Psychological research has found critical thinking tests to be highly valid predictors of future performance in work and education. As a result, job candidates may be asked to complete a critical thinking test as part of an organisations selection process. Organisations are likely to use a critical thinking test in a number of possible ways. Firstly, a critical thinking test may be used as an early screening tool, identifying high potential candidates early in the selection process. Secondly, a critical thinking test may be used in conjunction with an interview, either before the interview or shortly after. Finally, candidates may be required to complete a critical thinking test during an assessment centre, at the final stages of the selection process. Regardless of when the critical thinking test is administered, passing it is essential to maximising your chances of being selected by that organisation.
Although the C-ARA and critical thinking tests are powerful predictive tools, no single selection tool should be used in isolation. Ideally, organisations should incorporate at least three distinct selection tools, each evaluating the three key elements which impact performance at work . cognitive ability, personality and skills / knowledge. Leaving one or more of these aspects unmeasured reduces the usefulness of any selection process. We recommend that any selection process incorporates aptitude testing, personality testing and interviewing, ensuring a well-rounded selection process.