hogan critical thinking test

• What Is the Hogan Business Reasoning Inventory Test?

Who Might Use the HBRI Test?

How to prepare for the hbri test in 2024, frequently asked questions, final thoughts, the hogan business reasoning inventory (hbri) test (2024 guide).

Updated November 14, 2023

Hogan is a leading provider of psychometric assessments widely used for the purpose of talent acquisition and development.

This article focuses specifically on the Hogan Business Reasoning Inventory (or HBRI). It covers everything you need to know about the test, including what to expect and what it can tell you about your reasoning style.

It also includes some Hogan Business Reasoning Inventory sample questions and some key tips for preparation.

What Is the Hogan Business Reasoning Inventory Test ?

The Hogan Business Reasoning Inventory is a scientifically-led aptitude test that measures cognitive ability and reasoning style.

In simple terms, it looks at how you process information, your problem-solving and decision-making skills, and your ability to learn from mistakes so you don’t repeat them.

What Are The Reasoning Styles of the HBRI Test?

Reasoning styles play a significant role in how individuals process information, solve problems and make decisions.

There are two primary reasoning styles: quantitative reasoning and qualitative reasoning.

In this article, we will explore these two reasoning styles according to the Hogan Business Reasoning Inventory.

Quantitative Reasoning

What is quantitative reasoning.

Quantitative reasoning refers to the ability to understand and solve problems using numerical and mathematical concepts.

This applies to how you evaluate and interpret quantitative information through the application of spatial and mathematical reasoning skills.

Quantitative reasoning is not limited to a specific academic discipline; it is a crucial skill in various fields, including mathematics, science, economics, finance, engineering and social sciences.

Qualitative Reasoning

What is qualitative reasoning.

Qualitative reasoning is the process of understanding and explaining phenomena or systems without relying on precise numerical data.

Instead of using quantitative measures, qualitative reasoning involves describing and analyzing systems based on qualities, attributes, relationships and logical inference.

It is often used when precise quantitative information is not available or when dealing with complex systems that are difficult to model mathematically.

This is a more intuitive approach to problem solving and refers to how you process abstract information to form logical conclusions.

The Hogan Business Reasoning Inventory is specifically designed for use within a business context and is widely held as one of the most reliable indicators of future performance in the workplace.

It not only identifies those with advanced business decision-making skills, but also helps to pinpoint areas for improvement.

It is because of this that the HBRI Test is used both for pre-employment selection and on the job development – most commonly for managerial level and leadership roles.

With that in mind, you may be asked to take the HBRI as part of the recruitment process or for professional development reasons throughout your career.

You can also opt to take the HBRI assessment as an individual should you want to learn more about your reasoning capabilities and any areas that require attention.

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What to Expect on the HBRI Test

Hogan business reasoning inventory question types.

The HBRI is a multiple-choice assessment comprising 24 questions. The questions fall into three category types:

• Verbal and logical reasoning – Questions here include word analogies and both deductive and inductive logic problems.
• Numerical reasoning – Questions here relate to things like area, distance and speed calculations, data interpretation from tables and graphs, and simple math problems.
• Abstract reasoning – Here you’ll need to work with abstract information in the form of 2D and 3D figures; for example, shape rotation.

The original Hogan Business Reasoning Inventory was designed without a time limit, taking on average around 25 minutes to complete. However, Hogan has since introduced a timed version with a 30-minute constraint.

Whether your test is timed or untimed will be down to the administering employer.

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Hogan Business Reasoning Inventory Sample Questions

Hbri hogan assessment sample questions - verbal reasoning.

The most common type of question you’ll encounter here is word analogy . These require you to spot relationships between word pairs:

'Particular' is to 'fussy' as 'weak' is to:

a) Strong b) Feeble c) Brave

HBRI Hogan Assessment Sample Questions - Logical Reasoning

James has $6.57, Anne has $1.78 and Paul has $18.90. Two of them together could not have:

a) $8.35 b) $25.47 c) $27.25 d) $20.68

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HBRI Hogan Assessment Sample Questions - Abstract Reasoning

Which shape is not a rotation of the shape above?

How is the HBRI Assessment Scored and Reported?

On completion of your Hogan Business Reasoning Inventory test, a detailed report will be issued, covering various aspects of your reasoning capabilities.

This report is split into three sections, as outlined below:

Overall Business Reasoning

Essentially, this is a mark of your overall performance across both quantitative and qualitative reasoning.

It is presented as a normative score ; in other words, it ranks your performance on a sliding scale compared to the results of a normative group.

This scale is split into the four sections of low, average, high and very high, with your score shown as a percentage.

So, if you achieved 65%, this shows you have performed as well or better than 65% of the normative group and would place you within the high score category.

Your overall business reasoning score gives employers insight into how you’re likely to approach problems in the workplace and your ability to achieve a productive resolution.

For example, a high score range tells employers that you’re quick to process information, assess various sources of information carefully when making decisions and take a contextual approach to problem solving.

Qualitative and Quantitative Reasoning

This section breaks down your results to give a score range for each reasoning style.

This is a quartile-based normative score , from low to high.

For qualitative reasoning, people at the low end of the scale are practical learners – those who learn through experience – while those at the high end are capable of making sense of complex information.

For quantitative reasoning, those in the low score range make decisions based on instinct rather than quantifiable evidence. Those in the high score range are able to quickly identify the relevant data to solve a given problem.

Cognitive Style

When your qualitative and quantitative reasoning skills are combined, they define your overall cognitive style.

You’ll be assigned one of four styles that explains your approach to problem solving in greater detail:

Expedient Thinker – These tend to be poor decision-makers who rely on gut feel rather than evidence and seek the easiest way out when faced with a problem.

Contextual Thinker – These individuals are capable of devising a solution, but, in doing so, tend to overlook the finer details and fail to address any challenges that may stand in the way.

Analytical Thinker – Those in this category are adept at problem solving but often neglect the bigger picture, over-analyzing instead of making assertive decisions.

Critical Thinker – These are the most effective problem solvers. They weigh up the short and long term gains of any solution, and make decisions rooted in a broader business context.

As part of this section, you’ll also receive key personal insights pertaining to your unique strengths and weaknesses.

Success on your Hogan Business Reasoning Invetory test can help you land that dream job or bag that sought-after promotion, so it’s important to approach it methodically.

Here are some step-by-step tips on how best to prepare:

Step 1 . Make Practice a Priority

Aptitude tests are unique in that they measure naturally occurring skills; in the case of the HBRI, cognitive ability.

Preparation for such tests is not a case of expanding your knowledge, but getting plenty of practice in applying your natural abilities.

When taking HBRI practice tests, you’ll exercise the skills you already have, making them sharper. You’ll find you solve problems at a quicker pace with greater accuracy, and your confidence will grow.

It’s advisable to purchase an HBRI preparation pack specifically designed to replicate the official assessment.

Step 2 . Learn the Formats of the Questions

There are multiple question types within the HBRI, all focused on different aspects of reasoning. To perform well, you need to understand the format of each, since unfamiliarity will lead to stress and confusion.

Once your mind’s been distracted from the task at hand, it can be difficult to get back on track. So, when taking practice papers, analyze each question carefully until you understand exactly what is being asked of you and the reasoning skills you need to apply to solve the problem posed.

Step 3 . Give Equal Attention to Each Area

It’s natural to focus your efforts on what you’re good at, since this is typically what we enjoy doing the most. However, to get a competitive score on the HBRI, you need to challenge yourself and pay attention to your weaker areas.

Remember that your scores combine qualitative and quantitative questions, so you can’t ‘cheat’ the HBRI by performing particularly well in one area to overcompensate for another.

Step 4 . Practice Under Timed Conditions

Regardless of whether you sit a timed or untimed version of the HBRI, pace is important. The amount of time it takes you to respond to a question will be taken into account when it comes to your scoring, so the quicker you are, the better.

Practicing against the clock will help you find your ideal pace – one that ensures you work through as many questions as possible without compromising on accuracy. It will also boost your confidence, since you’ll be used to the pressures of working under a time constraint.

Step 5 . Make Sure You’re Mentally and Physically Fit

On the day of your official test you need to be alert, focused and energized. Make sure you get plenty of sleep the night before, eat well and stay hydrated.

You want to avoid any unnecessary stress and, of course, our brains perform much better when we’ve taken steps to care for our physical self.

What is the HBRI assessment?

The HBRI assessment is the Hogan Business Reasoning Inventory Test . This scientifically-based aptitude test is designed to measure reasoning style and cognitive ability.

Your results from the HBRI assessment will indicate how you process information, make decisions and solve problems. Your test results will also show whether you can learn from your past mistakes.

The HBRI assessment considers aptitude for both quantitative and qualitative reasoning and has a reputation for being one of the most reliable indicators for future workplace performance. The HBRI assessment is used for both pre-employment and career development purposes.

What is the Hogan HBRI?

The Hogan HBRI is the Hogan Business Reasoning Inventory Test . Many organisations use this aptitude test as part of the pre-employment and career development processes.

The questions in this test measure a candidate’s reasoning style and overall cognitive ability, indicating their aptitude for information processing, decision making and problem-solving.

The Hogan HBRI assesses both quantitative and qualitative reasoning and is widely considered to be a reliable indicator for predicting future performance in the workplace.

What is the Hogan personality test?

Hogan offers a range of personality tests and assessments, including the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), MVPI (Motives, Values, Preferences Inventory) and HBRI (Hogan Business Reasoning Inventory).

The HPI is a personality test that is designed to find out how a person works with and communicates with others when they are performing at their best. Often referred to as ‘the bright side’ test, the HPI helps to identify a person’s potential for growth.

Is the HBRI timed?

The first version of the HBRI was untimed and took most people about 25 minutes to complete. Since then, a timed version has been introduced and this HBRI timed test has a 30-minute time limit. The prospective employer will choose whether candidates take a timed or untimed version of the test.

What is a good score on the HBRI test?

Each employer will have its own preferences on the type of personality traits it is looking for. As such, there is no ‘good’ score on the HBRI test.

Upon completion of the HBRI test, you will receive a detailed report split into three sections – overall business reasoning, qualitative and quantitative reasoning and cognitive style.

The overall business reasoning score considers your performance in the quantitative and qualitative reasoning sections. Your results will appear as a normative score, which means your performance is ranked on a sliding scale against others within a norm group.

The scale is broken into four sections – low, average, high and very high – and your score will be shown as a percentage. A percentage score of 70% shows that you performed to the same standard or better than 70% of the normative group and would place you at the high end of the scale.

The Hogan Business Reasoning Inventory test is not designed to lead the decision-making process for employment opportunities, but rather to support it.

Your test results will be considered alongside additional factors, such as experience and academic or workplace performance.

However, it does give employers an objective way of determining suitability, helping to identify candidates with the natural abilities to succeed in the business world. You can prove you are one such candidate by putting in plenty of practice and developing your skills.

Rather than viewing it as a necessary evil, see it as an opportunity to flex your cognitive muscles and become a more accomplished critical thinker.

You might also be interested in these other Psychometric Success articles:

Or explore the Aptitude Tests / Test Types sections.

What Are the Hogan Assessments? How to Interpret the Results

Working and performing well together and employee satisfaction and wellbeing are crucial to a successful business (Chamorro-Premuzic & Winsborough, 2015).

“The dynamics of interpersonal relationships depend on individuals’ personalities, not on hard skills or expertise” (Chamorro-Premuzic & Winsborough, 2015, para. 5). As a result, many organizations are turning to personality profiling to build well-balanced and high-performing teams.

While several personality assessments are available, we look at one of the most popular and well validated – the Hogan Assessments – and how their output can provide deep insights into employee personalities.

Before you continue, we thought you might like to download our three Strengths Exercises for free . These detailed, science-based exercises will help your clients realize their unique potential and create a life that feels energizing and authentic.

