"Employers are increasingly using a wider range of selection methods to reduce subjectivity, strengthen team dynamics, and minimise conflict."
Selection Tests
It’s important to note that selection tests are not a substitute for interviews but rather a supplement to them. They provide employers with additional evidence of your capabilities and potential. Some tests, such as verbal and numerical reasoning, may set minimum scores you must achieve. Others provide qualitative insights that, while not scored, are equally valuable in the decision-making process. Understanding the different methods used will help you prepare effectively and we can guide you through this.
Personality and Behaviour Questionnaires
These aim to build a profile of your personality and motivation, giving employers insight into your character. Typically multiple choice, they identify specific traits and compare your results against population or peer-group benchmarks. Further analysis may highlight broader personality patterns.
Occupational Personality Questionnaires
These focus on your preferred work behaviours. While there are no “right” or “wrong” answers, your profile must align with the demands of the role. For example, an overly introverted candidate may not be suited to a sales role. Attempts to falsify responses are usually detected, as inconsistencies invalidate results.
Emotional Intelligence Questionnaires
These measure emotional competencies in the workplace, such as self-awareness, empathy, and relationship management. Candidates are asked to rank statements on a scale. There are no correct answers; the purpose is to assess how your emotional skills may contribute to job performance.
Aptitude Tests
Aptitude tests assess general abilities and benchmark you against comparable employees. The most common are numerical and verbal reasoning, but others include critical reasoning, logical diagrammatic tests, and spatial visualisation. Some are task-oriented, such as in-tray or out-tray exercises, which test your ability to prioritise and manage conflicting demands.
Specific Tests
For roles requiring particular expertise, employers may use presentations or role-plays. Presentations assess communication, analysis, and professional knowledge, while role-plays test skills such as negotiation, persuasion, or customer interaction.
Case Study Analysis
Case studies evaluate how you approach complex problems, often used for managerial or specialist roles. You may be asked to analyse a scenario, suggest solutions, and justify your reasoning — sometimes drawing on examples from outside your sector.
Assessment Centres
Assessment centres combine a variety of tests, interviews, and exercises over one or more days. They are resource-intensive but effective, providing employers with a rounded view of candidates. They are often used when large groups of applicants are being considered.
Reliability of Psychometric Tests
All psychometric tests aim to provide employers with reliable insights into your potential. While some people doubt their accuracy or feel results vary with mood, the fact that around 80% of employers now use them shows their recognised value, provided they are paired with interviews. Employers will never base their decision solely on test results, so don’t panic; they are not designed to catch you out.
You are entitled to ask what the employer is assessing and whether you’ll have the opportunity to discuss your results.
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