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Employees who can quickly and accurately identify significant problems and make well-reasoned decisions are essential.INSIGHT offers proven assessment tools that provide validated data to be considered in your hiring decisions.
They can be easily integrated into your prescreening and hiring processes.
One of my clients, an accomplished CFO involved with global M&A responsibilities, wanted to make sure that his new finance hires could really use all the brainpower they had been blessed with, so he incorporated a critical thinking test as part of the interview process.
Motivation questions, while trendy and powerful, are as much about heart as head — while they are mandatory for any 2012 interview, they don’t really get at critical thinking directly.
Situational questions can also provide us with a respectable platform from which to examine a candidate’s critical thinking ability.
We all know what a stellar performance will sound like, and what a non-thinking response is like.
The problem arises when the candidate’s response is underdeveloped or ambiguous.
They need people already adept at: With 7-10,000 baby boomers retiring every day, the need for critical thinkers has never been greater. During my years as a retained search consultant in the golden days of the late 1990s, companies had more room for choosing both types of candidates — those who could make a significant impact now and those who were solid, but were oozing with potential to be developed. So, how do we determine critical thinking ability in candidates?
There are a few good instruments out there, including Pearson’s Watson-Glaser II. After you have culled down the list of candidates to the top three to five, give each a high-quality, critical-thinking assessment.
Then use the insights provided by individual assessment profile to guide the candidate interview.
Strong critical thinking skills are the basis of strong and potentially innovative solutions.