Cognitive tests measure a candidate’s thinking abilities, including, reasoning, perception, memory, problem-solving skills, and verbal reasoning. They are usually used by potential employers to assess an applicant’s thinking abilities.

The questions featured in these tests tend to include verbal analogies, arithmetic calculations, spatial relations number series puzzles, comprehension, and reading comprehension. Cognitive ability tests are notoriously tricky, as they often come with harsh time-limits and specific question types. Yet, rest assured, through practice it is possible to familiarize yourself with the types of questions featured on these tests and to improve your speed.

Here’s our 3-step easy to follow formula to ace any cognitive ability test:

• Read this short guide to learn everything related to cognitive ability tests.
• Take our online practice tests to assess your knowledge.
• Take our Rapid Cognitive Ability Course Online to increase your score.

Take the Free Cognitive Ability Practice Test

Quick facts on cognitive ability tests.

• Cognitive Ability tests mainly have multiple-choice format.
• Cognitive tests usually consist of verbal, numerical, abstract and logical tests.
• Questions from many topics will be included in the test, for example verbal, logical, etc.
• A single question may not be about one single topic.
• There are typically many questions that need to be answered in a very short time.
• Applicants are not required to complete these exams in their entirety.
• The content of the tests is generally not hard, however, the time constraints and the changing between subjects makes the tests difficult.

That’s why Prepterminal’s Cognitive Ability Test Prep Course is designed to get you top results in no time. With the course, you’ll benefit from learning the following: time management, a detailed strategy, question preparation and tips on approaching the test with confidence.

What topics are included in Cognitive Ability Tests?

In this part, you’ll learn about what topics are included in most of the cognitive ability tests.

Numerical Reasoning

• Basic Numeracy: Undertaker basic math – 4 operations (subtraction, addition, division, multiplication), averages, fractions, and ratios.
• Word problems: Study and solve mathematical questions given in text format.
• Number series: Discover and follow patterns in a specific list of numbers.

Verbal Reasoning

• Vocabulary: Show your knowledge of the definitions and usages of various words.
• Analogies: Discover relationships between two words and apply this relationship to an additional word.

Abstract Reasoning

• Odd One Out: Choose which shape doesn’t fit in a specific set.
• Next in Series: Discover a progression pattern of shapes and find out which shape is next.
• Matrices: Similar to ‘next in series’, but rather in a two-dimensional matrix format.
• Analogies: Discover the relationship between a certain pair of shapes and apply this knowledge to another shape.

Logical Reasoning

• Syllogisms: Come up with a conclusion from a certain number of premises.
• Deduction and Conclusions: ‘Syllogisms’ in reverse – use the necessary information to form a certain conclusion.
• Seating Arrangements: Discover the order of various elements in keeping with a given set of rules.

Sometimes test takers confuse Cognitive Ability tests with Cognitive Skills tests. Cognitive Ability tests mesure your general intelegence, your ability to learn and apply new skills. And Cognitive Skills tests are designed to find out if math and verbal career training programmes are necessary for entry-level roles. This exam will inform your future employer about where best to put you within the company structure.

Cognitive Ability Test Scores

Let’s take a look at cognitive ability test scores terminology:

1. Raw score

2. subscores, 3. percentile score, 4. stanine score, 5. norm group.

A norm group is a sample of pre-tested candidates who have a specific characteristic in common and whose scores were aggregated to develop a benchmark. Norm groups can be divided by industry, geography, profession and the like. An example of a norm group could be the population of employed managers.

Is there a cut-off score for all cognitive ability tests? In short, no. Firstly, all test providers have unique score distributions. Thus, when you are looking to find a cut-off score for your own test, ensure that you are examining the data that relates to your own assessment.

Secondly, a cut-off score or target score varies according to the employer’s recruiting decisions and thus the job position you are applying for.

6. Negative scoring

Most cognitive ability tests do not take off points for incorrect answers or blank answers. It is thus better to take an educated guess, than to leave a question blank.

Make sure you get a top score on your cognitive ability test. Maximize your test score PrepTerminal’s cognitive ability prep course today!

Rapid Cognitive Ability Course

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Most Popular Cognitive Ability Tests Employers Usually Use

There are several Cognitive Ability Tests, that employers might require to pass. Here we have collected the most popular Cognitive Ability Tests. Take a look at our separate guides to be aware of each test in detail:

• The Wonderlic Test
• Predictive Index Cognitive Assessment
• Criteria Cognitive Aptitude Test (CCAT)
• Cubiks Logic

Frequently Asked Questions

Can i bring and use a calculator.

