Critical Thinking: Everything You Need to Know When Assessing Critical Thinking Skills

Critical Thinking

Critical thinking is the ability to analyze information and evidence to form judgments and make decisions. It is a skill that is essential in the workforce, as it enables employees to solve problems, identify and mitigate risks, and make informed decisions.

Critical thinking skills are used in a variety of ways in the workforce, including:

Problem-solving: When faced with a problem, critical thinkers are able to identify the root cause of the problem, brainstorm potential solutions, and evaluate the pros and cons of each solution before choosing the best course of action.
Decision-making: Critical thinkers are able to gather and analyze all relevant information before making a decision. They are also able to weigh the pros and cons of different options and make informed decisions based on the evidence.
Risk assessment: Critical thinkers are able to identify and assess potential risks to their organization or project. They are also able to develop and implement strategies to mitigate these risks.
Communication: Critical thinkers are able to communicate their ideas and findings in a clear and concise manner. They are also able to listen to and understand the ideas of others, and to use this information to inform their own thinking.

Critical thinking skills are essential for employees in all levels and functions of an organization. From entry-level employees to executives, all employees need to be able to think critically in order to be successful.

Critical thinking is a skill that can be learned and improved through practice. There are a number of things that employees can do to develop their critical thinking skills, such as:

Asking questions: One of the best ways to develop critical thinking skills is to ask questions. When you are presented with new information, ask yourself why this information is important, how it relates to what you already know, and what the implications of this information are.
Challenging assumptions: We all have assumptions about the world around us. However, it is important to challenge these assumptions and to be open to new information and perspectives.
Gathering evidence: When making a decision, it is important to gather all relevant evidence before making a decision. This evidence may include data, expert opinions, and personal experience.
Evaluating evidence: Once you have gathered evidence, you need to evaluate it carefully. This involves considering the source of the evidence, the credibility of the source, and the strength of the evidence.
Drawing conclusions: Once you have evaluated the evidence, you can draw conclusions about the situation. It is important to be clear about your conclusions and to explain the reasoning behind your conclusions.

Critical thinking is an essential skill for success in the workforce. By developing your critical thinking skills, you can become a more valuable asset to your employer and increase your chances of success in your career.

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I was at WooliesX (Woolworths) and we used Alooba and it was a highly positive experience. We had a large number of candidates. At WooliesX, previously we were quite dependent on the designed test from the team leads. That was quite a manual process. We realised it would take too much time from us. The time saving is great. Even spending 15 minutes per candidate with a manual test would be huge - hours per week, but with Alooba we just see the numbers immediately.

Shen Liu, Logickube (Principal at Logickube)

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Scott Crowe, Canva (Lead Recruiter - Data)

How can you accurately assess somebody's technical skills, like the same way across the board, right? We had devised a Tableau-based assessment. So it wasn't like a past/fail. It was kind of like, hey, what do they send us? Did they understand the data or the values that they're showing accurate? Where we'd say, hey, here's the credentials to access the data set. And it just wasn't really a scalable way to assess technical - just administering it, all of it was manual, but the whole process sucked!

Cole Brickley, Avicado (Director Data Science & Business Intelligence)

I wouldn't dream of hiring somebody in a technical role without doing that technical assessment because the number of times where I've had candidates either on paper on the CV, say, I'm a SQL expert or in an interview, saying, I'm brilliant at Excel, I'm brilliant at this. And you actually put them in front of a computer, say, do this task. And some people really struggle. So you have to have that technical assessment.

Mike Yates, The British Psychological Society (Head of Data & Analytics)

I was at WooliesX (Woolworths) and we used Alooba and it was a highly positive experience. We had a large number of candidates. At WooliesX, previously we were quite dependent on the designed test from the team leads. That was quite a manual process. We realised it would take too much time from us. The time saving is great. Even spending 15 minutes per candidate with a manual test would be huge - hours per week, but with Alooba we just see the numbers immediately.

Shen Liu, Logickube (Principal at Logickube)

We get a high flow of applicants, which leads to potentially longer lead times, causing delays in the pipelines which can lead to missing out on good candidates. Alooba supports both speed and quality. The speed to return to candidates gives us a competitive advantage. Alooba provides a higher level of confidence in the people coming through the pipeline with less time spent interviewing unqualified candidates.

Scott Crowe, Canva (Lead Recruiter - Data)

How can you accurately assess somebody's technical skills, like the same way across the board, right? We had devised a Tableau-based assessment. So it wasn't like a past/fail. It was kind of like, hey, what do they send us? Did they understand the data or the values that they're showing accurate? Where we'd say, hey, here's the credentials to access the data set. And it just wasn't really a scalable way to assess technical - just administering it, all of it was manual, but the whole process sucked!

Cole Brickley, Avicado (Director Data Science & Business Intelligence)

I wouldn't dream of hiring somebody in a technical role without doing that technical assessment because the number of times where I've had candidates either on paper on the CV, say, I'm a SQL expert or in an interview, saying, I'm brilliant at Excel, I'm brilliant at this. And you actually put them in front of a computer, say, do this task. And some people really struggle. So you have to have that technical assessment.

Mike Yates, The British Psychological Society (Head of Data & Analytics)

I was at WooliesX (Woolworths) and we used Alooba and it was a highly positive experience. We had a large number of candidates. At WooliesX, previously we were quite dependent on the designed test from the team leads. That was quite a manual process. We realised it would take too much time from us. The time saving is great. Even spending 15 minutes per candidate with a manual test would be huge - hours per week, but with Alooba we just see the numbers immediately.

Shen Liu, Logickube (Principal at Logickube)