Organisations typically use several different methods to
assess job applicants: you will usually be asked to complete an
application form, send in a copy of your resume and attend at
least one interview. One method that is becoming increasingly used
is employee selection tests. These tests aim to provide a
potential employer with an insight into whether you will be able
to cope with the intellectual demands of the job and how well you
work with other people.
Employee selection tests can be split into
personality tests and
aptitude/ability tests.
Employee Selection Tests - Aptitude and Ability
Aptitude and ability tests consist of multiple choice
questions and are administered under exam conditions. These types
of test can be broadly classified onto the groups shown and you
may be asked to sit a test which consists only of ‘numerical’
questions or these may form part of a test which consists of
questions of different types.
This will depend very much on the job you are applying for. For
example, jobs that require you to handle figures on a day to day
basis may have a higher proportion of
numerical reasoning questions, whereas tests used for information technology jobs tend
to have a higher proportion of
abstract reasoning questions.
Verbal Ability
Tests
– Includes spelling, grammar, ability to understand
analogies and follow detailed written instructions.
Numeric Ability Tests - Includes basic arithmetic,
number sequences and simple mathematics. In more complex numerical
critical reasoning questions, blocks of information are provided
that require interpretation.
Abstract Reasoning Tests - Measures your ability to identify
the underlying logic of a pattern and then determine the solution.
They are deliberately designed so that the visual problem-solving
strategy will work better than any other approach.
Spatial Ability Tests - Measures your ability to manipulate
shapes in two dimensions or to visualize three-dimensional objects
presented as two-dimensional pictures.
Mechanical Aptitude Tests - Designed to assess your knowledge
of physical and mechanical principles.
Data Checking Tests - Measure how quickly and accurately errors
can be detected in data and is used to select candidates for
clerical and data input jobs.
Work Sample Tests – Involves a sample of the work that you will be
expected do. These types of test can be very broad ranging. They
may involve exercises using a word processor or spreadsheet if the
job is administrative or they may include giving a presentation or
in-tray exercises if the job is management or supervisory level.
For more information see -
Employee Selection Tests - Aptitude
Tests.
Employee Selection Tests - Personality
Personality has a significant role to play in deciding whether you
have the enthusiasm and motivation that the employer is looking
for and whether you going to fit in to the organization.
The principle behind
personality questionnaires is that it is
possible to measure your personality by asking you about your
behavior and feelings. You will be presented with statements
describing various ways of feeling or acting and asked to respond
to them as either ‘true’ or ‘false’ or on a scale. For example:
1. I enjoy noisy parties ?
2. I always trust my intuition?
| A)
strongly disagree |
B)
disagree |
C)
neutrals |
D)
agree |
E)
strongly agree |
These tests can help prospective employers to find the best
match of individual to occupation and working environment. As a
recruitment and selection tool, they can be applied in a
straightforward way at the early stages of selection to screen-out
candidates who are likely to be unsuitable for the job or, using a
more sophisticated approach, to provide guidance on career
progression to existing employees. For more information see -
Employee Selection Tests - Personality Questionnaires.
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