While some exams let you use a calculator for numerical questions, the majority of cognitive ability tests don’t.

Bear this in mind when you practice, and try to do the calculations in your head.

Should I just guess if I don’t know an answer?

Skipping a question depends on the manner in which the exam is scored. It depends if points are taken off for incorrect answers.

If they are deducted – you shouldn’t guess, and just skip the question. If they aren’t – you should take a guess and then move on to the subsequent question.

Can I go back and answer a question that I missed?

This changes from test to test. Make sure you read the instructions well on your test day. The instructions will tell you if you can go back and answer a question you skipped.

If you read that you can’t go back then you need to address each question as they are presented.

If you are allowed to go back, you can choose, for example, to answer all the questions you know best first, and only then go back and answer the questions you are not sure about.

Will I have enough time to answer all the exam questions?

Most people don’t complete the entire test in the given amount of time. This is primarily due to the fact that typically there are a lot of questions that need to be answered in a short time frame.

It is very rare for applicants to not only answer all of the questions, but also to answer them accurately. Make sure you focus on quality and not quantity.

Created by: Matthew Appleyard

Psychometric tutor, prepterminal test expert, 1826 students, 4.6 , 268 reviews.

I’m Matthew Appleyard, Prepterminal’s Cognitive Ability Expert. Any questions about the course? Let me know at [email protected]

The AI-Powered Talent Assessment Tool – See Testlify in action

The ai-powered talent assessment tool – view demo, critical thinking test, overview of critical thinking test.

A critical thinking test establishes a candidate's ability to evaluate an argument and reach a conclusion logically. candidates must analyze a situation, identify underlying assumptions, formulate hypotheses, and assess arguments in the test.

Skills measured

Strengthening the argument, weakening the argument, facts, inferences & judgements, assumptions, available in.

Situational Judgement

Intermediate

About the Critical Thinking test

A critical thinking test establishes a candidate's ability to evaluate an argument and reach a conclusion logically. Candidates must analyze a situation, identify underlying assumptions, formulate hypotheses, and assess arguments in the test. Critical thinking is a fundamental element of overall aptitude, and it is evident in intellect and the potential to think logically. Recruiters across the industry are looking for candidates who exhibit critical thinking ability and problem-solving skills. The critical thinking test assesses candidates' capability of problem-solving wisely. Necessary thinking tests gauge candidates who think quickly, clearly, and logically. The test helps identify the potential candidates with the capacity to assess various points of view, spot errors or contradictions in reasoning, foresee the outcomes of decisions, and ultimately make wise choices. Critical thinking tests prevent instinctual bias and opinions. With many accessible tests suiting different industries, many top-level jobs are likely to include critical thinking assessments as part of the hiring process. These tests help hire managers, professionals, and graduates and are prevalent in the legal and banking sectors.

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Strengthening the Argument is a crucial skill in Critical Thinking as it helps individuals build a more compelling and persuasive case for their position. By providing evidence, examples, and logical reasoning to support their claims, individuals can enhance the credibility and validity of their arguments. Strengthening the Argument also allows individuals to anticipate and address potential counterarguments, ultimately making their position more resilient and convincing. This skill enables individuals to present their ideas more effectively, engage in constructive debates, and make more informed decisions.

Weakening the Argument skill in Critical Thinking involves identifying flaws or weaknesses in an argument in order to undermine its credibility or persuasiveness. This skill is crucial in evaluating the strength of arguments and making informed decisions based on sound reasoning. By critically analyzing and challenging the assumptions, evidence, and logic presented in an argument, individuals can better assess its validity and reliability. Weakening the Argument skill helps individuals avoid being misled by faulty reasoning and allows them to effectively counter weak or flawed arguments in discussions or debates.

Here the candidate is expected to evaluate a series of conclusions about the information provided. It is not applicable if the candidate cannot infer the statement from the provided facts. Instead of concluding based on prior knowledge, the candidate must establish their response to the information offered.

You are provided a flow of information in these questions, followed by a possible conclusion. You must assume that the provided information is accurate, then determine if the suggested decision follows logically and without a moment of doubt.

Determining if an assumption is valid is a critical element of critical thinking. An assumption question will consist of a statement and several beliefs, and you must specify whether or not you have made an assumption.

The Critical Thinking test is created by a subject-matter expert

Testlify’s skill tests are designed by experienced SMEs (subject matter experts). We evaluate these experts based on specific metrics such as expertise, capability, and their market reputation. Prior to being published, each skill test is peer-reviewed by other experts and then calibrated based on insights derived from a significant number of test-takers who are well-versed in that skill area. Our inherent feedback systems and built-in algorithms enable our SMEs to refine our tests continually.

