Tips & Tricks

<div> Structured interviews, or patterned interviews, are a test interview method popular in many different industries and the public sector as well. In these interviews, a large group of candidates is asked the same or rather similar questions that reflect on their past experiences so various competences, such as working with others, leadership, learning and development can be assessed. A typical question would be the following: &ldquo;Please tell me about a time when you had a conflict with a member of your team and how you reacted?&rdquo;.</div> <div> &nbsp;</div> <div> <strong><img alt="Assessment Centre Secrets Revealed: Structured Interviews" src="http://www.careergym.com/images/upload/image/cg_tips2.jpg" style="padding-top: 15px; padding-right: 15px; padding-bottom: 15px; padding-left: 15px; float: left; width: 301px; height: 200px; " /></strong><strong>Structured interviews</strong>, or patterned interviews, are a <u><a href="http://www.careergym.com/psychometric_glossary/common_interview_questions" target="_self">test interview</a></u> method popular in many different industries and the public sector as well. In these interviews, a large group of candidates is asked the same or rather similar questions that reflect on their past experiences so various competences, such as working with others, leadership, learning and development can be assessed. A typical question would be the following: &ldquo;Please tell me about a time when you had a conflict with a member of your team and how you reacted?&rdquo;.</div> <div> &nbsp;</div> <div> Their answers are then evaluated and compared, allowing job interviewers and <strong>assessment centres</strong> to determine key competences that are relevant for a job rather quickly and fairly.&nbsp;</div> <div> &nbsp;</div> <div> This interview process helps both candidates and interviewers save time. Interviewers do not need to develop a large list of questions or go deep into each candidate&rsquo;s resume (CV), while all candidates spend the same amount of time, usually around 30-60 minutes, in answering <u><a href="http://www.careergym.com/psychometric_glossary/job_interview" target="_self">interview test</a></u> questions.&nbsp;</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>What Are Structured Interviews?</strong></em></span></div> <div> &nbsp;</div> <div> Simply speaking, <strong>structured interviews</strong> are a set of questions that follow a particular structure, where all candidates interviewing for a particular job role are given the same or very similar set of questions to answer, grouped according to competency areas the interview seeks to evaluate.</div> <div> &nbsp;</div> <div> If you are a candidate, it is important to know that <strong>structured interviews</strong> are a part of the <u><a href="http://www.careergym.com/psychometric_tests_online" target="_self">selection test</a></u> and your performance will be used to determine how well suited you are for the job, compared to other candidates, and possibly to determine a training map after you&rsquo;ve been recruited, based on the strong and weak areas of your competencies.</div> <div> &nbsp;</div> <div> <em><span style="font-size: 16px; "><strong>Why Are Structured Interviews Important?</strong></span></em></div> <div> &nbsp;</div> <div> Because all candidates answer similar set of questions, interviewers are able to create a pool of qualities and key job skills that candidates have. Moreover, candidates are screened according to their competencies and not their resume (CV), which makes the understanding of the candidate&rsquo;s profile more subtle and tailored for the requirements of the position. These reports are then matched against the skills required for the job.</div> <div> &nbsp;</div> <div> By asking candidates to respond to a questionnaire or a multiple choice test, organizations can reduce interviewing time and quickly shortlist candidates based on their hiring criteria. The only flip side is that a large number of candidates may have to be interviewed to form a pool of skills to pick from.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Industries That Use Structured Interviews</strong></em></span></div> <div> &nbsp;</div> <div> <strong>Structured interviews</strong> are an important component of <u><a href="http://www.careergym.com/online_test_packages" target="_self">job aptitude tests</a></u> across different industries, including postal services, retail, and manufacturing. They are great to shortlist candidates in jobs where thousands of candidates apply.</div> <div> &nbsp;</div> <div> They also represent an important tool for jobs where the required skill and competency sets, such as communication skills, management skills, prioritisation skills and others are clearly defined. In some industries, <strong>structured interviews</strong> are divided into different levels and candidates are eliminated at each level. The final set of candidates is then interviewed and a decision is made, depending on their overall performance.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Advantages and Disadvantages</strong></em></span></div> <div> &nbsp;</div> <div> The set of <strong>structured interview</strong> questions ensures that all candidates get an equal and fair opportunity to perform. All candidates are evaluated for the same set of skills, thus making certain that <strong>structured interviews</strong> provide a legitimate and just evaluation.</div> <div> &nbsp;</div> <div> Although structured <u><a href="http://www.careergym.com/psychometric_glossary/job_interview" target="_self">test interviews</a></u> are a successful model of interviewing, they could potentially increase an organization&rsquo;s interviewing expense, since a large number of candidates needs to be interviewed to get substantial comparative data.</div> <div> &nbsp;</div> <div> <a href="http://www.careergym.com/online_test_packages" target="_self"><span style="font-size: 16px; "><strong>Need more information? Check our live online training courses for </strong><strong>structured interviews</strong><strong> and assessment centre tests!</strong></span></a></div> <div> &nbsp;</div> <div> &nbsp;</div>