This Article Contains:

What are the hogan assessments, 5 types of hogan assessment tests, are the tests scientifically valid, how to use the hogan assessment tools, 7 examples of interview questions, how to interpret the results: 5 tips, 3 common criticisms of the tools, relevant resources from positivepsychology.com, a take-home message.

“The only way to create a team that’s worth more than the sum of its individual contributors is to select members on the basis of personality, soft skills, and values” (Chamorro-Premuzic & Winsborough, 2015, para. 5). This requires careful and planned assessment. While many personality assessments are available, not all of them have strong foundations in personality psychology or supporting evidence.

On the other hand, the Hogan Assessments appear consistent, well validated, and reliable (Furnham et al., 2013).

Since 1987, when Drs. Joyce Hogan and Robert Hogan challenged existing personality assessments, Hogan Assessment Systems has grown into a substantial business with offices in 54 countries (Hogan, 2020). They now address unique business challenges, “providing cutting-edge assessment and consulting solutions to some of the world’s largest companies, including over half the Fortune 500” (Hogan EU, n.d.a, para. 1).

According to their website , Hogan Assessments can help companies by:

• Reducing turnover – identifying performance risk before candidates are hired
• Hiring the best – uncovering who fits a need and eliminating those who are unqualified
• Maximizing value – freeing up time previously spent on administration to focus on employee development
• Playing the long game – using individual development to sustain ongoing growth
• Reaching beyond resumes – looking deeper into candidates to explore their strengths, values, and performance risks
• Connecting the dots – identifying and understanding how candidates approach problems and think tactically
• Increasing efficiency – providing focused, clear, and easy-to-use, self-guided reports
• Unifying objectives – aligning corporate and employee development plans

While these sound too good to be true, they are trusted by many market leaders (Hogan, n.d.).

Their success comes from showing the impact of employees’ personalities on workplace performance and, ultimately, organizational success. Assessment results are particularly helpful in leadership development through (Hogan EU, n.d.a):

• Predicting job performance
• Identifying and mitigating performance risks
• Developing next-generation talent
• Executive development and coaching
• Pairing with 360-degree assessment and development initiatives

One of the strengths of the Hogan Assessments (along with the tendency of personality to remain stable over time) is that it adds value throughout an employee’s lifecycle. Once assessed, the online report architecture can use a single set of employee data to create various developmental reports using consistent language and behavioral descriptors that can become everyday language, informing corporate culture (Hogan EU, n.d.a).

Hogan Personality Inventory (HPI)

This inventory takes 15 to 20 minutes to complete and provides instant results.

The HPI is based on the five-factor model (Big 5) of personality and assesses what the website describes as “bright or normal” personalities; it is an invaluable tool for hiring the right candidates and developing stronger leaders.

The HPI comprises seven primary scales (and 42 subscales) and six occupational scales, and includes typical tendencies for low and high scorers (modified from Hogan EU, n.d.f).

Hogan Development Survey (HDS)

This survey takes 15 to 20 minutes and has been validated by more than 400 research studies.

Unlike the HPI, the HDS focuses on the “dark side” of personality, not covered by the five-factor model of personality, mitigating performance issues before they occur. It does this by detecting those qualities that can be disruptive, increase strain, and reduce the likelihood of success.

The HDS consists of 11 primary scales (and 33 subscales) that help leaders build successful teams by recognizing shortcomings and maximizing strengths (modified from Hogan EU, n.d.g).

Motives, Values, Preferences Inventory (MVPI)

This inventory takes 15 to 20 minutes to complete and has been validated by more than 400 research studies.

The MVPI “describes personality from the inside,” predicting job satisfaction by measuring values, core goals, and the desire and strive to attain (Hogan EU, n.d.b).

The MVPI consists of 10 primary scales (and five subscales or themes) that help recruiters and managers understand what motivates candidates to succeed (modified from Hogan EU, n.d.b).

Hogan Business Reasoning Inventory (HBRI)

This inventory takes 25 to 30 minutes to complete and is designed to predict occupational success and tactical versus strategic abilities.

The HBRI describes candidates’ reasoning style to understand their problem-solving approaches, along with their ability to avoid repeating mistakes and areas for development.

The inventory is a valuable tool for use throughout the employee lifecycle, evaluating two types of problem-solving (modified from Hogan EU, n.d.d):

Tactical reasoning – the ability of the employee to solve problems and draw logical conclusions from the available facts. High scorers are typically precise, disciplined, and steady workers.

Strategic reasoning – the ability of the individual to identify gaps, errors, and logical flaws in complex artifacts, such as graphs, diagrams, charts, and numerical data. High scorers are typically curious and keen to receive feedback.

Judgment (JUD)

This survey involves two brief measures related to verbal and numerical reasoning and intuitive decision-making. It also suggests the ability to acknowledge poor decisions and mistakes and use learnings to improve future decision-making and judgments.

The JUD model “includes a critical component most models miss: how a leader reacts to feedback about his or her failed decisions” (Hogan EU, n.d.c, para. 3). The assumption is that learning from experience and receiving negative (but constructive) performance feedback can improve one’s judgment.

The three independent scales assess non-cognitive abilities that identify how someone approaches decision-making, post-decision reactions, and response to negative feedback. The aim is not to categorize individuals as poor decision-makers but to equip them with a greater understanding of their strengths and weaknesses (Hogan EU, n.d.c).

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The widespread use of Hogan Assessments in high-performing companies provides anecdotal evidence of their benefits to business. New clients are provided with documentation detailing how the assessments came to be developed and the accompanying validation processes (Hogan EU, n.d.a).

According to the Hogan website , hundreds of research studies have validated the tests (Hogan EU, n.d.a).

According to one such study that tested 1,458 individuals’ personalities against their work motivation, the assessments as modern, psychometrically valid measures that have “been validated in over 100 organizations with working adults and completed by 200,000 people in the last 10 years” (Furnham et al., 2013, p. 485).

Additionally, the Hogan Assessments are based on both Holland’s theory of vocational choice (which has received considerable attention within personality and vocational psychology) and the widely accepted five-factor model of personality (Furnham et al., 2013).

• Employee selection processes
• Employee development initiatives
• Talent identification programs

There are reports and guides specific to multiple processes and career stages.

It typically takes less than 20 minutes for an employee to complete an assessment. And yet, a single set of data produced from an assessment can be used over a prolonged period (due to the stable nature of personality traits ) and offers language that can be used in multiple settings, from coaching to interviewing (Hogan EU, n.d.a).

The Hogan suite of tools helps companies improve organizational functioning by understanding their personnel’s data and supporting enhanced development and leadership building (Stott, n.d.).

The style and content of questions vary across the Hogan Assessment suite, but the following examples provide an idea of what a candidate or an employee might expect (modified from iPrep, n.d.; Jobtestprep, n.d.):

• Hogan Personality Inventory – exploring the bright side of personality

I enjoy the company of others. I find myself curious about how things operate. I like working in a team.

The candidate answers s trongly agree, agree, disagree, or strongly disagree.

• Motives, Values, Preferences Inventory – personality from the inside

It is more important to be satisfied with your job than to have job security. My team’s performance reflects on my performance. I do not like it when work interferes with my time at home.

The candidate answers a gree, disagree, or u ndecided.

• Hogan Business Reasoning Inventory – assessing reasoning ability

Your company recently hired new employees. All the new employees are tech-savvy. All the IT personnel in your company are tech-savvy. Are all the new employees IT personnel?

The candidate answers yes, no, or unable to tell based on the information provided.

The following tips can help with the interpretation of data:

• Subscale scores can contribute to a deeper understanding of main scale scores and should be explored.
• When assessing a score, pay particular attention to its definition and what a high or low score typically means. For example, in the HPI assessment , the subscale “Empathy” signifies a lack of irritability. A low score means the tendency to be “ irritated by others’ faults ,” while a high score means “ empathic.”
• Consider getting Hogan Certification or Advanced Certification to gain deeper interpretive insights and a greater awareness of maximizing assessment output.
• Remember that there is no such thing as a “good score.” Assessments reveal strengths, potential risks, and areas for development opportunities.
• Be clear upfront about what you are planning to use the information for, as this may change your decision regarding which assessment you choose and how you choose to interpret and use the results.

There are many resources, guides, and FAQs on the Hogan website that are incredibly helpful, along with training and certifications.

Criticisms are more typically related to the appropriateness of using personality assessments in making workplace employee decisions, rather than specifics regarding well-validated tools such as the Hogan Assessments.

Criticism surrounding the use of personality tests includes the following (Hogan, 2021):

• They are not appropriate for hiring and advancement.
• They do not predict employee or company performance.
• They are unproven and unreliable.

However, unlike some other popular tests , the Hogan Assessment process has been well proven as a valid, consistent, and reliable measure. Crucially, research has shown that such assessments are predictive of performance in the workplace (Hogan, 2021; Furnham et al., 2013).

17 Exercises To Discover & Unlock Strengths

Use these 17 Strength-Finding Exercises [PDF] to help others discover and leverage their unique strengths in life, promoting enhanced performance and flourishing.

Created by Experts. 100% Science-based.

We have many resources available for therapists and counselors providing support to employees.

Our free resources include:

• Employee Counseling Assessment Form This form can be helpful for understanding and discussing an issue or event that has arisen at work that has led to a referral for counseling.
• Effectiveness at Work Use this worksheet to check on how you manage your professional life and identify any learnings or changes to put in place.
• Job Crafting It is possible to craft your current role , making marginal changes to what and how it is performed, into one that benefits others and enables you to experience joy in what you do.

More extensive versions of the following tools are available with a subscription to the Positive Psychology Toolkit© , but they are described briefly below:

• Step one – Identify the holes in your work-life barrier.
• Step two – Fill the holes to strengthen the barrier between your work and private life.
• Step three – Think of the small things you can do to take action.
• Step four – Reflect on how you feel after the exercise.
• Best Possible Team The Best Possible Team exercise invites team members to envision an ideal version of the team individually before sharing their visions to find common aspirations and differences in views. Finally, the team works together to create the best possible team scenario based on the information gathered.

If you’re looking for more science-based ways to help others develop their strengths, check out this collection of 17 strength-finding tools for practitioners. Use them to help others better understand and harness their strengths in life-enhancing ways.

The Hogan Assessments are widely recognized as accurate and reliable candidate and employee measurement tools that support onboarding and development in the workplace (Stott, n.d.).

Their strengths, particularly compared to other popular (free) tools, are their strong foundation in theory and repeated validation through hundreds of work studies. The associated cost of using the tools and receiving the suggested training and certification may be offset by reduced staff turnover and hiring the best fit for the job, improving individual, team, and company performance.

It is possible to test once and then use the data output at multiple points across individuals’ careers. Therefore, assessments performed during onboarding can guide early decisions regarding whether to invite staff to join leadership development programs.

When used to identify strengths and manage potential weaknesses, Hogan Assessments have the potential to reduce waste and focus resources on stimulating development and growth at all levels of the business, ultimately improving the company’s performance and success.

We hope you enjoyed reading this article. Don’t forget to download our three Strengths Exercises for free .

