Careers
Search and Survive - Part 4
Advice for Job Seekers
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5. Psychometric Tests
6. Making Presentations
7. Group Exercises
5. Psychometric Tests
In this section:
Psychometric tests are structured, systematic ways of evaluating how people might perform tasks or react to different situations. They aim to maximise objectivity by standardising methods of administration and scoring. They are usually given as paper and pencil exercises, but increasingly may be delivered via a computer keyboard and screen. Recruiters use two types of test:
- Aptitude Tests - To predict how well candidates will perform in various reasoning tasks.
- Personality Questionnaires - To assess how candidates react or behave in a range of situations.
Companies tend to place a lot of faith in these tests, so it may be unwise to aggressively question their validity. Performing a simple internet search will provide you with examples of both types of test.
Aptitude Tests
- Given under examination conditions and strictly timed
- The questions have a right and several wrong answers, and gradually become more difficult as the test progresses
- The tests are designed so that few people will actually complete them. What matters is the number of questions you get right in comparison with the scores of your 'norm' group. This enables the employer to judge your ability to cope with the job, compared to that of your peers.
Aptitude tests cover a range of logical reasoning:
- Verbal - spelling, grammar, critical reasoning
- Numerical - arithmetic, numerical critical reasoning
- Diagramming - logical reasoning from diagrams
- Spatial - ability to imagine the rotation of shapes
Personality Questionnaires
- These aim to explore the way you tend to react to, or deal with, different situations.
- The employer will have defined some desirable characteristics for the job, and will be looking for suitable matches.
- Personality questionnaires are un-timed and have no right or wrong answers.
- The first answer you think of is probably the most honest one and similar questions are asked later on to check the consistency of your responses.
How to prepare
Much of your preparation is now complete. It is your current skills portfolio that is being tested. You are unlikely to be able to improve your test scores by practice, but familiarity may help you feel more at ease and confident when doing the tests.
Publishers of tests restrict their implementation to those who have been trained in their administration and interpretation. This is to prevent their misuse, and to restrict the availability of copies. There is no point aiming to memorise a past test as it is extremely unlikely you will be given the same one twice.
Most Careers Service Centres have suitably trained staff, and may be prepared to run practice test sessions with example papers.
On The Day
Ensure that your reach your test location in good time and in a good condition.
Tests always begin with instructions and practice items, but if you are unsure of anything, do ask the administrator running the session, before the tests start in earnest.
On aptitude tests, work quickly and accurately paying careful attention to each question. Don't spend too long on the ones you find more difficult: skip to the next section; avoid guessing answers.
Feedback
Test administrators are encouraged to, and trained in, giving feedback on the tests, either face- to-face or by telephone. Ask for feedback if it is not offered.
REMEMBER: KEEP CALM AND READ ALL QUESTIONS CAREFULLY
Sample tests can be found here.
6. Making Presentations
In this section:
Throughout your career, making presentations will be a significant feature of your job - to inform, to motivate or to persuade: hence, they are increasingly being used as a method of selection. Public speaking, like other methods of communication, is a skill which can be learned and developed.
Recruitment presentation exercises can take two forms:
- Presentation prepared in advance
Usually 5 - 20 minutes in length. The subject could be a technical one, or you could be given a choice from several (which might include your university project, current affairs or a hobby). You may have a completely free choice. Select a subject that is familiar to you, and know your facts. Keep it simple and not too technical, especially if it is short. Neat visual aids are expected. - Presentation prepared on the day
Usually 5 - 10 minutes in length. Subject choice as above. No details, figures etc. are expected but you should have some knowledge/ideas on the subject. It is how you say it, not what you say, that is most important.
Golden Rules
- Be interesting
- Have a logical structure - a beginning, a middle and an end.
- Tell your audience what you are about to tell them, then tell them, and then tell them what you have told them.
- Make notes, not a script.
- Have a series of reminders and key words and cues for your visual aids.
- Use words you are comfortable with.
- End on a high note - don't just fade away!
Question and answer session
This will often follow the presentation. The assessors are looking for you to explain, expand or defend your ideas. Do not be surprised if an assessor disagrees with what you have told them. They may be testing you, to see how you react in this situation.
Ways to do well
- Be positive
- Speak slowly, clearly, confidently and concisely
- Keep to time
- Ensure the overheads are clear and free of spelling mistakes
- Be comfortable with the script, OHP/flipchart, pointer, lectern etc.
- Good visual contact - look at the audience
- Handle questions enthusiastically
Ways to fail
- Read from a script
- Mumble your message
- Reveal your ignorance of the subject
- Make your presentation too long or short
- Waffle
- Use distracting body language - e.g. fiddling with keys or pacing up and down
- Apologise for yourself
Like any skill, making presentations can only be perfected by practice, practice, practice: hence a sympathetic coach, prepared to give feedback, is a great asset.
7. Group Exercises
In this section:
In almost every sphere of work today, teamwork is essential for success, and employers devise all sorts of exercises to test your teamwork skills. Group exercises are designed to reveal whether candidates are capable of translating an individual approach into a team solution.
Most employers use indoor group exercises which are usually hypothetical problems - frequently involving mathematical calculations, interpersonal conflicts and critical time and cost considerations - where there are a range of possible solutions. Assessors will be much more interested in the way the team reaches the solution than in the actual solution chosen.
- Read and re-read the brief. Assume that everything said is relevant and important.
- Pay particular attention to time deadlines.
- Does everyone have the same information?
- Look at the equipment provided - string, scissors, Sellotape, calculators - they are unlikely to have provided anything unnecessary.
- Get in quickly - if you can make a good point early on, others will address their comments to you.
- Show initiative and play a part.
- Don't sit silent - but don't monopolise the conversation either.
- Be supportive - make the team feel good.
- Respond with 'that's a good idea and. . .' (followed by your own idea) rather than ignoring the previous idea and steam-rollering your own views.
- Never put people down.
- Defend your ideas if challenged, but be prepared to compromise.
- Involve everyone. A group of six where three are working and three are gazing out of the window isn't a team.
- If you are feeling left out, offer to do the charting, or the calculator work, or to draft the final presentation or report.
- Invite the quietest member to do something. In most tasks there is a role for everyone, be they leaders, number-crunchers, speakers, artists, or merely time-keepers.
Ways to fail
- Be a dictator/autocrat - ignore other people's views
- Distract the team with irrelevance or flippancy
- Do all the talking
- Play no part - refuse tasks you are allotted or offered
- Put people down - 'That won't work!' 'That's stupid!'
- Steal someone else's role/speech/presentation, leaving them with nothing. You are being constantly assessed and it will be noticed.
Finally...... never forget that the assessors are on your side. They have a vacancy to fill, and they hope that you will give them what they want.
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