Psychological testing usually consists of two components:
Personality Measures (looking at such things as interpersonal style, drive, flexibility)
Ability or Aptitude Tests (which usually consist of abstract, numerical, verbal reasoning and problem-solving measures). The ability tests require a combination of speed and accuracy and look at how people respond to problem-solving under time pressures.
These measures are usually pencil and paper inventories or computerised and should always be accompanied by an interview with a registered psychologist. This will often take approximately three to four hours to complete.
Assessment Centres
Assessment Centres are a way for employers to recruit a number of people into the organisation at the one time. The centres focus on the competencies required for a position and test the individual to determine their level of skill and fit within the organisation based on these competencies.
If you are applying for a position where Assessment Centres are being used, you can expect to be asked to attend a session, usually about half a day in length, where you will more than likely be asked to:
- Complete competency based testing, for example, a personality profile, numerical reasoning etc.
- Perform a skill. This could be in the form of a role-play.
- Undertake a competency-based interview.
The main focus of the Assessment Centre process is to:
- Observe the way you interact with others
- Observe your skill level/s
- Observe your ability to utilise the competencies required for the job
- Give you a realistic understanding of the company and the role
- Assess your confidence and desire to do the job
Remember preparation is the key. Know and understand what the job competencies are and remember first impressions are key!
See also:
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