• Chamorro-Premuzic, T., & Winsborough, D. (2015, March 19). Personality tests can help balance a team . Harvard Business Review. Retrieved April 5, 2022, from https://hbr.org/2015/03/personality-tests-can-help-balance-a-team
• Furnham, A., Hyde, G., & Trickey, G. (2013). The values of work success. Personality and Individual Differences , 55 (5), 485–489.
• Hogan. (n.d.).  Hogan Assessments. Retrieved April 5, 2022, from https://www.hoganassessments.com
• Hogan. (2021, December 13). Why do hiring personality tests fail ? Retrieved April 6, 2022, from https://www.hoganassessments.com/blog/why-do-personality-tests-fail-at-selection/
• Hogan EU. (n.d.a). Hogan Assessments: Setting the standard . Retrieved April 5, 2022, from https://hoganassessments.eu/
• Hogan EU. (n.d.b). Motivates, Values, Preferences Inventory: The inside of personality . Retrieved April 5, 2022, from https://hoganassessments.eu/assessment/motives-values-preferences-inventory/
• Hogan EU. (n.d.c). Judgement: Making good decisions . Retrieved April 5, 2022, from https://hoganassessments.eu/assessment/judgement-assessment/
• Hogan EU. (n.d.d). Hogan Business Reasoning Inventory: How you think . Retrieved April 5, 2022, from https://hoganassessments.eu/assessment/hogan-business-reasoning-inventory/
• Hogan EU. (n.d.e). Products: Understand your people . Retrieved April 5, 2022, from https://hoganassessments.eu/products/
• Hogan EU. (n.d.f). Hogan Personality Inventory: The bright side of personality . Retrieved April 5, 2022, from https://hoganassessments.eu/assessment/hogan-personality-inventory/
• Hogan EU. (n.d.g). Hogan Development Survey: The dark side of personality . Retrieved April 5, 2022, from https://hoganassessments.eu/assessment/hogan-development-survey/
• Hogan, R. (2020). How to build Hogan Assessment systems. Consulting Psychology Journal: Practice and Research , 72 (1), 50–57.
• iPrep. (n.d.) Hogan Assessment Test . Retrieved April 6, 2022, from https://www.iprep.online/courses/hogan-assessment-test/
• Jobtestprep. (n.d.). Hogan Assessment tests: Sample questions & test prep . Retrieved April 6, 2022, from https://www.jobtestprep.co.uk/hogan##sample-questions
• Stott, R. (n.d.). Why use Hogan tools for leadership assessment, development and selection ? Winsborough. Retrieved April 6, 2022, from https://www.winsborough.co.nz/blog/why-use-hogan-tools-for-leadership-assessment-development-and-selection

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I am actually surprised to see Hogan Assessments on positivepsychology.com given how (in my opinion) the assessments are anti-positivepsychology. Hogan Assessments are more interested in reputation than personality. They assess how others see you and not how you see yourself, which means that they may not adequately take into account your own experience of the factors that cause flourishing in your life – character strengths and positive emotions. Hogan’s worldview is quite possibly based on self-monitoring theory and encourages people to manage their reputation to fit in, rather than focusing on indulging those strengths and values that cause us to feel positive emotion and flourish. For this reason, I also consider Hogan Assessments anti-diversity as they encourage fitting in to the norm instead of being embraced for your individuality.

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Ace Your Hogan Assessment - Full Guide & Online Test Practice [2024]

The Hogan Assessment tests  are a series of well-validated pre-employment tests commonly provided by Hogan Systems to leading employers recruiting for various positions, particularly at the management and executive levels. The assessment is often called the Hogan Personality Assessment, or Hogan Leadership Assessment. 

Choose Your Hogan Assessment:

Hogan Personality Inventory (HPI)   – The most widely used Hogan assessment test assessing how you relate to others and perform when you are at your best.

Hogan Development Survey (HDS) – An additional personality inventory, used to measure personal tendencies that may turn into obstacles in times of stress.

Hogan Motives, Values, Preference s Inventory (MVPI)  –A questionnaire that measures your core goals, interests, values, and motives for success.

Hogan Business Reasoning Inventory (HBRI)  – A challenging cognitive test evaluating your reasoning skills with verbal, logical, numerical, and abstract reasoning questions.

Hogan Judgment Assessmen t – This test combines elements found in other Hogan personality tests to assess the way you make decisions.

All-Inclusive Hogan Test Practice - Not sure which tests you are about to receive? Practice both hogan personality questions and cognitive HBRI questions to be prepared for any Hogan test ahead. 

Want to learn more about all Hogan Assessment Tests above? Keep reading for Hogan assessment sample questions and detailed explanations.

Amit , Hogan Assessment Expert at  JobTestPrep .

Updated April 17, 2024・8 min read 

What is the Hogan Assessment Test?

Hogan assessment tests help employers evaluate two types of abilities: cognitive thinking skills, and personality characteristics. Both personality inventories and cognitive tests are used to predict candidates’ potential performance in terms of strengths, weaknesses, values, problem-solving skills, working style, and attitudes.

The Hogan Personality Assessment, or Hogan Leadership Assessment, are general names for the variety of personality and cognitive tests provided by Hogan Assessment Systems to  leading organizations  that wish to predict future job performance and leadership potential.

5 Types of Hogan Assessment Tests

The questions in the Hogan assessment differ based on the particular Hogan test being administered:

• The typical Hogan Personality Assessment comprises three Hogan tests: HPI, HDS, and MVPI . These tests feature personality rating questions - ranging from 1 (strongly disagree) to 4 (strongly agree), or asking respondents to select from agree, disagree, or uncertain. These questions assess employees' suitability with job requirements, potential obstacles, and fit within the work environment.
• The HBRI test , administered for roles requiring strong analytical, managerial, or problem-solving skills, comprises multiple-choice Hogan psychometric questions on various topics.

If you're scheduled to take a Hogan Assessment and are wondering what to expect, You can try a free Hogan sample test that we put together in order to demonstrate what it looks and feels like, on a small scale. 

Hogan Personality Inventory (HPI)

This Hogan personality test helps employers answer the question- Can you do the job?

• Questions:  the HPI contains 220 questions, answers are presented on a 4-point Likert scale (From strongly disagree to strongly agree).
• Time Limit:  No time limit, but the exam usually takes about 15-20 minutes to complete.

What does the HPI measure?

The Hogan Personality Inventory assessment measures your day-to-day personality, also known as bright side personality traits . Employers use this assessment to determine how well you work with others, whether you lead or follow, and if you will be successful as a leader and as a follower.

Source - JobTestPrep Hogan Assessment Practice Course

The HPI is based on the big-five personality model and consists of seven primary scales (with 42 subscales) and six occupational scales, offering insights into typical tendencies for individuals scoring low and high on these scales. The Hogan question above, for example, measures the ambition scale.

Want to learn more about the Hogan Personality Inventory?  Visit our Hogan Personality Inventory Practice Course page for insights into HPI questions, results, and preparation tips.

Hogan Development Survey (HDS)

 This Hogan personality test addresses the question: What factors may hinder your ability to perform well?

• Questions:  The HDS contains 170 questions. Answers are presented on a 4-point Likert scale
• Time Limit : Takes 15-20 minutes to complete, no time limit.

What does the HDS measure?

The Hogan Development Survey identifies aspects of an individual's personality that may become counterproductive under stress or pressure. These traits, known as dark side personality traits , or job derailers , can have a significant impact on workplace relationships and task management during stressful times.

The HDS assesses dark side personality traits using 11 primary scales (comprised of 33 subscales), that map candidates’ shortcomings and strengths. The Hogan question above, for example, assesses the cautious scale.

Want to learn more about the Hogan Development Survey? Explore our Hogan Development Survey Practice page for insights into HDS questions, results, and preparation tips.

Hogan Motives Values Preferences Inventory (MVPI)

This Hogan assessment test addresses two key questions: Will you find the company appealing, and will you thrive in this work environment?

• Questions:  The MVPI contains 200 questions.
• Time limit:  No time limit, takes approximately 15-20 minutes

What does the MVPI measure?

The Hogan Motives, Values, Preferences Inventory evaluates an individual's values, core goals, drives, and interests. This enables employers to understand your motivations and identify whether this job, position, and work environment will allow you to thrive.

The MVPI consists of 11 primary scales that assess candidates' motivations and values across five themes: Lifestyles, Beliefs, Occupational Preferences, Aversions, and Preferred Associates. For instance, the Hogan question mentioned above evaluates the power scale to determine if your attitude towards prestige, authority, competition, and control aligns with the position you are applying to.

Want to learn more about the Hogan MVPI?  Explore our Hogan MVPI page  for insights into MVPI questions, results, and preparation tips.

Hogan Business Reasoning Inventory (HBRI)

This assessment helps employers gain insight into your ability to solve complex problems .

• Questions: The HBRI contains 24 multiple-choice questions of three kinds: Verbal & logical reasoning, numerical reasoning, and abstract reasoning.
• Time limit: The HBRI is limited to 30 minutes. Your speed is very important here as the time it takes you to answer each question will be compared to other applicants’ timing.

During the test, candidates are presented with complex data in various formats, such as tables, graphs, shapes, and number series, and are required to answer psychometric questions based on this information.

What Does the HBRI measure?

The Hogan Business Reasoning Inventory (HBRI) is used by employers to assess candidates' reasoning skills, including their ability to analyze data, devise solutions, and make effective, detail-oriented decisions. These are assessed via the combination of ranking on two dimensions of critical thinking:

• Qualitative Reasoning – the ability to solve problems based on visual data, logic and verbal information.
• Quantitative Reasoning – the ability to solve problems based on mathematical and spatial information.

For example, an "Expedient Thinker" style describes someone who scores high in qualitative reasoning but low in quantitative reasoning. This suggests that the individual typically approaches problems opportunistically, opts for quick and easy solutions, and tends to make intuitive rather than reflective choices, which can result in low-quality solutions.

Want to learn more about the Hogan HBRI?  Explore our Hogan HBRI Practice page for more examples and insights into HBRI questions and results.

• Hogan Judgment Assessment

This Hogan Assessment focuses solely on the way you make decisions.

• Questions: Questions are taken from the HPI, HDS, MVPI and HBRI.
• Time limit: This test has no time limit.

The Hogan Judgment test measures both thinking skills and personality characteristics that drive decision-making, to evaluate how well can you learn from your mistakes and improve decision making.

Want to learn more about this Hogan test?  Visit the Hogan Judgment test page to learn what abilities this test evaluates.

The Hogan Leadership Assessment

The Hogan Assessment Tests are often referred to as the hogan leadership assessment, since they aim to assess leadership skills crucial for managerial and executive roles. This evaluation comprises the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI) , focusing on personality traits, potential derailers, and core values relevant to leadership.

Executive candidates may undergo the Hogan Business Reasoning Inventory (HBRI) to gauge problem-solving abilities, alongside the Raven's Progressive Matrices for abstract reasoning skills. These assessments are tailored for individuals aspiring to or currently in management and executive positions, aiding organizations in talent selection and development. 

How to pass the Hogan Assessment Tests

Here are 3 key tips that will get you ready to take your Hogan Assessment:

• Understand Which Qualities Are Expected of You Since the Hogan Assessment tests predict your ability to succeed on the job, to do well on it you should first figure out what these required qualities are.
• Learn What the Test Measures Before taking one of the Hogan personality tests, learn to recognize what traits each statement assesses, so that you are aware of what your answers say about you.
• Take Online Practice Tests Complete practice tests accustomed to the Hogan Assessment tests, so that you are able to show your strengths and answer any question you’ll see on the actual test.

Hogan Assessment Test Practice Course

Although Many believe that a personality assessment requires no preparation, just like any job interview or assessment- presenting your strengths and best self improves with practice . Our team of psychologists and psychometric experts have developed a unique preparation course for any Hogan assessment test you may receive.

• Hogan Personality Assessment Practice – Practice HPI, HDS, & MVPI style questions with detailed feedback to fine-tune your answers and ensure to exhibit your strengths and qualities required for you to come out as an ideal candidate.
• Hogan Aptitude/ Cognitive Questions  – Practice HBRI questions to improve your solving speed and accuracy and exhibit a high level of thinking abilities, both qualitative and quantitive.

★ 4.8 (32 reviews) • 2,000+ already enrolled

• Hogan Test Results

hogan assessment results are provided straight to the employer in the form of a detailed report comprised of the assessed personality traits. On each trait scale, you are scored according to your responses on a group of related questions, whilst being compared to employees in the same position.

It is important to note that a low score isn’t necessarily “bad” since the scores for each scale indicate different characteristics. Learn more about the Hogan scoring of each Hogan test:

View an HPI sample report  

View an HDS sample report 

View an MVPI sample report 

View an HBRI sample report 

Hogan Assessment FAQs

The Hogan Assessment is a complex evaluation, as each of its tests has unique challenges. Passing Hogan tests is hard, mostly since there are no obvious answers for personality questions, and it is difficult to know what’s expected of you.

