Why Use the Watson-Glaser Critical Thinking Interview Report

Last week, I met with a consultant who has used the Watson-Glaser Critical Thinking Appraisal report for years in his company’s selection process.  He has been quite happy with the results, and the repeated validation studies they have conducted over the years has shown the assessment helps them make correct hiring decisions.  He was quite happy with the assessment and report, but caught me off guard when he asked why he should use the Watson-Glaser Interview Report.

My initial thought was- why not?  By using the report, he can extend the value of the assessment by clarifying or validating the results through an objective interview.

The Watson-Glaser Interview Report creates a structured behavioral interview based on the candidate’s results on the Watson-Glaser Critical Thinking Appraisal assessment.  Now you can take the objective information gained from the cognitive ability assessment, and use the results to delve further into key areas for further discussion.

By using the Interview Report you can confirm they strengths or areas for development for each candidate.  In addition, using a structured behavioral interview, you increase the likelihood of making a correct/valid hiring decision and ensure each candidate receives fair questions.

Study after study has confirmed that Structured Interviews using Behaviorally Anchored Rating Scales have stronger validity than unstructured interviews.  In addition, study after study has shown that cognitive ability tests such as the Watson-Glaser have incremental validity over the traditional interview.  In other words, it makes something great even better.

The Watson Glaser Interview Report uses the RED Model as the basis for all questions.   So, for each critical thinking skill (Recognize Assumptions, Evaluate Arguments, and Draw Conclusions), the candidate is given 2 questions: one that is standard for all candidates and one that is specific to the individual’s results on the Watson-Glaser assessment.

In addition, each section provides three question options.  This allows recruiters and hiring managers flexibility to choose the question that seems most appropriate for the role.  The report also provides suggestions for elements of a strong answer, as well as follow-up probing questions.

Finally, each answer uses a 5-point behavioral rating scale so that results are objectively measured.

By using both the Watson-Glaser assessment for critical thinking as a congitive ability measure, and using the Interview Report to guide the Structured Interview with a Behaviorally-anchored Rating Scale, you increase the incremental validity of your hiring decision.  Or in plain words, you are more likely to hire the right candidate.

So, in answer to my customer’s question- that is why you should use the Watson-Glaser Interview Report in addition to the basic scores.

To see a sample of the Watson-Glaser Interview Report, click here.

Editor’s Note: Breanne Harris is the Solutions Architect for Pearson TalentLens.  She works with customers to design selection and development plans that incorporate critical thinking assessments and training.  She has a Master’s degree in Organizational Psychology and has experience in recruiting, training, and HR consulting.  She is the chief blogger for Critical Thinkers and occasionally posts at ThinkWatson.  Connect with her on LinkedIn and Twitter for more of her thoughts.