Often, it’s up to the interviewer to elicit and analyze information about the candidate’s critical thinking abilities.
This creates a need to embed some aspect of a critical thinking assessment into 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.
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.
He was pleased with the results, seeing an increase in the problem solving abilities of his new team members.
However, when he decided to take the instrument himself, there was a different reaction …
“I don’t understand why I only scored in the fiftieth percentile! I pointed out that that is well within the norm for senior managers.
“There must be something wrong with the test,” he continued. “And, remember, you now have people working for you whose processors can scream at warp speed.” He smiled.