The Hogan Assessment tests are used in organizations in more than 50 countries. These organizations may be from different industries, including the financial sector, Hospitals, Airlines and more. Here are some of the major companies that use Hogan assessments:

Hogan provides assessments around the globe on its online platform. These are available in 43 languages, you can find the full list on this Hogan languages PDF file.

Each Hogan Personality Assessment (HPI, HDS, MVPI) typically takes 15-30 minutes to complete, while the HBRI is timed for 30 minutes."

Raven's Advanced Progressive Matrices (APM-III) is a highly common cognitive assessment that measures the ability to identify shape patterns . The official provider of the Raven Assessment is Pearson PLC, but it can also be provided by Hogan (under license from Pearson Inc.), often combined with other Hogan personality assessments.

Related Assessments 

Caliper Assessment

Caliper Assessment Practice Test

Gallup CliftonStrengths Assessment

Predictive Index Personality Types

PI Cognitive Assessment Practice Test

Leadership Assessment Test

If you have any other questions about the Hogan Assessment, please don't hesitate to contact us at [email protected] 

• What's on this page
• What is the Hogan Assessment
• Hogan Personality Test - HPI
• Hogan Personality Test - HDS
• Hogan Personality Test - MVPI
• Hogan Cognitive Test - HBRI
• Hogan Leadership Assessment
• Hogan Preparation Tips

• Numerical Reasoning
• Verbal Reasoning
• Inductive Reasoning
• Logical Reasoning
• Situational Judgement
• Mechanical Reasoning
• Watson Glaser Critical thinking
• Deductive reasoning
• Abstract reasoning
• Spatial reasoning
• Error checking
• Verbal comprehension
• Reading comprehension
• Diagrammatic Reasoning
• Psychometric tests
• Personality test
• In-Tray exercise
• E-Tray exercise
• Competency based assessment
• Game based assessments
• Analysis exercise
• Group exercise
• Presentation exercise
• Video interview
• Strengths based assessment
• Strengths based interviews
• Saville Assessment
• Talent Q / Korn Ferry
• Watson Glaser
• Criterion Partnership
• Test Partnership
• Cut-e / Aon
• Team Focus PFS
• Sova Assessment

Hogan Lovells Critical Reasoning Test

Hogan Lovells look for employees with a high analytical ability. Applicants have to pass a critical thinking test before being offered a position.

Hogan Lovells use the following tests in their selection process:

About hogan lovells critical thinking exercises, hogan lovells application process stages, buy practice critical thinking tests, hogan lovells critical thinking exercise questions, critical thinking tests and who uses them, what you should know before taking your critical thinking test, different types of critical thinking tests, answered questions.

Critical Thinking Exercises are a fair and objective way for Hogan Lovells to assess a wide range of applicants, each having different experiences and different qualifications. By analysing the results of a standardised critical thinking exercise, Hogan Lovells are able to quickly see which candidates are suitable for the role and which are not. This sort of information about candidates’ skills is difficult to glean from interviews and qualifications alone, so they use professional psychometric tests.

Often, Hogan Lovells will ask applicants to take a critical thinking exercise online, which you can take from home. When the critical thinking exercise is used early on in the application process like this you will have to achieve a minimum score before you progress to the next round (typically a score in the top 50% of applicants is required however this does vary role to role). Further along in the selection process you might be asked to attend an assessment centre or interview where you will be asked to sit a critical thinking exercise again. This is so Hogan Lovells can verify the person scoring highly in the test is indeed the person applying for the job.

Here is the typical process for your application to Hogan Lovells.

Our critical thinking practice test pack is suitable for preparing for the Hogan Lovells critical thinking exercise.

Critical Thinking Test Pack (suitable for preparing for Hogan Lovells)

Prepare for all critical thinking tests including the Hogan Lovells critical thinking exercise. Includes 246 questions across 9 tests, each divided into 5 sections to practise each separately, all especially designed for the Watson Glaser Critical Thinking Assessment.

This has been a useful tool when preparing for various assessment days that require the Watson Glaser test.

Like most critical thinking tests, the one used by Hogan Lovells look at your "ability to consider a range of information derived from many different sources, to process this information in a creative and logical manner, challenging it, analysing it and arriving at considered conclusions which can be defended and justified." The critical thinking test will be assessing your speed and accuracy. The answers are multiple choice and you should try to work quickly within the time limit, but also accurately. Negative marking is unlikely to be used but do not guess answers, as this will show up in your accuracy score. Sometimes you will find that you can make a best guess estimate by deducing that some of the answer options are incorrect. This approach to critical thinking tests will come with practice, and you will become familiar with the type of critical thinking tests used by companies, such as Hogan Lovells.

Companies are using critical thinking tests more and more in their application process that candidates must go through. Critical thinking tests are favoured when the role being recruited for requires critical analysis of arguments on a regular basis. A person's score in a critical thinking test is a good indicator of their ability to structure a sound, solid arguments, analyse and synthesise available information, and to recognise assumptions and inferences. This is particularly important in legal positions.

Hogan Lovells use critical reasoning exercises as part of their recruitment process to help them select the best candidates for a particular role.

So as a graduate or senior candidate applying for a job at Hogan Lovells you might feel like the critical thinking exercise is an unnecessary hoop to jump through. But, you should bear in mind that Hogan Lovells are asking you to complete the critical thinking exercise exercise as much for your own benefit as theirs; if you are not suitable for the role, a psychometric test will usually identify this. Research has shown that psychometric tests, such as those used by Hogan Lovells, are a better predictor of job performance than traditional selection metrics such as level of degree achieved.

The most commonly employed critical thinking test is known as the Watson-Glaser Critial Thinking Assessment. The Watson-Glaser is split into 5 different section. Each section asks questions in a particular style and will expect you to reason slightly differently to reach the correct answer. The 5 sections are listed and explained below:

• Assumptions: In these questions a statement will be presented and the candidate will have to decide if an assumption has been made in making the statement. For example in the statement “only people earning a high salary can afford a fast car” it is assumed that fast cars cost more than not fast cars (this is just one of many assumptions implicit in the statement). An assumption is something someone effectively takes for granted. Statements are given for the individual to read and they are then followed by several proposed assumptions. The candidate has to select whether an assumption has or has not been made.
• Analysing arguments: Candidates will be provided with a given scenario i.e. “Should the government pay student’s tuition fees?” They are subsequently provided with a list of arguments for or against the scenario presented. The candidate will need to assess if each argument is strong or weak, based on how relevant it is and how well it addresses the question. The argument is considered to be strong if it directly relates to the question or statement, and weak if it is not directly related to the question or statement.
• Deductions: Candidates will be provided with a passage of information and candidates will need to evaluate a list of deductions made based on that passage. If one cannot deduce a particular statement from the passage, then that deduction does not follow, and the candidate must select which deductions follow and which do not follow. The answer must be entirely based on the statements made and not on conclusions made from one’s own knowledge.
• Inferences: In this section candidates will be provided with a passage of information on a scenario. A subsequent list of possible inferences will follow, and candidates will be asked to rate if they are true, false, possibly true, possibly false or whether it is not possible to say based on the information in the passage.
• Interpreting Information: A paragraph of information will be provided to the candidate, with a list of possible conclusions. Candidates will need to interpret the information in the paragraph and decide if each conclusion follows based on the presented information. Once again the decisions must solely be based on the information given.

Most questions in most critical thinking tests follow a standard format displaying written information, the question and answer options on screen. These can be arranged differently, but each test will stick to the same layout throughout. The written information will usually be a single sentence, or a longer passage of text consisting of a few sentences. The question text may contain extra information which adds to the written information that's given. This might also be necessary to answer the question correctly. Lastly, the answer options are almost always multiple choice. Multiple choice answers can vary, however. You may have 2, 4, or 5 options to pick from. The more answer options to pick from, the slimmer the chances are that you can obtain the correct answer by guessing and the more that you have to eliminate as being the correct answer.

Some publishers will have less subtle variations in their test from what's described here. Cappfinity for example, will ask you more than one question at a time. Test Partnership's tests will use logical syllogisms. Test types by different publishers are explained here in more detail.

Are these tests suitable for Hogan Lovells?

Yes. Hogan Lovells use critical reasoning exercises to assess applicants in the recruitment process. The practice tests we provide have been designed to mimic the Watson-Glaser critical thinking test style to create an environment similar to the real assessment. This provides you with confidence that the questions you practice with us now are an accurate reflection of the real assessment.

How difficult are your tests?

The same difficulty as real tests. Generally real employer selection tests don't differ that much in terms of difficulty which is why they compare your score against norm groups. Our practice tests are pitched roughly at graduate level, but this means they are actually suitable for preparing for all levels of job: entry; apprentice; graduate; senior; director.

Are they compatible with my Mac / Tablet / Phone?

Yes, and PC, and Linux and smartphone and Android and...everything. Our practice tests will run on all systems and they are responsive so they will work well on tablets and smartphones too!

How many times can I take the tests?

Unlimited. You can take our practice tests as many times as you like; there is no limit. But to be honest, after taking the same test a few times you start to remember the answers, so that’s why we have lots of tests.

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A Guide to the Watson Glaser Test for Hogan Lovells

Secure your chances of obtaining a training contract at the prestigious law firm Hogan Lovells by following this guide.

Watson Glaser for Hogan Lovells

• Learn why you should apply to Hogan Lovells
• Find out about the Watson Glaser Test
• See what to expect in the Watson Glaser Test
• Discover tips to improve your score

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The Watson Glaser critical thinking test is designed to assess your skills as a lawyer and plays a significant role in determining your eligibility for further stages of the application process for a training contract at Hogan Lovells. In this article, we will provide an overview of the Watson Glaser test for Hogan Lovells, explore how you can prepare for it, discuss what to expect, and shed light on the desired score.

About Hogan Lovells

Hogan Lovells  is a global legal firm that was established in 2010 following the merger of two leading law firms, Hogan & Hartson and Lovells. With over 2,500 lawyers spread across more than 45 locations all over the world, they are one of the most prominent international law firms.

The firm has a wide range of expertise and offers services in areas such as corporate and finance, litigation and dispute resolution, intellectual property, employment and benefits, competition and antitrust, tax and real estate. They have extensive experience advising clients in major industries like energy & infrastructure, technology & communications, life sciences & healthcare, automotive & transport amongst others.

Hogan Lovells is committed to making a positive impact in their communities and have launched various initiatives to promote diversity and inclusion within the firm. They have also implemented mentoring programs for staff members at all levels of seniority to help them develop professionally.

Hogan Lovells Training Contract

Hogan Lovells offers a comprehensive training contract program for aspiring solicitors, providing an excellent opportunity to gain hands-on experience in different practice areas. The program consists of four six-month seats, in which trainees will be given real work on client matters and the chance to attend networking events and client meetings.

By the end of the program, trainees will have been exposed to a range of legal practice areas and gained valuable insight into their chosen field.

The training contract also involves taking the Watson Glaser Test. This assessment evaluates key skills such as critical thinking, problem-solving and decision-making abilities – all essential for success in many roles within Hogan Lovells.

The test helps determine if a candidate is suitable for the role they are applying for and it provides employers with insight into how an applicant may handle pressure during their career at Hogan Lovells.

Application Process

The application process for training contracts at Hogan Lovells is relatively straightforward. Prospective trainees need to submit an online application which includes a personal statement, CV and academic transcript.

The application deadline for the 2024 and 2025 intakes is 31 January 2023, and for the 2025 intake is 31 July 2023. Successful applicants will then be invited to attend a virtual assessment day. Once accepted, trainees will be required to study the Postgraduate Diploma in Law at BPP University Law School prior to starting their contract.

What Is The Watson Glaser Test?

The Watson Glaser test  has been used since the 1920s as an effective measure of critical thinking skills. The Watson Glaser test is a widely used critical thinking assessment that evaluates an individual’s ability to analyse, interpret, and draw conclusions from complex information.