<div> When interviewing for a job, candidates are assessed on their skills, experience, academic qualifications, and personality. Personality also translates into a candidate&rsquo;s attitude towards work, their co-workers, and organisational processes.</div> <div> &nbsp;</div> <div> <img alt="Assessment Centre Secrets Revealed: Personality Questionnaires" src="http://www.careergym.com/images/upload/image/cg_tips9.jpg" style="padding-top: 15px; padding-right: 15px; padding-bottom: 15px; padding-left: 15px; float: left; width: 312px; height: 250px; " />When interviewing for a job, candidates are assessed on their skills, experience, academic qualifications, and personality. Personality also translates into a candidate&rsquo;s attitude towards work, their co-workers, and organisational processes.&nbsp;</div> <div> &nbsp;</div> <div> Most organizations prefer hiring candidates who have the potential of performing well in a team, compared to an individual contributor role. In such a case, <strong>personality questionnaires</strong> become an important component of <strong><u><a href="http://www.careergym.com/live_webinars" target="_self">assessment centre</a></u></strong> interviews and help interviewers make an informed decision about a candidate&rsquo;s capabilities.&nbsp;</div> <div> &nbsp;</div> <div> Most personality tests are very straightforward and simple. Candidates are given a questionnaire with multiple choice questions which they have to answer in a fixed time. The answers are then evaluated based on the key skills required for the job. Shortlisted candidates then usually proceed with <strong><u><a href="http://www.careergym.com/assessment_centre_training_webinars" target="_self">assessment centre</a></u></strong><u><a href="http://www.careergym.com/assessment_centre_training_webinars" target="_self"> tests</a></u>.</div> <div> &nbsp;</div> <div> <em><span style="font-size: 16px; "><strong>What Personality Tests Include</strong></span></em></div> <div> &nbsp;</div> <div> Typically, most <strong>personality questionnaires</strong> are conducted as a part of <u><a href="http://www.careergym.com/psychometric_glossary/psychometric_test" target="_self">psychometric testing</a></u> even though these questionnaires are rather different in nature. They include questions that provide an insight into the work style and professional attitude of the candidate, such as questions about career goals, professional capabilities, teamwork, and decision making skills.</div> <div> &nbsp;</div> <div> There is no fixed number of questions for a <u><a href="http://www.careergym.com/psychometric_glossary/personality_inventory_profile_test_questionnaire" target="_self">personality test</a></u>. The number of questions depends on the role you are interviewing for and the skills your <strong>assessment centre</strong> is looking for. All personality tests are timed and it is important to answer as many questions as possible to increase your chances of moving to the next round of interviews.</div> <div> &nbsp;</div> <div> <strong>Personality questionnaires</strong> are only a small part of a series of <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">aptitude tests</a></u> that organizations conduct.&nbsp;</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Types of Personality Tests</strong></em></span></div> <div> &nbsp;</div> <div> Most <strong>assessment centres</strong> and <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">psychometric testing</a></u> centres have different kinds of personality tests &ndash; some test basic personality traits while others are customized for a specific type of job. Widely accepted industry standard personality tests include:</div> <div> &nbsp;</div> <ul> <li> <strong><a href="http://www.careergym.com/psychometric_glossary/myers_briggs_type_indicator" target="_self">Myers Briggs Type Indicator</a></strong> test, which measures professional capabilities through a series of forced questions. Candidates are required to choose two possible answers for each question, with each choice reflecting opposite personality traits.</li> <li> <strong>SHL OPQ32r</strong>, which measures personality traits that are essential for optimal job performance.</li> <li> <strong>OPQ32r </strong>is a personality test that is a part of an <u><a href="http://www.careergym.com/online_test_packages" target="_self">aptitude online test</a></u> and measures a candidate&rsquo;s performance in the test against key job skills for a particular role.&nbsp;</li> </ul> <div> Over the last few years, personality tests have become very popular as they have reduced the manual input required for assessing candidate skills, helping an organization save time and money spent in interviewing candidates.&nbsp;</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Preparing for Personality Questionnaires</strong></em></span></div> <div> &nbsp;</div> <div> As a part of your <u><a href="http://www.careergym.com/psychometric_glossary/aptitude_test" target="_self">job test</a></u>&nbsp;preparation, it is important to take as many <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">aptitude tests</a></u> as possible. You can find resources for <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">free aptitude tests</a></u> as well as personality tests online. By taking these tests, you can reduce the time taken in the actual test and also work on your weak areas.&nbsp;</div> <div> &nbsp;</div> <div> Spend time in researching about the organization and the qualities they look for in prospective candidates. By building these qualities, you can increase your chances of getting the job.</div> <div> &nbsp;</div> <div> <a href="http://www.careergym.com/contact_us" target="_self"><span style="font-size: 16px; "><strong>Questions? Contact us for FREE advice on personality tests!</strong></span></a></div>

<div> Numerical reasoning tests, also known as numerical ability tests, are used by assessment centres in business organizations to determine if a candidate is fit for the job they are interviewing for. These tests are used particularly for sales, marketing, and financial positions or for those who work with a large amount of data.</div> <div> &nbsp;</div> <div> <strong><u><a href="http://www.careergym.com/test.php?hash=free_numerical_reasoning_demo" target="_self"><img alt="Assessment Centre Secrets Revealed: Numerical Reasoning Tests" src="http://www.careergym.com/images/upload/image/cg_tips3.jpg" style="padding-top: 15px; padding-right: 15px; padding-bottom: 15px; padding-left: 15px; float: left; width: 178px; height: 250px; " />Numerical reasoning tests</a></u></strong>, also known as numerical ability tests, are used by <strong><u><a href="http://www.careergym.com/psychometric_glossary/assessment_centre_assessment_center" target="_self">assessment centres</a></u></strong> in business organizations to determine if a candidate is fit for the job they are interviewing for. These tests are used particularly for sales, marketing, and financial positions or for those who work with a large amount of data.