Aptitude tests Be prepared
Aptitude tests are used to measure your Prepare yourself for psychometric testing
mental reasoning ability, most commonly by finding out from the employer relevant
your numerical, verbal, comprehension, and information such as:
abstract or spatial reasoning skills. These tests
are usually timed and so the pressure can be
•
What sort of tests they conduct and what do
they measure?
quite intense. Work quickly but accurately,
but don’t be surprised if you don’t answer all
•
How long will the tests go for?
questions.
•
Can a calculator be used in numeric tests?
It is also worth gaining practice with many
Personality inventories
of the sample tests available (with particular
Sometimes incorrectly called ‘personality
emphasis on your weaker areas) so that your
tests’, inventories are designed to reveal your
performance better reflects your natural ability.
interests and motivations. The typical format
Doing crosswords, number games and puzzles
is preferential questions (where you select
found in newspapers and magazines will also
from a series of choices). There are no right
sharpen your natural ability.
or wrong responses, just individual answers
which psychologists use to develop a profile
Assessment centres
of you, which is then compared to a profile of
Once you have successfully passed both the
the person the employer is seeking.
application form and psychometric testing, you
move to the assessment centre stage (if this is
Emotional intelligence (EI) tools may be used
part of the employer’s selection process).
to identify candidates who possess a good
level of ‘emotional competency’. In summary,
Assessment centres are commonly used by
EI is your capacity to:
large companies throughout Australasia. So
what are they? They are collections of tests
c
P Recognise and manage emotions in
and exercises that are designed to simulate an
yourself and in your relationships
employer’s business environment and generate
c
P Use feelings to guide your thoughts and
information about applicants.
actions
Common activities include work-typical
c
P Motivate yourself and others
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.
Assessment centres are used by employers
to gain insights into on-the-job performance.
They generate objective, observable data on
candidates.
c o n t i n u e d o n n e x t p a g e
19
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108