Critical thinking test that helps measure problem-solving and decision-making skills

Critical thinking is defined as the ability of an individual to achieve the desired outcome by thinking rationally and critically. It requires a candidate to collect the necessary information needed from relevant and diverse sources, render accurate judgment based on the evidence, identify the assumptions made and draw conclusions to reach a decision. Critical thinking is an essential competency in a world full of ambiguity and change. Good critical thinking skills help in interpreting complex information, which then facilitates decision-making. Mercer| Mettl's critical thinking test is specially designed to test the critical thinking ability of a candidate.

This critical thinking assessment measures the test takers' ability across various critical roles at all job levels, individual contributors to mid and senior management roles across industries. This critical reasoning test is suitable to be used in both recruitment and learning and development settings. The test assesses candidates in three areas: recognizing assumptions, evaluating arguments, and drawing valid conclusions. The candidates are given different situations and statements to evaluate them on the skills mentioned above.

This critical thinking assessment consists of a situation outlining the question's premise, followed by four statements on either assumptions, arguments or conclusions. A candidate must identify which of the statements following the premise are assumptions made, which of the arguments are strong or weak and which conclusions are valid.

Designed by subject matter experts,  Mercer| Mettl's critical thinking test contains 21 questions to be completed in 30 minutes. Moreover, the skills of the candidate are evaluated on three levels - easy, medium and difficult. 

The test is developed as per the guidelines prescribed by Standards for Educational and Psychological Testing developed jointly by the American Educational Research Association, American Psychological Association, and National Council on Measurement in Education (1999), EFPA test review model, Uniform Guidelines on Employee Selection Procedures (EEOC, 1978), the Society for Industrial and Organizational Psychology's Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003).

You can use this test for:

• Recruitment: Identify the suitable hires for your organization by using this test.
• Learning and Development: Understand the current proficiency level of an employee; train and develop employees effectively.
• Identification of High Potential: Have a healthy pipeline of future leaders.
• Succession Planning: Fast-track high potential to retain them.