1. + Selection Tests

2. + Selection Tests Lecture content Types of tests Employers’ views Preparing to take selection tests During the tests Resources to help you

3. + Types of test Ability Tests taken under standardised conditions and with strict time limits paper and pencil or online, multiple choice questions marked by trained person or machine, scored against norms Personality Questionnaires provide information on a person’s preferences and personal style not timed, no right or wrong answer, usually get feedback

4. + Ability Tests Used as a predictor of future performance in a job Aim to measure intellectual capabilities Types include Numerical reasoning tests – assess accuracy and problem solving Verbal reasoning tests – assess accuracy and comprehension Diagrammatic reasoning

5. + Before an Ability Test Brush up your maths – times tables, percentages, long multiplication! Practise as much as you can under timed conditions to simulate the real thing – there are lots of examples online or in books Read instructions carefully and check with the test organiser or administrator if you need to clarify anything Contact the employer beforehand if you require special provisions or adjustments

6. + Answering the Questions in Ability Tests Work accurately and fast and be positive Avoid spending too long on questions you find difficult If you are uncertain about an answer, enter your best choice Keep working hard throughout the test If you have any time at the end go back to any blank answers Don’t worry if you don’t complete them all – you won’t

7. + Personality Questionnaires Used as an assessment for a particular type of job or sometimes further training or course and focuses on individual differences Aim to measure typical performance –no right or wrong answers Psychological assessment of personality based on 5 global factors: Extraversion; anxiety; tough mindedness; independence; self control

8. + Before a Personality Questionnaire Build in preparation time to focus on yourself and the job you are applying for Questions often focus on how you work with others – in a team, under pressure… Try out some online personality tests Be yourself - no right or wrong answers

9. + Answering the Questions in Personality Questionnaires Be yourself - no right or wrong answers Although it is un-timed, don’t take too long on each question – go with your first reaction

10. + Psychometric testing Psychometric tests aim to objectively measure attributes like intelligence, aptitude and personality. They are often used by employers as part of the selection process for graduate programs to assess whether your abilities and personality meet the requirements of the position, and to determine if you will be a good ‘fit’ for the organisation. The tests comprise a series of multiple choice questions administered online or using paper-and-pencil. You may be asked to complete them at home or at a central location; they may also constitute one of the activities at an assessment centre. Psychometric tests are generally used after the first screening (i.e. after a recruiter has looked at your application). They are usually one of a variety of assessment methods.

11. + Types of Testing Different types of psychometric tests may be used in selection. Each has their own purpose and you may be asked to complete more than one. Ability or aptitude tests These tests measure intellectual abilities as well as your potential to learn and understand new information in a limited timeframe. They may measure your numeric, verbal, spatial or problem solving abilities. Aptitude and ability tests have “right” and “wrong” answers. The tests are usually timed so you need to work quickly and accurately. If you are having trouble with one question, move on to the next and return it later if you have time.

12. + Personality inventories Personality inventories may be used to evaluate your personality, motivation, values and/or interests. They can provide a useful insight into your behavioural style and preferences, and how you perceive yourself. Personality inventories have no right or wrong answers. They are usually untimed and often have lie detectors built into them to detect socially desirable responses. It is best to answer honestly and to not overly deliberate when completing them.

13. + How to prepare for psychometric tests Find out from the employer relevant information such as: What sort of tests they conduct What the tests measure How long the tests go for Whether you can use a calculator for numeric tests Take practice tests to familiarise yourself with the types of questions that may be asked. Notify the test centre of any special requirements (e.g. disabled access, eyesight or hearing disabilities).

14. + Tips Listen to and / or read all instructions carefully. Ask for clarification if you don’t understand the instructions. Read each question carefully before answering. If you are asked to base your answer on the passage of text that you are given, you must do just that – do not base it on your own background knowledge or opinion. Try to undertake your test in the morning if possible. If completing multiple tests, take a break between them. Get a good night’s sleep before you take the tests. If you are required to complete psychometric tests, you should be given feedback and an opportunity to discuss your results. Make sure that you take advantage of this opportunity

15. + Reference books

16. + Web resources www.sussex.ac.uk/careers/jobs/applyingforjobs/selectiontests Online practice tests SHL Direct Test Grid Kenexa One Test Psych Press Practice Psychometric Tests Kent University Careers Advisory Service References