</div> <div> &nbsp;</div> <div> Many <u><a href="http://www.careergym.com/psychometric_glossary/psychometric_test_types" target="_self">psychometric testing</a></u> centres believe that these tests are an accurate representation of a candidate&rsquo;s number crunching and data interpretation abilities, though their use is rather wide as numerical tests measure a wider range of cognitive abilities.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>What Numerical Reasoning Tests Include</strong></em></span></div> <div> &nbsp;</div> <div> Although the kind of questions vary depending on the position you are being recruited for, <strong>numerical reasoning tests</strong> are typically divided into two sections &ndash; speed tests and power tests.</div> <div> &nbsp;</div> <div> <strong>Speed tests</strong> include mathematical and basic arithmetic questions which can be solved in less than 1 minute per question. Candidates are not expected to solve all questions. These tests assess a candidate&rsquo;s ability to think on their feet and their decision making abilities.</div> <div> &nbsp;</div> <div> <strong>Power tests</strong>, on the other hand, have a wide array of questions which range from easy to very difficult.</div> <div> &nbsp;</div> <div> Both speed tests and power tests are timed. Instead of focusing on answering all questions, candidates should ensure that they provide correct answers for the questions they attempt.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>The Format Of Numerical Reasoning Tests</strong></em></span></div> <div> &nbsp;</div> <div> The speed section of numerical <u><a href="http://www.careergym.com/psychometric_glossary/aptitude_test" target="_self">aptitude tests</a></u> assesses basic arithmetic skills. Questions include operations such as division, subtraction, addition, multiplication, percentages, fractions, and ratios. Some <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">recruitment tests</a></u> allow the use of a calculator but most prefer that candidates be able to solve these problems without the use of any external tools.</div> <div> &nbsp;</div> <div> Power tests can include data interpretation and statistical questions. This is also a test of <u><a href="http://www.careergym.com/test.php?hash=free_abstract_reasoning_demo" target="_self">abstract reasoning</a></u> abilities as a lot of thinking and logical skills are required to solve each question. A calculator can be used during power tests.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><strong><em>How Companies Use Numerical Test Scores</em></strong></span></div> <div> &nbsp;</div> <div> Like with <u><a href="http://www.careergym.com/psychometric_glossary/abstract_reasoning" target="_self">abstract reasoning</a></u> and <u><a href="http://www.careergym.com/psychometric_glossary/verbal_reasoning_test" target="_self">verbal reasoning tests</a></u>, numerical test scores are aggregated and compared against an &ldquo;industry average&rdquo; score. This industry average is the score at which people working in that particular role have performed in numerical tests.</div> <div> &nbsp;</div> <div> This comparison helps interview test takers to determine if they are a good fit for the role in question.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>How to Prepare for Numerical Reasoning Tests</strong></em></span></div> <div> &nbsp;</div> <div> With adequate practice, candidates can ace numerical aptitude tests in assessments. Take as many practice tests as you possibly can, especially if mathematics was one of your weaker subjects in school. By spending time in analyzing each question and understanding the logic behind problem solving, it is possible to perform well in <u><a href="http://www.careergym.com/psychometric_glossary/psychometrics" target="_self">psychometric assessments</a></u>.</div> <div> &nbsp;</div> <div> <a href="http://www.careergym.com/test.php?hash=free_numerical_reasoning_demo" target="_self"><span style="font-size: 16px; "><strong>Need to practice more? Check our FREE numerical reasoning tests online!</strong></span></a></div> <div> &nbsp;</div> <div> &nbsp;</div>

<div> An important component of assessment centres, in-tray exercises (or in-basket or e-tray exercises, the latter being used when they are administered on a computer) are role playing exercises where a candidate assumes the role of an employee and is given a set of tasks to perform under time pressure. These tasks can include writing memos, answering emails, creating reports, or handling organizational charts. By involving candidates in these tasks, assessment centres are able to determine their professional attitudes and also evaluate if they are fit for the job.</div> <div> &nbsp;</div> <div> <img alt="Assessment Centre Secrets Revealed: What Is the In Tray Exercise?" src="http://www.careergym.com/images/upload/image/cg_tips4.jpg" style="padding-top: 15px; padding-right: 15px; padding-bottom: 15px; padding-left: 15px; float: left; width: 266px; height: 200px; " />An important component of <strong>assessment centres</strong>, <strong><u><a href="http://www.careergym.com/psychometric_glossary/in_tray_exercise" target="_self">in-tray exercises</a></u></strong> (or in-basket or e-tray exercises, the latter being used when they are administered on a computer) are role playing exercises where a candidate assumes the role of an employee and is given a set of tasks to perform under time pressure. These tasks can include writing memos, answering emails, creating reports, or handling organizational charts. By involving candidates in these tasks, <strong>assessment centres</strong> are able to determine their professional attitudes and also evaluate if they are fit for the job.</div> <div> &nbsp;</div> <div> <em><span style="font-size: 16px; "><strong>In Tray, E-Tray, and In-Basket Exercises</strong></span></em></div> <div> &nbsp;</div> <div> The terms in tray, e-tray, and in basket exercises are used interchangeably in many <u><a href="http://www.careergym.com/psychometric_glossary/pqa_interview_personal_qualities_attributes" target="_self">test interviews and recruitment exams</a></u>. <strong>In-tray exercises</strong> are done in the presence of an interviewer using pen and paper while e-tray exercises require the use of a computer. In basket exercises include a set of written correspondence that is provided in a basket.