Interviews and BeyondInterviews and BeyondPsychometric Assessment, Aptitude Tests & Assessment CentresSelection Processes: Getting them Sorted The growing demand for graduates means more employers are running graduate programs and relying on rigorous selection processes to ensure they recruit the best candidates. Although the structure and timing of selection processes can vary, they follow a common pattern. Employers typically receive a large number of applications, so their selection process is constructed to allow quick, informed decisions at each stage to help them efficiently shortlist the most suitable candidates. A typical selection process will usually include the following (although the order may vary):
Psychometric assessment Many graduate employers now use psychometric assessment early on in their selection process. Traditionally paper-based, assessment is now often administered as a series of online tests and inventories. Psychological assessment may also be a precursor to or part of an assessment centre. Designed by psychologists, psychometric assessments are used to assess a candidate’s abilities, personality, motivations, values and interests under standardised conditions in line with a particular role. There are many different types of assessment, all with the aim of helping the employer build an overall profile of you and, importantly, how you would fit within their workplace. Psychometric assessments typically fall into two categories, aptitude tests and personality inventories. Aptitude tests Aptitude tests are used to measure your mental reasoning ability, most commonly your numerical, verbal, comprehension, and abstract or spatial reasoning skills. These tests are usually timed and so the pressure can be quite intense. Work quickly but accurately, but don’t be surprised if you don’t answer all questions. Personality inventories Sometimes incorrectly called ‘personality tests’, inventories are designed to reveal your interests and motivations. The typical format is preferential questions (where you select from a series of choices). There are no right or wrong responses, just individual answers which psychologists use to develop a profile of you, which is then compared to a profile of the person the employer is seeking. Emotional intelligence (EI) tools may be used to identify candidates who possess a good level of ‘emotional competency’. In summary, EI is your capacity to:
Be prepared Prepare yourself for psychometric testing by finding out from the employer relevant information such as:
It is also worth gaining practice with many of the sample tests available (with particular emphasis on your weaker areas) so that your performance better reflects your natural ability. Doing crosswords, number games and puzzles found in newspapers and magazines will also sharpen your natural ability. Assessment centres Once you have successfully passed both the application form and psychometric testing, you move to the assessment centre stage (if this is part of the employer’s selection process). Assessment centres are commonly used by large companies throughout Australasia. So what are they? They are collections of tests and exercises that are designed to simulate an employer’s business environment and generate information about applicants. Common activities include work-typical exercises, group discussions, role plays and (in some instances) psychometric testing. Assessment centre testing can last from half a day to three days and is usually held at the offices of the employer or recruitment company. The aim of assessment is to uncover which applicants have the most suitable personal attributes, problem solving skills and general aptitude, and which candidates would fit best and excel within the organisation’s structure and culture. Research has validated assessment centres as one of the best methods for predicting successful on-the-job performance as they generate objective, observable data on candidates. Remember...
What they don’t assess The tests and exercises are not designed to discover facts about your childhood or other personal details: they are searching for workrelated abilities and competencies. Neither are the assessments aimed at evaluating your technical skills and knowledge (although drawing upon them may aid your performance). Advantages for applicants Assessment centres do not benefit the employer alone. There are many advantages for the potential employee as well, including:
So you’re in If you are one of a handful (out of sometimes thousands of applications) invited to an assessment centre, give yourself a pat on the back. Then start preparing… Your careers service will have examples of typical tests and can advise you on preparation. Make sure you are familiar with the role on offer and desired competencies, and read all test materials carefully and thoroughly. Do some internet research on the employer, industry and assessment centres. On the day, dress as though you are attending a job interview and be yourself. There are benefits on both sides to fitting the right person to the right job. Expect to feel nervous before and during the assessment: the experience will involve some stress but will also be of great benefit to you. Not successful...this time If you are not selected for further interviews/the position after psychometric and/or assessment centre testing, do not let it undermine your confidence and look to the future!
This article is taken from the 2008 edition of GCA's employer directory Graduate Opportunities
. © 2008 Graduate Careers Australia
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