Mastering the Deloitte Critical Thinking Test: A Complete Guide

Deloitte is one of the Big Four accounting organisations globally. It has headquarters in London and was founded in 1845 by William Welch Deloitte, and it expanded into the USA in 1890.

Competition for a career with Deloitte is fierce, and around 50% of applicants fail at the application form stage of the hiring process. Preparation and knowing what to expect will be the key weapons in your armoury to successfully secure a position with this prestigious organisation.

As competition is high, Deloitte is keen to ensure that it selects only the most suitable candidates for hire. A major part of the hiring process is the critical thinking and aptitude tests that you will be required to take.

This article will tell you all you need to know about the Deloitte Critical Thinking Test and guide you on how you can prepare to pass these tests with confidence.

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What Is the Deloitte Critical Thinking Test?

The Deloitte Critical Thinking Test is sometimes known as the Watson Glaser Thinking Test. It is a multiple-choice test that has 40 questions that take 30 minutes to answer. For each section of the test, you will be given a score of 1 to 5 to reflect your core competencies. If you score a maximum of 5 for every section, you will be considered a perfect match for the organisation.

The test is divided into five sections:

Inference Assessment

In this section, you will be presented with a series of statements that you would commonly consider to be true. Following each statement, there will be a series of inferences or conclusions that could be drawn from the facts in the statement.

You will be expected to examine each of the inferences in turn and rank their accuracy on a scale:

• True
• Probably true
• Insufficient data
• Probably false
• False

You may have to rely on common knowledge when deciding whether an inference is true or false. It is ok to do this, but it is not advisable to rely solely on common knowledge; you must also use the supporting facts given to make your judgement.

Recognising Assumptions

In this section, you will encounter a range of different statements. After each statement, there will be several assumptions. For each assumption you must decide whether or not the person making the original statement is making the assumption justifiably. The assumptions may be far fetched, but you only need to decide whether they are being made or not.

For example:

Statement: People complained that a town’s sole language tutor was charging more than her predecessor. The fact is that she is not making more money for each lesson because she lives a long way from her place of work and has to charge more to cover her travel costs.

Assumption: Tutors who have high travel costs are more expensive.

You would need to decide – Assumption made or Assumption not made.

Deduction

For this part of the test, you will be asked to read several passages, each of which will be followed by a suggested conclusion. It will be up to you to decide whether the conclusion ‘follows’ or ‘does not follow’ the information contained in the passage.

You must make your decision based purely on the given facts and not on personal beliefs or general knowledge you may possess.

For example:

Statement: Some people pay tax. Many people claim benefits
Conclusion: More people claim benefits than people who pay taxes.

You will need to decide – Conclusion follows, or Conclusion does not follow.

Interpretation

This section of the test is quite similar to the deduction section of the test. You will be given a short paragraph of text within which you must assume everything to be true. You must then decide if the following conclusion: ‘necessarily follows’ or ‘probably follows beyond a reasonable doubt.’

For example:

Text: In 2011-12, 32% of free school meal pupils gained five GCSE passes at grade C or above. This is compared to 65% of non-free school meal pupils.

Conclusion: Most of the non-free school meal pupils gained five GCSE passes at grade C or above.
You must decide – Conclusion follows or Conclusion does not follow.

Evaluation of arguments

For this part of the test, you will be given a topic or a question that is followed by several arguments. You will need to evaluate each argument in turn and decide whether it is ‘strong’ or ‘weak.’

Strong arguments will be important and directly related to the question, whilst weak arguments will not be directly related to the question no matter how strong they may be. Arguments that are not of strong importance or that are only related to trivial elements of the question are also considered to be weak.

In addition to the critical thinking test, you may also be asked to take numerical, verbal and inductive reasoning tests.

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Deloitte Numerical Reasoning Tests

These tests measure your mathematical ability and are presented in the form of tables, charts and data formats. You will be asked to analyse the information given and answer questions in a multiple-choice style. There are 21 questions in total, and although there is no set time limit, you need to complete the test quickly and efficiently.

Deloitte Verbal Reasoning Tests

This test measures your ability to understand written information and to use reasoning skills to answer questions about a passage of text. Using these tests, Deloitte is able to objectively evaluate your verbal skills in relation to other candidates and also to ensure that they hire the best people for the role.

Studies have shown that these psychometric testing methods can provide a better indication of future job performance than traditional academic qualifications. It is important to remember that you are also entitled to find a job where you’ll flourish and make the best use of your skills and character traits. The hiring process can be about the organisation fitting you, as much as you fitting them.

A series of statements will follow each passage of text and it will be your task to decide whether these statements are:

• True: Based on the information contained in the passage
• False: Based on the information contained in the passage

Cannot say without further information

Your answers should be based solely on the information presented in the text. You should not make assumptions or jump to conclusions; these mistakes are commonly made by applicants and can cost you valuable marks.

You may also encounter verbal comprehension tests. These are very similar to verbal reasoning in that there is a given passage to read and analyse with multiple choice answers. However, the subtle difference with these types of tests is that you will be asked to answer different questions about your understanding of the given information, as opposed to the ‘true’ ‘false’ statements.

In both types of verbal tests, you should work quickly and accurately. The online tests used by Deloitte will draw questions at random from an extensive database of questions. This means that every candidate will have a unique test experience as there is little chance of two tests containing the same set of questions. This also means that Deloitte can maintain the security of their test questions and make the process a fair one for all prospective employees.