&nbsp;</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>What the In-tray Exercises Include</strong></em></span></div> <div> &nbsp;</div> <div> Typically, <strong>in-tray exercises</strong> include a number of writing tasks ranging from answering emails to creating reports. Candidates are given a short outline of their job role in a hypothetical organisation, without any direction about the writing style or information on what evaluators are looking for.</div> <div> &nbsp;</div> <div> <em>The exercises can include one or more of the following tasks:</em></div> <div> &nbsp;</div> <ul> <li> Writing memos, letters, emails, and documents.</li> <li> Creating organizational reports and charts.</li> <li> Composing or replying to emails.&nbsp;</li> <li> Taking telephone messages or replying to them.</li> <li> Creating calendar items based on a hypothetical schedule.</li> </ul> <div> <span style="font-size: 16px; "><em><strong>Why In-Basket Tests Are Important</strong></em></span></div> <div> &nbsp;</div> <div> <strong>In-tray exercises</strong> provide an insight into your aptitude for a particular job. The tasks that you are given in such a <u><a href="http://www.careergym.com/psychometric_glossary/psychometrics" target="_self">psychometric assessment</a></u> are reflective of the actual tasks that employees perform. By observing your performance and taking notes, interviewers can assess your skills and see how well suited you are for the job.&nbsp;</div> <div> &nbsp;</div> <div> Additionally, these exercises are also a great way of knowing about job responsibilities and requirements. They can help you decide if the organization and the role suit your skill set and goals.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Test Taking Tips</strong></em></span></div> <div> &nbsp;</div> <div> Like with any other <u><a href="http://www.careergym.com/psychometric_glossary/job_interview" target="_self">testing interview</a></u>, it is important to stay calm and focused during <strong>in-tray exercise</strong> assessment. Time management is crucial: split your total time into parts so that you can work according to a pre-set timeline. Speak to the interviewer and research the company and industry that is recruiting to get as much information as possible. Pay attention to what they are saying since it will help you perform better in the test.</div> <div> &nbsp;</div> <div> If the writing tasks come with a set of instructions, ensure that you read them extremely carefully and then attempt to answer any questions. Many candidates get very low scored because they answer a different question than the one that was asked. For example, when the test requires you to &ldquo;provide an executive summary for your superior on the issues outlined in the file&rdquo; and you happen to provide a more analytical, detail-oriented note, this will not go down well with assessors.</div> <div> &nbsp;</div> <div> Prioritize your task list and perform critical tasks first. Remember that interviewers are not looking for answers to all questions: they are looking for your competences in various fields, and domain-knowledge is only one of these. They want to understand how you approach the problem, even if you choose to delegate a task to another team member or a junior employee.</div> <div> &nbsp;</div> <div> If you want to familiarize yourself with this type of exercise, look for online e-tray exercise tests which can help you prepare.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><strong><a href="http://www.careergym.com/psychometric_tests_online" target="_self">Questions? Need more info? Check our free online training webinars for the assessment centre!</a></strong></span></div> <div> &nbsp;</div> <div> &nbsp;</div>

<div> Assessment centres are an important part of the job selection and recruitment process, in which candidate skills are tested through a series of psychometric tests and role playing exercises. These tests are designed to give a fairly accurate idea of how a candidate can be expected to perform in the job they are interviewing for.</div> <div> &nbsp;</div> <div> <strong><u><a href="http://www.careergym.com/assessment_centre_training_webinars" target="_self"><img alt="Assessment Centre Secrets Revealed: How to Prepare for Assessment Centre Tests" src="http://www.careergym.com/images/upload/image/cg_tips5.jpg" style="padding-top: 15px; padding-right: 15px; padding-bottom: 15px; padding-left: 15px; float: left; width: 261px; height: 250px; " />Assessment centres</a></u></strong> are an important part of the job selection and recruitment process, in which candidate skills are tested through a series of <u><a href="http://www.careergym.com/psychometric_glossary/psychometric_test" target="_self">psychometric tests</a></u> and role playing exercises. These tests are designed to give a fairly accurate idea of how a candidate can be expected to perform in the job they are interviewing for.</div> <div> &nbsp;</div> <div> Though <strong>assessment centre</strong> evaluations may sound like a daunting exercise, they are fairly easy to prepare for. By spending time learning about the tests and exercises that candidates participate in, you will be able to perform better than your competitors.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Tasks, tests and exercises of an Assessment Centre</strong></em></span></div> <div> &nbsp;</div> <div> Before starting the preparation, it is important to understand the type of assessments that make up an <strong>assessment centre</strong>:</div> <div> &nbsp;</div> <ul> <li> <strong>Informational sessions</strong>: In these sessions, candidates are given a brief overview of the company and the role they are interviewing for. Take notes if required as the information given during this session may come in handy in the interview.</li> <li> <strong>Social sessions</strong>: Candidates are given an opportunity to meet other candidates, talk to current employees, and get a feel of the company. It is important to remember that <strong>assessment centres</strong> start their evaluation process the moment you walk in the company doors.&nbsp;</li> <li> <strong>Aptitude tests</strong> or <strong>psychometric tests</strong>: Depending on the role, these can include <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">numerical and verbal reasoning tests</a></u>, <u><a href="http://www.careergym.com/psychometric_glossary/abstract_reasoning" target="_self">abstract reasoning tests</a></u>, <u><a href="http://www.careergym.com/psychometric_glossary/situational_judgement_test_sjt" target="_self">situational judgement tests</a></u> or other types.