Key features

Why choose testlify.

Elevate your recruitment process with Testlify, the finest talent assessment tool. With a diverse test library boasting 1000+ tests, and features such as custom questions, typing test, live coding challenges, Google Suite questions, and psychometric tests, finding the perfect candidate is effortless. Enjoy seamless ATS integrations, white-label features, and multilingual support, all in one platform. Simplify candidate skill evaluation and make informed hiring decisions with Testlify.

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Top five hard skills interview questions for Critical Thinking

Here are the top five hard-skill interview questions tailored specifically for Critical Thinking. These questions are designed to assess candidates’ expertise and suitability for the role, along with skill assessments.

1. Can you provide an example of a complex problem you solved using critical thinking skills?

Why this matters.

Critical thinking is essential for solving complex problems. This question helps assess the candidate's ability to apply critical thinking skills in real-world situations.

What to listen for?

Listen for the candidate to describe a specific complex problem, the critical thinking skills they used to solve it, and the outcome of the solution. Look for evidence of the candidate's ability to analyze, evaluate, and interpret information to arrive at a solution.

2. How do you evaluate information and sources to determine their credibility?

Critical thinking requires the ability to evaluate information and sources to determine their credibility. This question helps assess the candidate's ability to evaluate information.

Listen for the candidate to describe a process for evaluating the credibility of information and sources, including factors such as authority, accuracy, currency, and relevance. Look for evidence of the candidate's ability to apply critical thinking to evaluate information.

3. Can you explain how you identify and analyze assumptions in a given scenario?

Identifying and analyzing assumptions is a critical thinking skill that helps in problem-solving. This question helps assess the candidate's ability to identify and analyze assumptions.

Listen for the candidate to describe a process for identifying and analyzing assumptions, including identifying implicit assumptions, testing assumptions, and evaluating their validity. Look for evidence of the candidate's ability to apply critical thinking to identify and analyze assumptions.

4. Can you describe a time when you used critical thinking to make a difficult decision?

Critical thinking is necessary for making difficult decisions. This question helps assess the candidate's ability to apply critical thinking to make decisions.

Listen for the candidate to describe a specific difficult decision, the critical thinking skills they used to make the decision, and the outcome of the decision. Look for evidence of the candidate's ability to analyze, evaluate, and interpret information to arrive at a decision.

5. Can you describe a time when you identified a problem and implemented a solution that resulted in significant cost savings?

Critical thinking is important for identifying problems and implementing cost-saving solutions. This question helps assess the candidate's ability to apply critical thinking to solve problems and implement solutions.

Listen for the candidate to describe a specific problem they identified, the critical thinking skills they used to implement a solution, and the resulting cost savings. Look for evidence of the candidate's ability to apply critical thinking to identify problems, develop solutions, and implement changes.

Frequently asked questions (FAQs) for Critical Thinking Test

1. what is critical thinking assessment.

The critical thinking assessment evaluates candidates’ skills in critical thinking through inductive and deductive reasoning problems.

2. How to use the Critical Thinking assessment for hiring?

Critical Thinking assessment helps recruiters to hire potential candidates who can skillfully conceptualize, apply, analyze, synthesize, and evaluate information to make a judgment.

3. What roles can I use the Critical Thinking assessment for?

Executive Positions Analysts Data Scientists Research Scientist Lawyer Financial Analyst Project Manager

4. What topics are covered in the Critical Thinking assessment?

Strengthening the Argument Weakening the Argument Conclusion Facts, Inferences Judgements Assumptions

5. Why is Critical Thinking assessment important?

Critical thinking is important in the job because it allows individuals to analyze and evaluate information and arguments in order to make well-informed decisions. This is important in any job role because it allows individuals to solve problems effectively and make sound judgments.

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Logical Ability Test

Great scores on our logic test lead to strong critical thinking & problem solving on the job.

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Your Next Hire Will Reliably Make Intelligent Decisions

Hire candidates with the best logic.

Our Logic test reveals which candidates & employees:

• Have the Best Critical Thinking
• Draw the Strongest Conclusions
• Can Solve Complex Problems

The Logic Test measures a candidate’s ability to solve questions in 4 categories; Logic, Discernment, Mechanical Problems, and Drawing Conclusions.

How the Test is scored

• Points are attributes based on correct responses to Logical problems
• The amount of time taken to complete the test

Use the Logic Test in any position that requires critical thinking, problem-solving, and an overall intelligent candidate.

Positions we've seen success with:

• Accountants
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& Countless More

Average Time to Complete

This test takes 20 minutes to complete on average.

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