Measure critical thinking with Watson-Glaser

Why Watson-Glaser?

To help you build a solid team that makes the right decisions.

Data-driven decisions represent one of our values at D-TECK, so we are pleased to introduce an assessment tool to expand the range of cognitive tests we offer: Pearson’s Watson-Glaser.

Having developed the first version of this test in 1925, the research team behind the Watson-Glaser offers the benefit of feedback from almost 100 years of use, which has refined each version marketed, thereby meeting our clients’ needs.

Why did we decide to include this psychometric test in our selection of tests?

We decided to add this test to our client toolkit when we realized the same question kept coming up:

“How can we make sure the candidates we have identified in the selection process will make good decisions?”

In other words, how can we increase the chances of being surrounded by people who can make decisions on their own that are impartial, informed and based on solid arguments? The answer: by assessing critical thinking using the Watson-Glaser psychometric test, which is the most logical choice to support our clients in the hiring process.

Before covering what critical thinking is and when you should assess for it, we should note that we are proud of our partnership with the Pearson team. It allows us to offer a tool whose credibility has been established for almost 100 years, as has been repeatedly noted in a variety of journals (e.g., Geisinger, 1998; Kline, 1993). And since our primary goal is to support our clients in their search for top talent, we are pleased to offer a product that significantly identifies people who will be effective in jobs that require strong analytical skills.

What is critical thinking, and when is it needed?

Critical thinking refers to the ability to identify and analyze problems and search for information to reach appropriate, correct conclusions. For example, this is a skill you would expect an attorney would have honed. You would want an attorney representing you to be able to:

  1. read between the lines
  2. assess the value of arguments
  3. recognize when sufficient information has been gathered to defend your interests with conviction

Make data-driven decisions, instead of guessing.

By measuring the three components for considered decision-making, the Watson-Glaser is one of the main tools used to select new employees in a law firm.

Research also shows that the use of this test for selection helps predict performance in a wide range of occupations. The test is recognized for delivering added value in hiring decisions for roles that require thorough understanding and effective interpretation of verbal or written information, such as professors, human resources professionals, consultants, salespeople, nursing staff and managers in a variety of industries.

How is the Watson-Glaser different from other tests on the market?

Typical format for questions that can be asked in the Watson-Glaser:

Please indicate whether the following statement is true or false:

A valid psychometric test must have proven its ability to predict performance. According to 11 independent studies, the Watson-Glaser has significantly predicted the performance of over 4,626 people. The Watson-Glaser test is therefore a valid test.

Answer: True

According to an in-depth analysis comparing cognitive skills tests on the market, the Mental Measurements Yearbook (Geisinger, 1998) held that the Watson-Glaser stands out from similar tests for the number of studies that have shown its ability to predict performance. Independent researchers have conducted studies for different roles (e.g., government agency managers and employees) and all reached the same conclusions:


  • People who obtain a high score on this test receive better evaluations from their managers.
  • They more effectively solve different types of problems.
  • They show better judgment.
  • They have better overall performance than people with a lower score on this test.

So, if you want to make data-driven hiring decisions and avoid selecting candidates whose critical thinking skills do not meet the requirements of their new role, we encourage you to read the description of this cognitive test here.

You can also contact us directly. We would be happy to work with you to explore how to make your selection process as effective as possible.

About Annie Foucreault, Organizational Psychology Consultant
As an organizational psychology consultant, Ms. Foucreault has a hand in developing online assessment solutions and implementing them with our clients. Combining the power of algorithms with organizational psychology, she helps democratize psychometrics by enabling small, medium-sized and large companies to base their assessment decisions on empirical data. Her efforts aim to improve her clients’ organizational performance by supporting them in selecting and managing talent.