</li> <li> <strong>Group exercise</strong>: A team of candidates involved in group discussions or strategic role playing while assessors are evaluating them and the group dynamics, based on various competency metrics.</li> <li> <u><strong><a href="http://www.careergym.com/psychometric_glossary/in_tray_exercise" target="_self">In-tray exercises</a></strong></u> <strong>and </strong><u><strong><a href="http://www.careergym.com/psychometric_glossary/case_study" target="_self">case studies</a></strong></u>: These include exercises such as role playing or writing tasks such as creating memos, presentations, and training sessions under time pressure to measure analytical, problem solving and other skills, or competencies to work in a team.</li> <li> <u><strong><a href="http://www.careergym.com/psychometric_glossary/job_interview" target="_self">Structured interview</a></strong></u>: a special set of questions that seeks to find examples from your professional or personal history to demonstrate certain competencies such as resilience, leadership, working with others and related competencies.</li> </ul> <div> <em><span style="font-size: 16px; "><strong>Researching the Company and the Role</strong></span></em></div> <div> &nbsp;</div> <div> The first step of <a href="http://www.careergym.com/online_test_packages" target="_self"><u>recruitment test</u> </a>preparation must include research about the company and the role. Read about the management, what the company does, corporate social responsibility, their Unique Selling Proposition and products. This information can be sourced from the company&rsquo;s website and also from online and offline resources such as trade magazines and financial newspapers.</div> <div> &nbsp;</div> <div> <em><span style="font-size: 16px; "><strong>Responsibilities of the Role</strong></span></em></div> <div> &nbsp;</div> <div> Read about the responsibilities and especially the related competencies, skills and abilities you are required to possess in the organisation, either by reading the job description or by researching similar roles. This will help you tailor your <strong>assessment centre</strong> performance to meet these criteria.</div> <div> &nbsp;</div> <div> <em><span style="font-size: 16px; "><strong>Focus on Strengths</strong></span></em></div> <div> &nbsp;</div> <div> Make a list of your strengths such as good communication skills, ability to cope with pressure, fine analytical skills or any other, and figure out how you can use them in a way that takes attention away from your weaknesses. Tie your strengths to the qualities the <strong>assessment centre</strong> is looking for by formulating answers in a way that highlights your strengths.</div> <div> &nbsp;</div> <div> <em><span style="font-size: 16px; "><strong>Practice, practice, practice</strong></span></em></div> <div> &nbsp;</div> <div> Practice <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">psychometric tests online</a></u> so you can be well prepared for your interview day. Take aptitude tests, <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">reasoning tests</a></u>, and interview tests. Attend <u><a href="http://www.careergym.com/psychometric_training_webinars" target="_self">online training webinars</a></u> to learn more about the methodology and best practices. By practicing for one or two hours daily, you can improve your chances of performing well in <u><a href="http://www.careergym.com/psychometric_glossary/psychometric_test_types" target="_self">assessment tests</a></u> and also increase your chances of getting the job.</div> <div> &nbsp;</div> <p> <span style="font-size: 16px; "><strong><a href="http://www.careergym.com/live_webinars" target="_self">Questions? Check our live webinars for psychometric test preparation now!</a></strong></span></p> <p> &nbsp;</p> <p> &nbsp;</p>

<div> Cognitive ability tests, also known as aptitude tests, are a part of psychometric testing conducted by assessment centres during job selection procedures to determine a candidate&rsquo;s skills and abilities. In most cases, these aptitude tests include a combination of abstract reasoning tests and numerical and verbal reasoning tests.</div> <div> &nbsp;</div> <div> <strong><img alt="Assessment Centre Secrets Revealed: What Are the Cognitive Ability Tests?" src="http://www.careergym.com/images/upload/image/cg_tips6.jpg" style="padding-top: 15px; padding-right: 15px; padding-bottom: 15px; padding-left: 15px; float: left; width: 300px; height: 200px; " />Cognitive ability tests</strong>, also known as <u><a href="http://www.careergym.com/psychometric_glossary/aptitude_test" target="_self">aptitude tests</a></u>, are a part of psychometric testing conducted by <strong>assessment centres</strong> during job selection procedures to determine a candidate&rsquo;s skills and abilities. In most cases, these aptitude tests include a combination of <u><a href="http://www.careergym.com/test.php?hash=free_abstract_reasoning_demo" target="_self">abstract reasoning tests</a></u> and <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">numerical and verbal reasoning tests</a></u>.</div> <div> &nbsp;</div> <div> Aptitude tests are used in many different industries, especially sales, finance, and marketing sectors. A large number of consulting firms also use <u><a href="http://www.careergym.com/online_test_packages" target="_self">aptitude online tests</a></u> in order to gauge a candidate&rsquo;s abilities prior to interview.&nbsp;</div> <div> &nbsp;</div> <div> These tests help <strong>assessment centres</strong> to quickly shortlist candidates that reflect the skills required for the role. Apart from numerical and verbal reasoning tests, candidates may also be required to take mechanical ability tests, which test their product knowledge and professional abilities.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>What Cognitive Ability Tests Include</strong></em></span></div> <div> &nbsp;</div> <div> Although <u><a href="http://www.careergym.com/psychometric_glossary/aptitude_test" target="_self">aptitude tests</a></u> include a series of psychometric components, the actual test depends on the industry and the role being interviewed for. A company hiring for a position which requires excellent communication skills may focus on <u><a href="http://www.careergym.com/psychometric_glossary/verbal_reasoning_test" target="_self">verbal reasoning tests</a></u> while a company hiring for a position which requires mathematical skills may focus on numerical reasoning. Similarly, certain <strong>cognitive ability tests</strong> can also include spatial and mechanical tests.