It consists of various sections that assess skills such as drawing inferences, recognising assumptions, making deductions, interpreting information, and evaluating arguments.

The test aims to measure your ability to think critically, solve problems, and make sound judgments – all essential qualities for a successful legal career.

Watson Glaser Test for Hogan Lovells

Hogan Lovells incorporates the Watson Glaser test as an integral part of their application process. Upon submitting your online application, you will receive an invitation to take the test within 48 hours.

You will have approximately five days to complete the test, providing ample time for preparation.

Watson Glaser Test Guide

Get expert insight to help you master the Watson Glaser test.

Watson Glaser Test Structure

The Watson Glaser test for Hogan Lovells consists of 40 questions divided into five sections, each focusing on a specific critical thinking skill. These sections will require you to draw inferences, recognize assumptions, make deductions, interpret information, and evaluate arguments. It is essential to carefully read and understand the instructions for each question type to answer them accurately.

These questions involve analysing a passage of text and determining if a given deduction logically follows or not.

• Interpretation

In interpretation questions, you will evaluate a paragraph of information and decide if a series of conclusions can be reasonably drawn from it.

• Recognising Assumptions

Here, you need to identify the assumptions presented in a statement and determine if they are explicitly stated or not.

• Drawing Inferences

Drawing on your critical thinking skills, you will assess the validity of inferences made in a given scenario, categorising them on a sliding scale of truthfulness.

• Evaluating Arguments

This question type presents a contentious scenario followed by a series of arguments, which you must evaluate based on their strength rather than their correctness

The test is timed, with a duration of 30 minutes. It is recommended that you manage your time effectively, keeping track of the remaining time and avoiding getting stuck on individual questions. Remember, the test assesses critical thinking abilities, so rushing through the questions may result in overlooking crucial details.

Watson Glaser Test Prep

Preparing for the Watson Glaser Test is crucial for candidate aspiring to secure a training contract with Hogan Lovells. To increase your chances of success, it is indispensable to familiarise yourself with the format and thinking required in the Watson Glaser test. 

Fortunately, there are numerous online resources available to help you effectively prepare for the test:

• Explore a range of online resources to enhance your preparation. While some resources may require payment, there are also free options available. These resources can provide valuable insights into critical thinking, logical reasoning, and the specific skills required for success in the Watson Glaser Test.
• One such online resource is TalentLens , the publisher of the Watson Glaser Test. Their website offers a comprehensive overview of the test, including sample questions and explanations of the different question types. Familiarising yourself with these question types and understanding the underlying concepts is essential for performing well in the test.
• Another useful resource is The Lawyer Portal, an online platform that specialises in psychometric test preparation. They offer a dedicated Watson Glaser practice test pack that includes sample questions, detailed answer explanations, and additional practice materials. This can be a valuable resource for honing your critical thinking skills and improving your performance in the test. 
• Using  Job Test Prep  is also a great way to get practising, since they offer a diagnostic Watson Glaser test, 20+ additional practice tests and five interactive study guides. For the best results, it’s important to practice frequently, assess your performance and learn from any mistakes to keep improving.
• Additionally, various books and guides are available that specifically focus on critical thinking and logical reasoning. Examples include “Critical Thinking Skills for Dummies” by Martin Cohen and “ The Watson Glaser Critical Thinking Appraisal ” by Goodwin Watson and Edward Glaser. These resources provide comprehensive coverage of the skills and techniques required to excel in critical thinking assessments like the Watson Glaser Test.

By using these resources and practising regularly, you can familiarise yourself with the test format, improve your critical thinking abilities, and increase your chances of success in the Watson Glaser Test for Hogan Lovells.

Remember, preparation is key, and investing time and effort into practice will significantly enhance your performance and give you a competitive edge in the application process.

What Score Do I Need?

The required score for the Watson Glaser test at Hogan Lovells is not publicly disclosed. While this depends on each role available, generally a good score would exceed 70%.

Fortunately there are practice tests available online so applicants can become accustomed with how the test works before taking it officially. This gives applicants an opportunity to gain insight into what questions will be asked during the assessment so that when they take it officially they’re prepared for success!

However, it is advisable to aim for a high score to increase your chances of progressing to the later stages of the application process. Strive to perform at your best and showcase your critical thinking skills, as a strong performance in the test will undoubtedly enhance your application.

The Watson Glaser test is a vital component of the application process for training contracts at Hogan Lovells. By adequately preparing for this critical thinking assessment, you can demonstrate your analytical abilities and enhance your chances of securing a coveted position at this prestigious law firm.

Remember to practise, stay focused, and strive for excellence in your test performance. Good luck on your journey towards a rewarding legal career!

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Hogan Assessments

• https://www.hoganassessments.com/
• Oklahoma, USA
• 120 questions

Rooted in science, Hogan tests are designed to help employers recruit the best possible candidates based on different criteria including personality type, motivations, propensity for leadership and weaknesses.

What is a Hogan test?

Hogan was founded in 1987 by Joyce and Robert Hogan. Since then, the company has grown to operate in over 50 countries and 47 different languages. And perhaps most notably, Hogan serves over half of the Fortune 500 companies.

Hogan was instrumental in showcasing the impact personality can have on an employee’s performance in the workplace, and how important it is for employers to factor this into their recruitment process.

The Hogan tests are used by potential employers to determine whether you are a good fit for a position.

Hogan runs three different types of personality assessments:

• Hogan Personality Inventory ( HPI) . This test assesses how you work with others, and which sides of your personality could really benefit the business you’re applying to.
• Hogan Development Survey ( HDS) . This probes the darker side of your personality to look for potential pitfalls.
• The Motives, Values, Preferences Inventory ( MVPI) . This examines your core motivations and what inspires you day-to-day.

Hogan has also developed two different cognitive ability tests :

• Hogan Judgement Test (HJT) . This assesses your information processing style.
• Hogan Business Reasoning Inventory (HBRI) . This looks at your reasoning ability.

All of the Hogan tests are tailored to the role and business you’re applying to. They can help to ensure during the hiring process that you end up in the right role for you and your prospective employer, so it’s important to answer as honestly as you can.

However, it doesn’t hurt to look into the values and objectives of the company, if you want to ensure your motives are aligned.

Hogan cognitive ability tests

The Hogan cognitive ability tests are more focused on how your skills, strengths and problem-solving skills can benefit the business you’re applying to.

Hogan Judgment Test

Similar to a situational judgement test , the Hogan Judgment Test is designed to look at how a candidate ticks.

The test examines problem-solving skills, decision-making style, how you take feedback, and how open you are to being coached.

All of these things help to build a clearer picture of how you’re likely to work with a wider team, and whether you’d be a good fit.

Hogan Business Reasoning Inventory

Your reasoning style is a good indication of how you’re likely to cope with common workplace issues and challenges.

In this test, you’ll be assessed on how you evaluate data, solve problems, make decisions, and learn from past mistakes.

As well as helping employers to identify your strengths in these areas, the test also highlights areas that may need developing to get the most out of someone.

Hogan personality tests

The Hogan personality tests assess different areas of your personality, with the intention of being viewed holistically for a bigger picture insight into each candidate.

Overall, it helps to paint a picture of an individual’s strengths, weaknesses and motivations, as well as the darker and lighter sides of their personality.

Hogan Personality Inventory

HPI looks at how people perform at their best.

The test takes around 15–20 minutes to complete and asks questions about your personality, how you work with others and how successful you can be in different types of jobs.

You’ll be given 206 different statements such as ‘I work well with others’ and asked to mark them as ‘true’ or ‘false’, depending on how you relate to them.

All of the statements are designed to probe the ‘bright’ side of your personality. Or in other words, how you act when you feel confident, positive and in control.

Hogan Development Survey

While HPI is about the brighter aspects of our personality, HDS is designed to look at the darker areas.

When we feel under pressure or strain (as is common at points throughout our working life) these darker sides of our personality can start to emerge.

The point of this assessment is to identify how you’re likely to react in challenging situations, to try and mitigate such instances. In turn, this helps to optimise people’s performance, and means your employer can put measures in place to relieve your stress triggers.

Just like in the HPI, you’ll be given descriptive statements (168 this time) and asked to answer them with ‘true’ or ‘false’.

Motives, Values, Preferences Inventory

MVPI looks at what inspires, motivates and propels you to succeed.

This information is highly valuable to employers, since it can be used to help get the best out of you in the workplace, and indicates which positions you’re likely to excel in based on your drivers.

The 200-question test also uses statements that you’ll mark as ‘true’ or ‘false.’ It will require you to answer questions such as whether you value money or success more, what a good work-life balance is, and whether you feel your team’s success benefits you.

After using the platform for two weeks, I’ve never felt more prepared for an Aptitude test.

Which employers use Hogan tests?

If you are a potential employee, it is good to know if you will be expected to take a Hogan test before the interview process so you have plenty of time to prepare different types of questions – as you would for most tests.

Hogan tests are used by a huge variety of renowned companies, including over half of the Fortune 500 companies.

Vodafone , Coca Cola , Johnson & Johnson, and Amazon are all examples of multinational corporations that believe in the importance of the Hogan personality tests in recruitment and retention programmes.

Tips for how to prepare for Hogan assessments

1. Research the company

Learning more about the values, objectives, and drivers of the company you’re applying to is a great way to get yourself into the right mindset before your Hogan assessment.

2. Think about yourself

As well as researching the company, make sure you take time to look a little closer at yourself. Knowing what your greatest strengths and skills are is important, as you want to ensure you can convey this through the questions you’ll be asked on the tests.

3. Be honest

It’s really important, to be honest on these tests, both for yourself and for your employer.

4. Be realistic

It’s tempting to paint yourself as an almost perfect individual, but it’s just not realistic. We all have flaws and areas of weakness, so don’t be afraid to express them.

5. Try some practice tests

While there are no ‘right’ or ‘wrong’ answers on a Hogan test, taking a few practice assessments will give you a clearer idea of what to expect on the day, and will help to boost your confidence. Taking practice tests will introduce you to personality tests and improve your chances of success.

Practice Aptitude Tests is not associated with Hogan. We provide preparation services for Hogan psychometric tests. Our tests are not designed to be identical to any style, employer or industry. Visit https://www.hoganassessments.com/ to find out more.

Hogan Assessments FAQs

How are hogan tests scored.

As well as using a normative group to compare your scores to, Hogan tests are also assessed using percentiles to give you an individual ranking within that group.

How accurate are Hogan assessments?

If you answer honestly, the tests (when looked at holistically), can give employers a much clearer idea of a candidate’s personality, strengths and weaknesses. However, they’re never going to portray an individual with 100% accuracy.

Are the Hogan assessments hard?

Hogan assessments don’t have ‘right’ or ‘wrong’ answers. They’re designed to probe your personality. Some people will find them more challenging; it just depends how comfortable you are answering questions about yourself.

How will I take my Hogan assessment?

The tests are normally taken online. You’ll be given specific instructions by your employer or recruitment contact.

Hogan Assessments Tips

1 get comfortable with the basics.

Before you dive into practicing for Hogan assessments, take some time to understand the foundation. Hogan tests are designed to measure your personality, values, and reasoning—a trio that makes up who you are as a potential employee. To perform well, start by getting a solid grasp of basic psychological principles and common reasoning frameworks. Remember, the Hogan assessments aren’t about wrong or right answers; they are about painting an accurate picture of you as an individual.

2 Mirror the Test Conditions

When you sit down with Practice Aptitude Tests, mimic the conditions of the actual test as closely as possible. Find a quiet space, set a timer, and ensure you’re working in an uninterrupted environment. Familiarizing yourself with the testing conditions will reduce anxiety on the big day and help you stay focused when it matters most.

