This is where the Watson Glaser test can help. And with recruitment costs rising each year, making the wrong hiring decision can be catastrophic. They want to find the right fit: someone who has the skills that they need now and in the future. As a result, employers are increasingly turning to psychometric testing to look beyond the information that they have. There is much information available on creating an effective cover letter and resume, not to mention advice on making a good impression during an interview.
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On paper, two candidates may appear identical, with a similar level of education, work experience, and even interests and skills.īut that does not necessarily mean both or either of them is right for the job. In today’s competitive jobs market where every candidate has brought the best of themselves, it can be increasingly difficult for employers to decide between applicants. The Watson Glaser test has been used for more than 85 years employers trust the insights that the test can provide. Who Uses the Watson Glaser Test and Why?Įmployers around the world use it during recruitment campaigns to help hiring managers effectively filter their prospective candidates. The questions are multiple-choice and may be phrased as true/false statements in a bid to see how well the participant has understood and interpreted the information provided. The test lasts 30 minutes and applicants can expect to be tested on around 40 questions in five distinct areas: The Watson Glaser critical thinking test is a unique assessment that provides a detailed analysis of a participant’s ability to think critically. What Is the Watson Glaser Critical Thinking Test? This is where the Watson Glaser Critical Thinking test comes into play. There is more on the importance of critical thinking later in this article. They want confidence that their staff members can understand, analyze and evaluate situations or work-related tasks. One of those key skills is the ability to think critically.įirms (particularly those in sectors such as law, finance, HR and marketing) need to know that their employees can look beyond the surface of the information presented to them. Instead, they are looking for candidates who can demonstrably prove that they have a wider range of transferrable skills. They are no longer looking for people who have the technical skills on paper that match the job description. Modern employers have changed the way that they recruit new candidates.