</div> <div> &nbsp;</div> <div> <u><a href="http://www.careergym.com/psychometric_glossary/spacial_ability_tests" target="_self">Spatial ability tests</a></u> are used primarily in production and design jobs, with questions about two dimensional and three dimensional drawings, shape assembly, and object angles.</div> <div> &nbsp;</div> <div> <u><a href="http://www.careergym.com/psychometric_glossary/mechanical_reasoning" target="_self">Mechanical reasoning tests</a></u> are industry specific and are mostly used in interviews for manufacturing, production, and mechanical engineering roles. These <u><a href="http://www.careergym.com/psychometric_glossary/common_interview_questions" target="_self">testing interviews</a></u> are also used for military jobs and apprenticeships.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Why Cognitive Ability Tests Are Important</strong></em></span></div> <div> &nbsp;</div> <div> <strong>Cognitive ability tests</strong> are a combination of aptitude tests and general intelligence tests. They provide an insight into a candidate&rsquo;s capabilities, skills, personality, and attitude. They also make it easier for <strong>assessment centres</strong> to evaluate a candidate.</div> <div> &nbsp;</div> <div> Most of these tests are computerised, thus allowing for a fair and legitimate selection process. A percentile score helps shortlist candidates who have performed better than others. These candidates then move forward to additional interview rounds.</div> <div> &nbsp;</div> <div> Because manual input during these test interview processes is minimal, they also help save time and money for the interviewing organization.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Test Taking Tips</strong></em></span></div> <div> &nbsp;</div> <div> You can find numerous <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">aptitude sample tests</a></u> and aptitude test papers online. When discussing the job role with your interviewer, try and find out about the different interview stages and assessment methods. This will help you plan your <u><a href="http://www.careergym.com/coach_says_tips_tricks" target="_self">preparation course</a></u> better.</div> <div> &nbsp;</div> <div> Take online tests for numerical, verbal, and abstract reasoning to hone your skills. Spend at least one or two hours a day practicing these tests. Remember, practice makes perfect. The more you practice, the better are your chances of doing well in the <u><a href="http://www.careergym.com/psychometric_glossary/psychometric_test_types" target="_self">selection test</a></u>.</div> <div> &nbsp;</div> <div> &nbsp;</div>

<div> Initially reserved for management interviews in consulting firms, case study exercises are gaining popularity in all industries. They are a quick way of determining a candidate&rsquo;s problem solving and strategic thinking skills based on a (usually) fictitious context that is presented in background documents such as e-mails, statistical charts, article clippings or any other kind of material. These exercises form an integral component of assessment centres and most management oriented interviews.</div> <div> &nbsp;</div> <div> <img alt="Assessment Center Secrets Revealed: What Are the Case Study Exercises?" src="http://www.careergym.com/images/upload/image/cg_tips7.jpg" style="padding-top: 15px; padding-right: 15px; padding-bottom: 15px; padding-left: 15px; float: left; width: 302px; height: 200px; " />Initially reserved for management interviews in consulting firms, <strong>case study exercises</strong> are gaining popularity in all industries. They are a quick way of determining a candidate&rsquo;s problem solving and strategic thinking skills based on a (usually) fictitious context that is presented in background documents such as e-mails, statistical charts, article clippings or any other kind of material. These exercises form an integral component of <strong><u><a href="http://www.careergym.com/live_webinars" target="_self">assessment centers</a></u></strong> and most management oriented interviews.</div> <div> &nbsp;</div> <div> By using a combination of <strong>case study exercises</strong>, along with traditional interviewing methods, <strong>assessment centers</strong> are able to evaluate if a candidate is suitable for the job they are interviewing for. <strong>Case study exercises</strong> are popularly used in consulting firms where candidates from all kinds of business backgrounds are assessed on a specific exercise.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>What Case Study Exercises Include</strong></em></span></div> <div> &nbsp;</div> <div> These exercises follow a fairly simple format. Candidates are presented with a hypothetical business problem and are given time to prepare themselves, after which they participate in a discussion with experienced professionals who are employed with the company. These interviewers make notes about a candidate&rsquo;s abilities to think creatively, find solutions that are beneficial to the organization, and approach the problem in a meticulous manner.&nbsp;</div> <div> &nbsp;</div> <div> The types of problems candidates need to solve depend on the role they are interviewing for and their professional qualifications.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Academic Qualifications</strong></em></span></div> <div> &nbsp;</div> <div> Academic qualifications, while relevant, are not considered when evaluating candidates for <strong>case study exercises</strong>, therefore when assessing them for management or business consulting roles they may obviously come from any academic background.</div> <div> &nbsp;</div> <div> <em><strong><span style="font-size: 16px; ">Companies That Use Case Study Exercises</span></strong></em></div> <div> &nbsp;</div> <div> <strong>Case study exercises</strong> are popular in the consulting, banking, professional services, tax and related sectors but are increasingly being used by <strong>assessment centers</strong> since they provide a greater insight into a candidate&rsquo;s skill set.</div> <div> &nbsp;</div> <div> Before the process starts, speak with your recruiter and find out about the interview stages. This will help you in preparing yourself for any <u><a href="http://www.careergym.com/psychometric_glossary/aptitude_test" target="_self">aptitude tests</a></u> or <u><a href="http://www.careergym.com/psychometric_glossary/psychometric_test_types" target="_self">psychometric tests</a></u> as well.