3 Reflect on Feedback

One of the unique aspects of the Hogan assessments is their focus on personality. As such, feedback can be incredibly insightful. Use Practice Aptitude Tests to gauge where you stand and reflect deeply on the feedback provided. It’s not just about practicing the tests themselves, but also about understanding and perhaps even improving on how you present yourself to potential employers.

4 Be Authentically You

Though it’s tempting to try and ‘beat’ the test or give answers you think employers want to hear, Hogan assessments are sophisticated enough to detect inconsistencies. The best approach is to be honest and consistent in your responses. Employers are looking for the real you, and the most beneficial outcome comes from a genuine portrayal of your personality and values.

5 Review and Practice Regularly

Consistency is key when preparing for any assessment. With Hogan serving such a wide range of top-notch companies, these tests hold a lot of weight. By using Practice Aptitude Tests, you can get into a regular rhythm of reviewing and practicing various scenarios. This regularity will not just prepare you for the test structure but also build confidence in your capabilities.

Sample Hogan Assessments question Test your knowledge!

A company measures success not by quarterly profits but by customer satisfaction and retention. Following this mentality, which of the following strategies should the company prioritize?

• Cutting operational costs to increase short-term profits
• Investing in employee training to improve service quality
• Restructuring the organization to reduce the number of management levels
• Focusing on aggressive sales tactics to boost profit margins

Which of the following conclusions can be drawn from the passage below? 'Despite initial resistance, the introduction of technology in the workplace has invariably led to an increase in productivity. However, this increase is not solely attributable to the technological advancements themselves but also to the process improvements that companies implement in conjunction with these new tools.'

• Technology is the only factor responsible for increased productivity.
• Companies have resisted technological advancements because they are concerned about productivity.
• Productivity increases from technology are partly due to accompanying process improvements.
• Implementing new tools in the workplace decreases productivity initially.

All swans are birds, and some birds are migratory. If an animal is a migratory bird, then it has a navigation system. Which of the following must be true?

• All birds have a navigation system.
• Some swans are migratory.
• All migratory animals are birds.
• If an animal is a swan, it may or may not have a navigation system.

If a project's budget was initially $200,000 and it was reduced by 15%, what is the new budget for the project?

In a logical sequence, if the first two elements are 'RE', the third element is 'VER', and the fifth element is 'SON', what is the fourth element?

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How to Pass the Hogan Assessment Test

Last Updated: April 25, 2024 Fact Checked

This article was co-authored by Katherine Demby . Katherine Demby is an Academic Consultant based in New York City. Katherine specializes in tutoring for the LSAT, GRE, SAT, ACT, and academic subjects for high school and college students. She holds a BA in History and Political Science from the University of North Carolina at Chapel Hill and a JD from Yale Law School. Katherine is also a freelance writer and editor. This article has been fact-checked, ensuring the accuracy of any cited facts and confirming the authority of its sources. This article has been viewed 150,701 times.

For medium to large companies, personality assessments and other psychometric tests are standard steps in the job application process. If you’re taking a test designed by Hogan Assessments, a leading test developer, ask your potential employer about the test’s role in the hiring process. Stay calm, and remember that a psychometric test is only part of an application. Ask for feedback and, if you don’t get the job, try to find opportunities for self-improvement.

Preparing for the Assessment

• Interviews bear more weight than the personality assessment. Study the job description and think of examples that show how you’ve put the desired personality traits into practice. [1] X Research source
• Suppose a company is looking for salesperson who’s confident, self-motivated, and outgoing. In your interview, speak with confidence, mention a project you completed independently, and describe how you honed interpersonal skills at past jobs.

• Pose 1 to 2 questions politely and professionally so you don’t seem paranoid or anxious about taking the test.
• If the interviewer doesn’t say, ask if they use the test to make hiring decisions. Some companies only administer personality tests to keep on file. For others, it plays a key role in the early stages of the hiring process.

• For example, instead of asking “What personality traits are you looking for,” you could ask, “When did you first include the assessment in the hiring process? Has it improved your ability to build a workforce that embodies the company’s values?”

• Example questions might be, “I’d rather do things quickly than perfectly,” or “I like everyone I meet.” Your available answers will either be yes or no, or on a scale from 1 (strongly disagree or least accurate) to 5 (strongly agree or most accurate).
• Search online for “Hogan Personality Inventory practice test.” This resource is a good starting point: https://www.personalitytest.org.uk .

• Examples of aptitude tests include critical thinking, situational judgment, typing, mathematics, and verbal reasoning assessments. You can find practice tests in each category online.
• Practice GRE, SAT, and ACT tests are also good ways to prepare for critical, numerical, and verbal reasoning tests.
• Additionally, brush up on industry-specific skills, such as programs or coding languages.

Succeeding on Test Day

• A good night’s sleep is also important if you have to take any challenging aptitude tests.

• It’s best to show up 10 to 15 minutes early to an interview or other appointment related to a job application. Arriving late is unprofessional, and showing up too early can be inconvenient for the company.

• If the company finds that you might not be a match for their culture, it’s better to know sooner rather than later. You wouldn’t want to spend months in a job environment you hate.

• For example, answering “I would do anything to get ahead” with “Very Accurate,” “Strongly Agree,” or “5 out of 5” could indicate you’re willing to do something unethical or unlawful. [10] X Trustworthy Source Harvard Business Review Online and print journal covering topics related to business management practices Go to source

• For example, questions could include “I have never told a lie,” or “I am always on time.” Claiming that you’ve never lied or are always punctual could show that you don’t like acknowledging weaknesses or have an unrealistic perspective.

Getting Feedback from the Employer

• If you got the job, ask which aspects of your assessment report helped them choose you for the job. You’ll get a clear understanding of how they perceive you and what they expect from you.
• If you didn’t get the job, use the opportunity to assess how your personality type fits with your career.

• Suppose your scores related to energy and interpersonal skills were lower than the company wants in a salesperson. However, your reliability and creativity were high. These traits could make you a great fit for the design team.
• Even if the design job pays less, you’ll learn about the company’s products. You might also have opportunities to demonstrate the qualities that the company seeks in a salesperson. You could end up being at the top of their sales team in the future.

• While the company could be looking for specific traits for its culture, you might need to work on qualities that most companies want to see. Reviewing your results will help you figure out which traits are particular to that company and which are industry-wide.
• Perhaps companies in your industry want salespeople who are competitive and extroverted. However, you appeared introverted and anxious in your personality assessment and interviews. You could work on being more confident and outgoing by taking a public speaking class or joining a club.

Expert Q&A

You Might Also Like

• ↑ https://www.assessmentcentrehq.com/hogan-test/
• ↑ https://hbr.org/2015/07/ace-the-assessment
• ↑ https://www.business.uq.edu.au/news/ten-ways-succeed-psychometric-tests
• ↑ Katherine Demby. Test Prep Specialist. Expert Interview. 17 December 2020.
• ↑ https://www.psychologytoday.com/blog/cui-bono/201109/frequently-asked-questions-about-personality-testing

About This Article

Although there are no right or wrong answers to the Hogan assessment test, there are simple ways to improve your chances of impressing an employer. To do this, familiarize yourself with the desired personality traits in the job description before you take the test, so you know what they’re looking for. You can also do practice tests online so you know what kind of questions you’re likely to get. When you sit down to take the test, try not to overthink the questions. Be honest about yourself, since employers want to know what you’re really like. For example, if you get a question about how often you lie, don’t answer that you’ve never told a lie, as this is unrealistic. For more tips, including how to review your Hogan assessment test feedback with your employer, read on! Did this summary help you? Yes No

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What is the Critical Thinking Test?

Critical thinking practice test, take a free practice critical thinking test, practice critical thinking test.

Updated November 16, 2023

The Critical Thinking Test is a comprehensive evaluation designed to assess individuals' cognitive capacities and analytical prowess.

This formal examination, often referred to as the critical thinking assessment, is a benchmark for those aiming to demonstrate their proficiency in discernment and problem-solving.

In addition, this evaluative tool meticulously gauges a range of skills, including logical reasoning, analytical thinking, and the ability to evaluate and synthesize information.

This article will embark on an exploration of the Critical Thinking Test, elucidating its intricacies and elucidating its paramount importance. We will dissect the essential skills it measures and clarify its significance in gauging one's intellectual aptitude.

We will examine examples of critical thinking questions, illuminating the challenging scenarios that candidates encounter prompting them to navigate the complexities of thought with finesse.

Before going ahead to take the critical thinking test, let's delve into the realm of preparation. This segment serves as a crucible for honing the skills assessed in the actual examination, offering candidates a chance to refine their analytical blades before facing the real challenge. Here are some skills that will help you with the critical thinking assessment: Logical Reasoning: The practice test meticulously evaluates your ability to deduce conclusions from given information, assess the validity of arguments, and recognize patterns in logic. Analytical Thinking: Prepare to dissect complex scenarios, identify key components, and synthesize information to draw insightful conclusions—a fundamental aspect of the critical thinking assessment. Problem-Solving Proficiency: Navigate through intricate problems that mirror real-world challenges, honing your capacity to approach issues systematically and derive effective solutions. What to Expect: The Critical Thinking Practice Test is crafted to mirror the format and complexity of the actual examination. Expect a series of scenarios, each accompanied by a set of questions that demand thoughtful analysis and logical deduction. These scenarios span diverse fields, from business and science to everyday scenarios, ensuring a comprehensive evaluation of your critical thinking skills. Examples of Critical Thinking Questions Scenario: In a business context, analyze the potential impacts of a proposed strategy on both short-term profitability and long-term sustainability. Question: What factors would you consider in determining the viability of the proposed strategy, and how might it affect the company's overall success? Scenario: Evaluate conflicting scientific studies on a pressing environmental issue.

Question: Identify the key methodologies and data points in each study. How would you reconcile the disparities to form an informed, unbiased conclusion?

Why Practice Matters

Engaging in the Critical Thinking Practice Test familiarizes you with the test format and cultivates a mindset geared towards agile and astute reasoning. This preparatory phase allows you to refine your cognitive toolkit, ensuring you approach the assessment with confidence and finesse.

We'll navigate through specific examples as we proceed, offering insights into effective strategies for tackling critical thinking questions. Prepare to embark on a journey of intellectual sharpening, where each practice question refines your analytical prowess for the challenges ahead.

This is a practice critical thinking test.

The test consists of three questions . 

After you have answered all the questions, you will be shown the correct answers and given full explanations.

Make sure you read and fully understand each question before answering. Work quickly, but don't rush. You cannot afford to make mistakes on a real test .

If you get a question wrong, make sure you find out why and learn how to answer this type of question in the future. 

Six friends are seated in a restaurant across a rectangular table. There are three chairs on each side. Adam and Dorky do not have anyone sitting to their right and Clyde and Benjamin do not have anyone sitting to their left. Adam and Benjamin are not sitting on the same side of the table.

If Ethan is not sitting next to Dorky, who is seated immediately to the left of Felix?

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Critical Thinking Test: Online Preparation & Free Practice Questions – 2024

• Information
• Free Example Questions

What Is Critical Thinking?

Critical thinking is a form of decision making and reasoning using data and observations. Someone who is a strong critical thinker can find quality solutions efficiently and can evaluate issues objectively.

What Is a Critical Thinking Test?

Critical thinking tests provide companies valuable insight into the leadership, reasoning, and overall capabilities of candidates. Because strong critical thinking skills are highly sought after, the critical thinking test can be applicable to any field and discipline across multiple levels of expertise from recent graduate to executive. However, it is commonly administered to those applying for criminal justice and business-related occupations.

Job seekers with upcoming critical thinking tests will be evaluated on more than their ability to rationalize, critical thinking tests also measure the following subsets:

• Organizing & Planning
• Strategizing
• Decision Making
• Problem Solving

The format of the critical thinking uses hypothetical scenarios to assess candidates. The scenarios are typically relevant to the field you are interested in to assess your knowledge of the role. There will also be general questions concerning more basic issues or problems that commonly occur in a workplace environment.

The critical thinking test is multiple-choice with thirty minutes to complete the assessment. Candidates will receive a notification stating whether or not they passed within a week of completion.

