Beyond

After an initial interview you may be required to undertake more selection process activities.

Psychometric assessment

What will I be required to do?

• Abilities – assess broad skills such as verbal and numerical reasoning.
• Aptitude  – assess job specific skills
• Work interests – assess job and industry specific interests
• Personality  – assess personality type and sometimes assess emotional intelligence

How do I prepare?

An employer will advise you ahead of time if they require you to undertake psychometric assessment. You cannot study for this type of testing, but there are some things you can do to help you perform at your best on the day:

1. Obtain information about what type of tests will be used
2. Conduct some research on the tests using the internet or the library, this will help you understand the purpose of the test and prepare you for the types of questions that you may encounter.
3. Practice answering example questions
4. Have a good night’s sleep before the test
5. Have something to eat beforehand.

Resources:

• Selection Tests info sheet (PDF 220KB)
• Psychometric Success website

Assessment Centre

What is it?

Some organisations will use assessment centres as part of their selection process. An assessment centre generally entails a group of potential candidates to spend approximately a day engaging in a variety of set activities. Whilst candidates are actively involved in completing the set tasks, a number of individuals involved in the recruiting moves around the room to observe and take note of candidates’ performance. 

What does it involve?

The order of the common assessment centre activities usually follows the sequence below:

• Introduction
• Psychometric testing
• Tea break
• Group exercise
• Lunch
• Interview
• Conclusion

Through the duration of this process, assessors will be observing yourself and your fellow candidates. Assessors will be recording individual case notes, observing your integration and discussion process and at the conclusion, will share with you their candidate feedback.

Team setting:

Group exercises are designed to assess your behaviour and effectiveness in a team. They could include group discussions about a topic determined by the employer or assessor. Sometimes these topics are deliberately contentious. Alternatively the group may be asked to discuss and then deliver recommendations in relation to a business problem.

Case studies and written exercise:

In these exercises you may be presented with a range of information and set the task of making recommendations or presenting your findings to the case study. This may be undertaken in person or as a written exercise.

Presentations:

You may know your topic a few days in advance or it may be given at shorter notice. An understanding of good presentation structure and style will help you to successfully get through these exercises.

Remember to concentrate equally on content and how you come across - your body language and voice tone can make a huge impact on your presentation. Try to anticipate the needs of your audience and tailor the presentation to them. Essential elements of a good presentation include:

• Well defined structure
• Relevant, succinct content
• Appropriate body language, eye contact, voice and pauses
• Use of visual aids if appropriate
• Preparation of answers to likely questions at the end of your presentation
• Practice

How do I prepare?

It is important to consider the competencies that the employer is likely to be looking for in relation to the set activities. Employers are looking for candidates who are confident, motivated and enthusiastic. Most importantly, be yourself!

Some of the skills and attributes that are commonly sought from candidates include:

• Developing rapport with other group members
• Contributing to group discussions
• Communicating effectively
• Demonstrated ability to think laterally
• Analytical and problem solving skills
• Strategically influencing others
• Leadership and initiative skills

Job offer

Sometimes if you send away a number of applications or present at a number of interviews around the same time, you could get more than one job offer. A good way to help you decide between job offers is to make a list of both the positives and negatives for each position. It could include issues, such as:

• The way you have been treated so far
• Location
• Responsibilities
• Salaries etc.

If the differences between the positions are obvious, it should help you make the decision. If the differences are minimal then you should reflect on which will satisfy your strongest work/life values or which position will satisfy you emotionally.

If you need help making decisions book a career counselling appointment.