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><em><strong>Preparing for Case Study Tests</strong></em></span></div> <div> &nbsp;</div> <div> Because the nature of <u><a href="http://www.careergym.com/online_test_free_demo" target="_self">assessment test</a></u> depends entirely on the company and the role you are interviewing for, it is always worth familiarising yourself with the terminology, jargon and overall &lsquo;language&rsquo; of the company and industry whose vacancy you are applying for. The best is to browse relevant websites&rsquo; annual reports, glossary, press releases and other materials that include such written materials. It is also helpful to read about the company itself, what they do, what kind of projects they handle, who their clients are and what is the nature of work so you can provide great references in the case study if the context and material warrants it.</div> <div> &nbsp;</div> <div> This type of preparation will help the candidate to have a fruitful discussion later in the <strong>assessment centers</strong> or with the interviewer after the <strong>case study exercises</strong>, as well as showing that they are serious about doing well during the job test.</div> <div> &nbsp;</div> <div> <em><span style="font-size: 16px; "><strong>Tips for Doing Better</strong></span></em></div> <div> &nbsp;</div> <div> For the case study, make sure that you are fully aware of how much time will be allocated for the task. Make sure that you split this into units as follows:</div> <div> &nbsp;</div> <ul> <li> 5% of the total time should be spent on reading the instructions and questions very carefully so as to avoid starting an essay or written answer that may not correspond to the expectations</li> <li> 15% of the total time should be spent on an initial quick read-through of the background materials so you become familiar with the context, key issues, facts, data and others &ndash; make sure to take notes while reading!</li> <li> 60% of the total time should be spent on drafting your answer while of course referencing each document, checking on the facts, finding further information and argumentation and supplying your essay with lots of great arguments</li> <li> 20% of the time should be spent on reading through your case study answer, correcting grammatical and spelling mistakes, factual check of all information you inserted and a final proof-reading of the entire paper to make sure it is top quality.</li> </ul> <div> With the above approach in mind, you will certainly score very well for the <strong>case study exercise</strong>!</div> <div> &nbsp;</div> <div> <a href="http://www.careergym.com/how_to_ace_psychometric_and_aptitude_tests_free_webcast" target="_self"><span style="font-size: 16px; "><strong>Still questions? Comments? Let us know or send us a message for FREE advice!</strong></span></a></div> <div> &nbsp;</div> <div> &nbsp;</div>

<div> <div> An abstract reasoning (or, as sometimes called, diagrammatic reasoning) test is a test of analytical and logical abilities, designed to evaluate quick thinking and strategic planning. They are an integral component of many aptitude tests and are increasingly being used by business organizations for interview testing.</div> <div> &nbsp;</div> <div> <img alt="Why Abstract Reasoning Tests Are Special" src="http://www.careergym.com/images/upload/image/cg_tips8.jpg" style="padding-top: 15px; padding-right: 15px; padding-bottom: 15px; padding-left: 15px; float: left; width: 320px; height: 250px; " />An abstract reasoning (or, as sometimes called, diagrammatic reasoning) test is a test of analytical and logical abilities, designed to evaluate quick thinking and strategic planning. They are an integral component of many aptitude tests and are increasingly being used by business organizations for interview testing.&nbsp;</div> <div> &nbsp;</div> <div> Unlike&nbsp;<u><a href="http://www.careergym.com/online_test_free_demo" target="_self">numerical and verbal reasoning tests</a></u>,&nbsp;<u><a href="http://www.careergym.com/test.php?hash=free_abstract_reasoning_demo" target="_self">abstract reasoning</a></u>&nbsp;is entirely based on visual questions, which do not require any arithmetic or language skills. Candidates work with patterns, shapes, and diagrams.&nbsp;<strong>Abstract reasoning tests</strong>&nbsp;are considered accurate indicators of general intelligence and cultural awareness.&nbsp;</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><strong>What Do Abstract Reasoning Tests Include?</strong></span></div> <div> &nbsp;</div> <div> If you have taken a career aptitude test in school or college, you might remember they almost always had visual questions. While there is no specific pattern to an&nbsp;<strong>abstract reasoning test</strong>, questions can range from identifying common patterns in a set of similar shapes, find missing patterns or find a series of patterns. This is achieved using diagrammatic representations or a set of geometrical shapes.&nbsp;</div> <div> &nbsp;</div> <div> Candidates use their logical abilities to find the correct match. Their choices are then assessed by interviewers or&nbsp;<u><a href="http://www.careergym.com/live_webinars" target="_self">assessment centres</a></u>&nbsp;to determine if the candidate is a good fit for the job.</div> <div> &nbsp;</div> <div> All&nbsp;<strong>abstract reasoning tests</strong>&nbsp;are timed. Candidates usually get between 15 to 60 seconds per question.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><strong>What Is The Format Of These Tests?</strong></span></div> <div> &nbsp;</div> <div> The exact format of the test and the difficulty depends on role responsibilities and requirements. If the role in question requires candidates who can think on their feet, take strategic decisions, and improve business processes, it is likely that the&nbsp;<strong>abstract reasoning test</strong>&nbsp;they take will be difficult.&nbsp;</div> <div> &nbsp;</div> <div> These tests are created by&nbsp;<u><a href="http://www.careergym.com/psychometric_glossary/psychometrics" target="_self">psychometric testing</a></u>&nbsp;companies or occupational (industrial) psychologists. There are two to three rules of identifying shapes and solving questions, which are explained in abstract reasoning practice tests.