You need to obtain a minimum mark in your verbal test to proceed to the next stage of the recruitment process. You may even have to complete a second verbal reasoning test to ensure that the result you achieved online was purely your own work.

Inductive Reasoning Tests

Inductive reasoning tests will evaluate your ability to recognise patterns, think logically and analyse information that may be unfamiliar to you. In short, the tests measure your abstract reasoning skills and are sometimes referred to as abstract reasoning tests.

You will be presented with a series of abstract shapes and be asked four types of questions – series completion, matrix completion, finding an object that doesn’t belong and shape analogies. Being able to think conceptually and analytically will help you to do well in these tests.

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What Does the Deloitte Hiring Process Entail?

As we have already discussed in this article, the Deloitte hiring process is very structured and you will need to pass each stage of the process in order to be successful.
There are four stages to the hiring process:

Step One – Job Application

This is the online application form in which you will make your initial application for your chosen position. You will also need to attach a copy of your CV. It is important to make sure that your CV is relevant and up to date, as you may be asked questions about it at the interview stage of the application process. If you are not truthful on your CV, it may cause you to make mistakes when questioned about it.

However, it is a good idea to research the required skills and job specifications of your chosen position so that you can make sure these skills and the experiences you list are compatible.

Your application form and CV will be acknowledged and then reviewed by managers and recruiters to assess your suitability. If you are deemed a suitable candidate, you will be invited to the next stage of the process. This is the first hurdle of your recruitment journey, so it is important to get it right and make a good impression.

Step Two – Aptitude and Psychometric Testing

During this stage, you will be required to take the tests relevant to your position and within the organisation sector. These tests may comprise some or all of the following: verbal reasoning, critical thinking, numerical reasoning and personality tests.

You will receive a message to tell you that you have completed the assessment; it is important not to leave before you receive this message. Otherwise, your responses will not be saved.

Step Three – Interview

Once your application and assessments have been reviewed, you will be contacted to schedule an interview within approximately one to two weeks.

Based on your level of experience, you will receive a particular interview process; your proposed role will also be taken into consideration. Typically, there will be two or three rounds of interviews. These consist of telephone, video, and in-person scenarios.

The first interview is likely to be via telephone, during which the recruiter will want to find out more about you and your work background. You will also be able to ask questions and find out more about the new position. It is essential to make a good impression if you are to progress further in the process.

After the telephone call, you will face a competency-based interview, usually face to face. During this interview, you will need to show that you possess the skills and traits necessary for your new role.

Questions that you may face in the interview could include:

Describe a time when you met a deadline whilst working as part of a team
Describe any challenges you faced being a part of the team and how you overcame them
Describe a time when you faced conflict with a former colleague – how did you resolve the situation? On reflection, is there anything you would change about how you handled the situation?

If you pass the competency-based interview, you will then be invited for a final interview. Here you will be asked questions about your experience, strengths and work ethic. You will also be asked company-specific questions, and it is therefore vital that you have prepared and done your research into the organisation itself.

You will also be expected to give a presentation on a given topic and respond to questions about that presentation. The presentation will have a strict time frame, and you will have been given time to prepare. You may hear back from Deloitte about your interview in as little as 5-6 hours afterwards or up to two days.

Step Four – Pre-employment Screening

This is the final part of the process before your formal offer of employment. During this stage, Deloitte will check your employment references and qualifications. Your formal offer of employment will be sent to you in written form.

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How Can I Prepare for the Deloitte Critical Thinking Test?

Competition for a career with Deloitte can be fierce. With such a prestigious organisation devoted to excellence and employee fulfilment, the number of candidates will frequently far exceed the number of positions available. As many applicants compete for the same job, understanding the hiring process will be your key to success. Preparation and being familiar with test structure and format is vital.

The resources at Job Test Prep can help you approach the application process with calm confidence. They allow you to properly showcase your unique skill set to put you clearly ahead of the competition.

Job Test’s Prep’s resources provide practice tests and study guides for the whole Deloitte application process. It includes two full-length critical thinking tests. Taking practice tests modelled on the real thing is by far the most effective way to get used to and prepare for the critical thinking test.

What Does Deloitte Look for in Candidates?

In summary, Deloitte is an organisation that has strong ethics and prides itself on making a positive impact both with clients, people they work with, and wider communities.

They value their staff and understand that the success of an organisation depends solely on the calibre of its employees. Because of this, they offer a range of benefits to attract and maintain the best people. They operate in many locations and industries, which means that you are likely to have a varied career with many opportunities available to you.

The salaries offered are highly competitive, rewarding excellence and commitment. They have a culture of professional development and really value career advancement through international exposure and comprehensive training opportunities. They are keen for employees to thrive and to always do their very best.

Next Steps

Time to go and prepare for the Deloitte aptitude tests and the critical thinking test.

Job Test Prep is committed to enabling applicants to secure their dream career and to helping them fulfil their ambitions through targeted practice and preparation. As the saying goes: Fail to prepare, prepare to fail!

Written by Karen Stanley

​​Karen is a former teacher of 20 years and ten times published author. She writes content for educational organisations and businesses, nationally and internationally. She coaches new and budding writers through to publication and is passionate about creativity; she runs creative writing workshops in schools and fostering agencies.

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