Recruitment test structure

Aptitude and ability tests are designed to assess your intellectual performance. These types of test can be broadly classified onto the groups shown and you may be asked to sit a test which consists only of ‘numerical’ questions or these may form part of a test which consists of questions of different types.

Recruitment and selection tests are only part of the selection process and you will still be asked to complete an application form, send in a copy of your resume and attend at least one interview. All of these things will tell the employer something about you and help them to choose the most appropriate candidate for the vacancy. Recruitment and selection tests can be split into personality tests and aptitude/ability tests.

The principle behind personality tests is that it is possible to quantify your personality characteristics by asking you about your feelings, thoughts and behavior. Personality has a significant role to play in deciding whether you have the enthusiasm and motivation that the employer is looking for and whether you going to fit in to the organization, in terms of your personality, attitude and general work style? Personality tests can be applied in a straightforward way at the early stages of selection to screen-out candidates who are likely to be unsuitable for the job.

Reference: http://www.psychometric-success.com/faq/faq-recruitment-and-selection-tests.htm

3. Think about yourself

Recruiters want to know what unique skills you can bring to the role. Think through your work experience and the skills and interests you’ve developed at university and how these relate to the job and area of work.

List your achievements and activities (such as work for university societies, interests and hobbies, internships or work placements, voluntary work or casual work) and make notes on the skills you learned and how you used them, and also what you contributed to different situations.

TOP TIP: Review your CV or application form: think of how you can expand on any examples and skills and consider some alternatives. Which examples would be the best ones to highlight for the particular job?