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><strong>How Companies Use Abstract Reasoning Test Scores</strong></span></div> <div> &nbsp;</div> <div> Assessment centres have test performance benchmarks for every role in an organisation. A candidate&rsquo;s test scores are evaluated against these benchmarks and their performance is measured accordingly. This enables future employers to get an insight into how a candidate could perform if hired.</div> <div> &nbsp;</div> <div> <span style="font-size: 16px; "><strong>Preparing for Abstract Reasoning Tests</strong></span></div> <div> &nbsp;</div> <div> Practicing free aptitude tests will give a fair idea of what to expect in a real&nbsp;<u><a href="http://www.careergym.com/psychometric_glossary/job_interview" target="_self">testing interview</a></u>. Take as many<u><a href="http://www.careergym.com/online_test_packages" target="_self">&nbsp;practise tests</a></u>&nbsp;as possible so you can work on correcting your mistakes, thus allowing you to perform well in a real-time test.</div> <div> &nbsp;</div> <div> Because performance benchmarks are different across organizations and roles, there is no minimum or maximum score to aim for. Taking&nbsp;<strong>abstract reasoning tests</strong>&nbsp;will also enable you to find your strengths and weaknesses, giving you time to work on improving them.&nbsp;</div> <div> &nbsp;</div> <div> <u><span style="font-size: 16px; "><strong><a href="http://www.careergym.com/online_test_free_demo" target="_self">Questions? Comments? Check our FREE psychometric tests today!</a></strong></span></u></div> </div> <div> &nbsp;</div>

<div>If you have already done job interviews in a special setting, it is likely that your prospective employer has used <strong><u><a target="_self" href="http://www.careergym.com/assessment_centre_training_webinars">assessment centres</a></u></strong> to evaluate your skills and determine if you are a good fit for the job. Quite simply, an <strong>assessment centre</strong> uses a series of evaluation methods to assess interviewees. These methods can include simulated job situations or <u><a target="_self" href="http://www.careergym.com/psychometric_glossary/psychometric_test_types">psychometric testing</a></u>. Typically, an <strong>assessment centre</strong> tests six candidates at a time and can last anywhere from a day to three days, during which candidates participate in several stages of assessment testing.</div> <div>&nbsp;</div> <div>In all cases, the evaluations are overseen by trained assessors. They observe each candidate and take notes on performance, behaviour, and skill level. These notes are then discussed and a final assessment is made, taking into account scores from other evaluation tests and personal interviews.&nbsp;</div> <div>&nbsp;</div> <div><strong><span style="font-size: 16px; ">Advantages of Assessment Centres: This is Good For You</span></strong></div> <div>&nbsp;</div> <div>A strong advantage of <strong>assessment centres</strong> is their ability to test a candidate based on how they could perform in their future job. This is helpful in determining candidature for jobs which are unrelated to the interviewee&rsquo;s current job. It is also a great method of providing insight into actual responsibilities and requirements of the role.</div> <div>&nbsp;</div> <div>Many <strong>assessment centres</strong> also offer <u><a target="_self" href="http://www.careergym.com/psychometric_training_webinars">test preparation</a></u> services for candidates that are entering the job market and want to be ready for any type of <u><a target="_self" href="http://www.careergym.com/psychometric_glossary/aptitude_test">job aptitude test</a></u> they may have to complete.&nbsp;</div> <div>&nbsp;</div> <div><span style="font-size: 16px; "><strong>Successful Techniques: What You Should Know</strong></span></div> <div>&nbsp;</div> <div>Assessment techniques and methodologies vary across organisations, with the exception of oral exercises and <u><a target="_self" href="http://www.careergym.com/psychometric_glossary/in_tray_exercise">in-tray exercises</a></u>.</div> <div>&nbsp;</div> <div>In-tray or in-basket exercises involve responding to emails, meetings, creation of organizational papers, memos, and other writing tasks. Candidates are given a hypothetical work related situation without any details about the role. In-tray exercises are one of the most successful assessment techniques used by organizations.</div> <div>&nbsp;</div> <div>In an oral exercise, a candidate&rsquo;s presentation and speaking skills are tested. A simulated situation is provided, such as presentation to the board of directors or team training. Prep time is given to organise thoughts and create material for speaking in front of an audience, which consists of assessors.&nbsp;</div> <div>&nbsp;</div> <div><span style="font-size: 16px; "><strong>Other Assessment Centre Techniques</strong></span></div> <div>&nbsp;</div> <div>Other assessment methods include:</div> <div>&nbsp;</div> <ul> <li>Role play exercises</li> <li>Structured interviews</li> <li><u><a target="_self" href="http://www.careergym.com/psychometric_glossary/psychometrics">Psychometric assessment</a></u> and testing (including aptitude, numerical, and <u><a target="_self" href="http://www.careergym.com/psychometric_glossary/verbal_reasoning_test">verbal reasoning tests</a></u>)</li> <li>Group exercises</li> </ul> <div>&nbsp;</div> <div>Quite a few organizations also use psychometric evaluations, followed by interviews, to determine strengths and weaknesses of candidates.&nbsp;</div> <div>&nbsp;</div> <div><span style="font-size: 16px; "><strong>Uses of Assessment Centres</strong></span></div> <div>&nbsp;</div> <div><strong>Assessment centres</strong> are used in many industries, right from armed forces to banking, sales and management positions. They allow companies to test a large number of candidates in a relatively short amount of time and with a high predictive value over future job performance. When combined with computer aided testing, <strong>assessment centres</strong> help save time, and reduce the cost of manual interviewing. Computerised <strong>assessment centres</strong> are also considered accurate and unbiased, reducing conflicts about ethnicity and gender discrimination.</div> <div>&nbsp;</div> <div><span style="font-size: 16px; "><u><strong><a target="_self" href="http://www.careergym.com/contact_us">Questions? Need advice? Contact us for FREE tips and information!</a></strong></u></span></div> <div>&nbsp;</div> <p>&nbsp;</p>