How Is the Critical Thinking Test Scored?

The critical reasoning test is scored based on your raw score and your percentile in comparison with your norm group. It’s important to note that these will not be the same number.

A norm group is a collection of scores from individuals in your field at your level of experience. The percentile score is used to alert employers if you exceed, meet or miss the benchmark for the average expectations of candidates. You will be rated on a scale of one to one hundred with fifty consisting of the mean and median scores.

A raw score is simply the number of correct answers. The critical thinking test comprises your raw score based on the performance in the following areas:

• Recognizing Assumptions The candidate must be able to understand when a statement is made with no supporting evidence and how this can affect a decision. Further, candidates are asked to identify these discrepancies, whether they are stated explicitly or implicitly, and assess its relevance to the given scenario.
• Evaluating Arguments Candidates must evaluate arguments without considering inferences or being subjective. Beyond that, candidates must assess the supporting evidence, the structure of the argument and the degree of its influence. It is very important to dismiss emotions for this portion of the critical thinking test.
• Drawing Conclusions Drawing conclusions puts a large emphasis on reasoning. In this section, it’s important to assess all of the available evidence and data to form a plausible conclusion that accurately applies to all the given information. Employers also want to see candidates that will consider all possible solutions rather than making the evidence fit a desired narrative.

Employers will receive all of this information in a performance report construed by the assessment company. Employers will also be given insight into your overall potential, job knowledge, creativity and job performance per the report.

Where Will I Take a Critical Thinking Test?

Critical thinking tests are non-proctored online assessments that are typically sent via email after an initial screening. For some occupations, the company may ask that the candidate take the critical thinking test again on-site either before their final interview or during an assessment day. The most common test candidates are asked to take is the Watson Glaser Critical Thinking Appraisal (WGCTA) created by the popular assessment company, Pearson . This assessment company is on their third edition with new scoring and subsets described above. The WGCTA gained popularity because of its ability to assess a candidate’s potential alongside their aptitude. Another established assessment is the SHL Critical Reasoning Battery that contains sixty questions with a thirty-minute time limit. Both of the aforementioned critical thinking tests are multiple choice.

How to Prepare for the Critical Thinking Test?

The critical thinking test is difficult to study for because the test is designed to assess your bare knowledge and raw skills. In order to prepare successfully, it is important to focus on the areas of the test that you can equip yourself for. One aspect of the test that demands preparation is the time limit. Many candidates’ scores are negatively impacted because they skip or guess too many of the questions in an attempt to beat the clock. If you want to optimize your chances of achieving a good score, use online practice tests to acquaint yourself with the time constraint and the general theme of the questions. By utilizing the online practice tests, you can find the pace that works best for you. Another helpful way to prepare is running through sample questions. This way, you can warm-up your brain and gain an understanding of the expectations that both the test and the company have of you.

Free Sample Questions to Practice

• Look over her past quizzes to see what she missed.
• Set aside more time during the week to review the material for the quiz.
• Get to class on early Wednesday and briefly look over the chapters.
• Get a good night’s sleep.
• Parents should find an alternative way to get their kids to school next week.
• The premiums must be over-priced.
• Collective bargaining is no longer a feasible solution.
• Their employers are being unreasonable.
• People in Hawaii dislike living on an island.
• Colder climates induce more happiness than warmer climates.
• The high scores on the Alaska survey were produced by people who enjoy snow.
• People in Hawaii should move to Alaska.
• Jenny’s credit card was declined at the mall.
• Jenny’s bank keeps charging her $30 overdraft fees.
• Jenny’s check bounced when she attempted to purchase a new TV.
• Jenny spends more money than she makes.
• Lori has thirty cans of soda in a refrigerator in her garage and another fourteen sitting on the counter. Lori does not have anymore cans of soda. Therefore, Lori has 44 cans of soda.
• The accounting department loves math. My friend works in the accounting department. My friend loves math.
• Everyone southbound on the freeway yesterday was late to work. Jackie was southbound on the freeway. Jackie was late to work.
• Adrian lives in either Springfield, California, or Springfield, Illinois. If he lives in Illinois, then he is an American.

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Our Commercial Awareness Programmes are full of valuable resources, including presentations and workshops, so you can develop all the skills you need for your career.

When we’re advising clients, it’s crucial that we’re able to see the bigger picture and identify exactly what’s needed.

That’s why commercial awareness is a huge part of being a successful lawyer. With our Launch Pad and Lift Off programmes, you’ll grow your commercial awareness by gaining a greater insight into what we do, how we operate as a business and how we constantly innovate to go beyond the expectations of our clients. What’s more, you’ll explore our world as a global elite law firm and learn about how we respond to unpredictable global events that impact business.

Key Dates & Deadlines

Applications open : 18 September 2023 Application close: 31 October 2023

Launch Pad days: 22nd January, 26th February, 25th March Lift Off days: 19th January, 23rd February & 22nd March

Who is it for?

We have Commercial Awareness Programmes available to students at every stage. From first-year students, to vacation scheme and training contract candidates, through to those holding training contract offers with the firm. The programmes structures vary: we'll include relevant topics for students at different stages in the application process.

For the Launch Pad and Lift Off programmes, applications will open on 18 th  September 2023. You'll be invited to take the online critical thinking test, and we'll aim to let you know if you've been successful two weeks after the deadline. 

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For first-year students looking to gain an insight into a career in commercial law.

• Gain insights into the firm’s strategy and our response to current market trends
• Experience skills-based workshops and receive guidance from our trainee solicitors
• Gain an understanding of client work at trainee level
• Start to build your commercial awareness through our bespoke workshops
• Secure an automatic place on our first-year insight programme

HL Lift Off

For those in their penultimate year and onwards looking to secure either a vacation scheme or training contract.

• Gain in-depth knowledge about our key practice groups
• Gather insights into how we develop relationships with our clients and how we win work
• Build an understanding of a law firm’s economics 
• Gain insight into how we innovate for our clients through legal case studies
• Secure an automatic place on a vacation scheme or training contract assessment day

All Systems Go

As a Future Joiner you'll join our All Systems Go programme, which will see you:

• Learn about our development programmes from trainee through to partner
• Understand the seat planning and secondment process
• Gain an insight into Hogan Lovells Dialogue: our development-focused programme 
• Develop an understanding of the City Consortium SQE
• Connect with other future joiners and continue to build your network within Hogan Lovells

Have a question?

Who can apply for hl launch pad.

HL Launch Pad is for first-year students looking to gain an insight into a career in commercial law. 

What are the benefits of applying for HL Launch Pad?

HL Launch Pad consists of three insight days from January through to April in our London office. You’ll gain insights into the firm’s strategy and our response to current market trends,  experience legal case studies, skills-based workshops and receive guidance from our trainees. 

You’ll also secure an automatic place on our first-year insight programme for April or June.

Who can apply for HL Lift Off?

HL Lift Off is for students in their penultimate year and onwards and looking to secure either a vacation scheme or training contract with Hogan Lovells. 

What are the benefits of applying for HL Lift Off?

HL Lift Off consists of three insight days from January through to April in our London office. You’ll build your commercial awareness by gaining an understanding of a law firm’s economics. Each day will help you  gain in-depth knowledge about our key practice groups, gather insights into how we develop relationships with our clients and how we pitch and win work. 

Through HL Lift Off you’ll secure an automatic place on a vacation scheme or training contract assessment day.

Can I find out more about the online Watson-Glaser critical thinking test?

• We use the Watson-Glaser critical thinking test.
• The online critical thinking tests assess how well you can absorb and analyse information.
• They measure your ability to evaluate arguments, deductions, inferences, and conclusions.
• They're good predictors of success in roles where you need to see things clearly from many angles and separate facts from assumptions.
• To get a feel for the intellectual demands you'll experience from day one, you can take our practice test .
• Be sure to read the feedback you receive as it will help you with the formal assessments.

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Grounded in more than 30 years of validated research, hogan personality assessments were the first to scientifically measure personality for business..

Our solutions offer full insight into a candidate’s predicted performance, so you can make hiring decisions quickly and easily based on the world’s most robust personality assessment data.

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Uncover how candidates relate to others when they’re at their best

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Closely Compare

Compare candidates head-to-head with unbiased analysis from personality experts

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• Numerical Reasoning
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• Diagrammatic Reasoning
• Logical Reasoning
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Watson Glaser Critical Thinking Tests

Complex and challenging critical thinking tests, including the Watson-Glaser, are used mostly by law firms.

Page contents:

About critical thinking tests and how they work, free practice critical thinking tests, the watson glaser critical thinking appraisal, what is measured by a watson glaser critical thinking test, what should i know before taking a watson glaser critical thinking test, major publishers' critical thinking tests, advice for all critical thinking tests, assessmentday's practice tests can help you to prepare for a critical thinking test, one final point, other test publishers.

Updated: 08 September 2022

Critical thinking tests, or critical reasoning tests, are psychometric tests used in recruitment at all levels, graduate, professional and managerial, but predominantly in the legal sector. However, it is not uncommon to find companies in other sectors using critical thinking tests as part of their selection process. This is an intense test, focusing primarily on your analytical, or critical thinking, skills. Some tests are still conducted by paper and pen, but, just like other psychometric tests, critical thinking tests are mostly administered online at home or on a computer at a testing center.

The questions are multiple choice, and these choices and the style of questions are explained in more detail further down the page. The tests will often follow these two common timings:

• 30 questions with a 40 minute time limit
• 80 questions with a 60 minute time limit

Critical Thinking can be defined in many ways and an exact description is disputed, however, most agree on a broad definition of critical thinking, that 'critical thinking involves rational, purposeful, and goal-directed thinking...by using certain cognitive skills and strategies.' An absence or lack of critical thinking skills at times may lead us to believe things which aren't true, because we haven't sufficiently analysed and criticized the information we've received or used this to formulate and independently test our own theories, arguments and ideas. These are all examples of critical thinking skills put into practice. Glaser (An Experiment in the Development of Critical Thinking, 1941) stated that to think critically involved three key parts:

• An attitude of being disposed to consider in a thoughtful way the problems and subjects that come within the range of one's experiences
• Knowledge of the methods of logical inquiry and reasoning
• Some skill in applying those methods

Note: AssessmentDay and its products are not affiliated with Pearson or TalentLens. Our practice tests are for candidates to prepare for the Watson Glaser Critical Thinking Appraisal; we do not sell tests for employers to select candidates.

Free Critical Thinking Test

Here, we have a full critical thinking test for you to practice for free. You can dive straight in and practice the full test (in blue at the bottom), or tackle each individual section one at a time.

All answers and explanations are included at the end of the test, or alternatively you can download the Solutions PDF. Each test has been given a generous time limit.

Critical Thinking Test 1

• 40 questions

Critical Thinking Test 2

Critical thinking test 3, critical thinking test 4.

TalentLens' Watson Glaser Critical Thinking Appraisal (WGCTA) is the most common critical thinking test. You can visit their official site here: Watson Glaser . Most other critical thinking tests are based on the Watson Glaser format. More than 90 years' of experience have led to many modifications and improvements in the test.

The Watson Glaser Critical Thinking Appraisal is widely regarded as a good predictor of work productivity and at identifying candidates with a good potential to become managers and occupy other positions as a senior member of staff. The latest edition of the Watson Glaser Critical Thinking Test has improved its validity, appealed more to businesses by focusing on business-relevant topics, switched to the Item Response Theory (IRT) for its scoring, updated norm groups, and integrated anti-cheat measures by having an online retest, which can be used to validate results.

Developed by Goodwin Watson and Edward Glaser, the Watson Glaser test is favored by law firms , keen to measure people's abilities to reason, reach conclusions and know when leaps in logic have been made. Skills which are required in the legal sector. The questions in each of the 5 sections aims to evaluate the candidate's ability to:

• 1. Arrive at correct inferences
• 2. Identify when an assumption has been made
• 3. Use deductive reasoning
• 4. Reach logical conclusions
• 5. Evaluate the effectiveness of arguments

Did You Know

The most recent revision of the W-GCTA was published in 2011 with notable improvements being better face validity and business-relevant items, scoring based on Item Response Theory (IRT), updated norm groups, and an online retest which can be used to validate a paper and pencil test result.

A Critical thinking tests assesses your ability in 5 key areas mentioned above; assumptions, arguments, deductions, inferences and interpreting information. Often in this order. A short paragraph of text a few sentences long or a single sentence is used as a starting point. This passage will contain information which you will base your answer to the question on. Another sentence is then presented to you and you will be asked to judge something about this sentence based on the information in the short paragraph. The five sections are explained in more detail here:

• Assumptions - You are being asked to state whether the information in the second set of text you are presented is an assumption made in the first paragraph. Quite a tricky concept to get your head around at first. In a nutshell, when people speak or make arguments, there are underlying assumptions in those arguments. Here you are presented with some assumptions and are asked to judge if that is being made in the original statement. For example in the statement "only people earning a high salary can afford a fast car," what's being assumed is that fast cars are expensive because only people who are earning a lot of money can buy one, however, what's not being assumed is that people without high salaries aren't legally allowed to buy a fast car. You are asked to choose whether an assumption has been made or has not been made.
• Arguments - You are presented with an argument, such as "Should college fees be abolished?" Regardless of your own opinions and thoughts on the argument, you are then presented with statements related to this original argument. You are asked to say whether the responses to the original argument of "Should college fees be abolished?" make for strong or weak arguments. Arguments are considered strong if they are related to the topic such as, "Yes, many people who would benefit from a college education do not because they cannot afford it. This hurts the country's economic growth." The argument presented is sound, related to the original question. Compare this with a weak argument, "No, I do not trust people who read a lot of books." It is clear that the second argument bears very little relation to the subject of the abolition of college tuition fees. This is not to say that an argument against the original argument will always be a weak one, or that an argument in favor will always be a strong one. For example, "Yes, I like people that read books," is in favor of the abolition as indicated by "yes," but that person's like or dislike of others that read books isn't related, or hasn't been explained how it's related to removing the fees. Carefully considering what is being said, remove it from your own personal opinions and political views to objectively analyse what someone else has put forward.
• Deductions - A few sentences of information are presented to you. Another separate short statement will also be shown to you, which is supposed to represent a conclusion that someone has reached. You will have to determine whether this conclusion logically follows from the information given to you. Can the statement be deduced from the information available>? If so, and without a doubt, then the conclusion follows, if not, then the conclusion does not follow. Your decision must be based on the information given and not from your own knowledge.
• Inferences - A short scenario is described to you, followed by possible inferences. The inferences are short statements. Imagine that these are what people have said is inferred from the scenario. Use your judgement and the short scenario to assess whether what's being said has actually been inferred from the passage and the likelihood of this inference. You are asked to rank each inference as either 'true,' 'false,' 'possibly true,' 'possibly false.' For some proposed inferences there isn't enough information to say either 'true' or 'false' so a fifth option is included; 'more information required.' You can only select one option from the five.
• Interpreting Information - Following a similar format to the previous four sections, a short passage of information and then a series of statements are shown to you. You are asked to judge whether the information in the passage can be interpreted as the statements suggest. The answer options are straightforward here; you either select 'conclusion follows,' or 'conclusion does not follow,' depending on whether or not you believe that the statement can be logically reached from the information given. Again, for this section and all others, you are to base your choice of answer on what you're given, not on any specialized knowledge you might have.

If a watson glaser critical thinking test is used in the early stages of the application process it's likely to be used as a screening tool. This puts some pressure on candidates to meet a minimum pass mark, which will allow them to be selected to go on to the next stage of the selection process. If it's used at a later stage in the process, the results from this will be combined with performance in other assessments, tests, exercises and interviews. All the information you need to answer the questions will be in the test. Below the details of a few companies' critical thinking tests are pointed out.

Here is a list of critical reasoning tests on the market at present, which candidates may be likely to encounter for recruitment, selection or development.

• W-GCTA - The Watson Glaser Critical Thinking Appraisal as it is formally called is the most ubiquitous critical thinking test out there. This is the one that you are most likely to encounter.
• GMAT - The general management aptitude test, used by business schools and colleges test students' critical thinking ability. The critical thinking questions are written in a business or finance context.
• SHL - SHL have produced the Critical Reasoning Test Battery composed of 60 critical reasoning questions with a strict time limit of 30 minutes.
• Cornell - Cornell have developed a critical thinking test to be used in educational environments. The two levels, X and Z, are aimed at children and adults, respectively.
• Area-specific - There are tests which focus on either numerical critical reasoning skills and verbal critical reasoning skills. These tests will ask only numerical or only verbal questions to assess your skills in a specific area.

Here is some general advice to help you perform to the best of your ability for your critical reasoning test.

• No prior knowledge - The key point here is that critical reasoning tests are measuring your ability to think, or the method that you use to reach a conclusion. You should therefore not rely on prior knowledge to answer the question. Questions will be written so that you do not need to know any specialist knowledge to answer the question. For example, you will not be expected to know mathematical formulas or laws of nature and to answer questions with that information. If you are given the formula and its description in the questions, you are expected to use that information to reach the answer.
• Carefully read the instructions - There are 5 sections to most critical thinking tests and each will assess a slightly different skill. Make sure you have read the instructions and understand what it is you are expected to do to answer the questions for this section. There is quite a difference between the Assumptions section and the Deductions section for example. Applying the rules of one to the other would lead to just guessing the answers and making many mistakes.
• Keep your eye on the timer - These tests are complex. You might find yourself fixated on answering one question and taking up a lot of the time you are allowed. Checking how much time you have every so often can help you to more evenly distribute your time between the questions. This is done to avoid spending too much time on one question when that time would be better spent answering more or checking your answers. This time management applies to all tests, but is particularly important with Critical Thinking tests, as many people believe they have such a large amount of time, but underestimate the number of questions they have to answer.
• Logical fallacies - Identifying logical fallacies is key to many parts of this test, and researching the difference between sound and fallacious logic will prove helpful in a critical reasoning test. A fallacy is an error in reasoning due to a misconception or a presumption, and an argument which employs a formal fallacy, logical fallacy or a deductive fallacy in its reasoning becomes an invalid argument. Researching the different types of fallacy (i.e. red herring argument, straw man argument, confusing correlation and causation etc.) can help you spot these in the test and correctly answer the question.

The practice tests that we have cover all of the sections of the Watson Glaser Critical Thinking test and these overlap with many of the variations in Critical Thinking tests produced by major publishers. practice helps to increase your confidence, gives you a chance to learn from your mistakes in a risk-free environment, and can reduce stress before an exam.

The best place to get advice on taking a critical thinking tests is the test publisher's website, for example this one for the Watson Glaser .

If you have already successfully passed a few initial stages of the application process, it's unlikely that companies will focus solely on your results in the Watson Glaser Critical Thinking test when deciding whether or not to hire you. This type of selection by results on one test is more likely if it is part of the early stages of the process. However, towards the later stages the company will look at your results across interviews, group exercises, other aptitude tests and your résumé and will collate all of this information before reaching a decision. If you have been invited to undertake a critical reasoning test then the organisation clearly has an interest in hiring you, let that fact inspire confidence and perform to the best of your ability on your test, good luck!

You may also be interested in these popular tests sections.

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Critical Thinking test

By 123test team . Updated May 12, 2023

Critical Thinking test reviews

This Critical Thinking test measures your ability to think critically and draw logical conclusions based on written information. Critical Thinking tests are often used in job assessments in the legal sector to assess a candidate's  analytical critical  thinking skills. A well known example of a critical thinking test is the Watson-Glaser Critical Thinking Appraisal .

Need more practice?

Score higher on your critical thinking test.

The test comprises of the following five sections with a total of 10 questions:

• Analysing Arguments
• Assumptions
• Interpreting Information

Instructions Critical Thinking test

Each question presents one or more paragraphs of text and a question about the information in the text. It's your job to figure out which of the options is the correct answer.

Below is a statement that is followed by an argument. You should consider this argument to be true. It is then up to you to determine whether the argument is strong or weak. Do not let your personal opinion about the statement play a role in your evaluation of the argument.

Statement: It would be good if people would eat vegetarian more often. Argument: No, because dairy also requires animals to be kept that will have to be eaten again later.

Is this a strong or weak argument?

Strong argument Weak argument

Statement: Germany should no longer use the euro as its currency Argument: No, because that means that the 10 billion Deutschmark that the introduction of the euro has cost is money thrown away.

Overfishing is the phenomenon that too much fish is caught in a certain area, which leads to the disappearance of the fish species in that area. This trend can only be reversed by means of catch reduction measures. These must therefore be introduced and enforced.

Assumption: The disappearance of fish species in areas of the oceans is undesirable.

Is the assumption made from the text?

Assumption is made Assumption is not made

As a company, we strive for satisfied customers. That's why from now on we're going to keep track of how quickly our help desk employees pick up the phone. Our goal is for that phone to ring for a maximum of 20 seconds.

Assumption: The company has tools or ways to measure how quickly help desk employees pick up the phone.

• All reptiles lay eggs
• All reptiles are vertebrates
• All snakes are reptiles
• All vertebrates have brains
• Some reptiles hatch their eggs themselves
• Most reptiles have two lungs
• Many snakes only have one lung
• Cobras are poisonous snakes
• All reptiles are animals

Conclusion: Some snakes hatch their eggs themselves.

Does the conclusion follow the statements?

Conclusion follows Conclusion does not follow

(Continue with the statements from question 5.)

Conclusion: Some animals that lay eggs only have one lung.

In the famous 1971 Stanford experiment, 24 normal, healthy male students were randomly assigned as 'guards' (12) or 'prisoners' (12). The guards were given a uniform and instructed to keep order, but not to use force. The prisoners were given prison uniforms. Soon after the start of the experiment, the guards made up all kinds of sentences for the prisoners. Insurgents were shot down with a fire extinguisher and public undressing or solitary confinement was also a punishment. The aggression of the guards became stronger as the experiment progressed. At one point, the abuses took place at night, because the guards thought that the researchers were not watching. It turned out that some guards also had fun treating the prisoners very cruelly. For example, prisoners got a bag over their heads and were chained to their ankles. Originally, the experiment would last 14 days. However, after six days the experiment was stopped.

The students who took part in the research did not expect to react the way they did in such a situation.

To what extent is this conclusion true, based on the given text?

True Probably true More information required Probably false False

(Continue with the text from 'Stanford experiment' in question 7.)

The results of the experiment support the claim that every young man (or at least some young men) is capable of turning into a sadist fairly quickly.

• A flag is a tribute to the nation and should therefore not be hung outside at night. Hoisting the flag therefore happens at sunrise, bringing it down at sunset. Only when a country flag is illuminated by spotlights on both sides, it may remain hanging after sunset. There is a simple rule of thumb for the time of bringing down the flag. This is the moment when there is no longer any visible difference between the individual colors of the flag.
• A flag may not touch the ground.
• On the Dutch flag, unless entitled to do so, no decorations or other additions should be made. Also the use of a flag purely for decoration should be avoided. However, flag cloth may be used for decoration - for example in the form of drapes.
• The orange pennant is only used on birthdays of members of the Royal House and on King's Day. The orange pennant should be as long or slightly longer than the diagonal of the flag.

Conclusion: One can assume that no Dutch flag will fly at government buildings at night, unless it is illuminated by spotlights on both sides.

Does the conclusion follow, based on the given text?

(Continue with the text from 'Dutch flag protocol' in question 9.)

Conclusion: If the protocol is followed, the orange pennant will always be longer than the horizontal bands/stripes of the flag.

Please answer the questions below. Not all questions are required but it will help us improve this test.

My educational level is

-- please select -- primary school high school college university PhD other

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