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> 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> 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> <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>

<p style="text-align: justify; "><strong>Personality questionnaires</strong> are a popular type of <u><a target="_self" href="http://www.careergym.com/psychometric_glossary/personality_inventory_profile_test_questionnaire">interview test</a></u> for employers to get an idea of what makes you &ldquo;tick&rdquo; and whether your personality would be a good fit for the position they are filling. The great thing about <strong>personality questionnaires</strong> is that there are no wrong answers; it is all about how you feel about particular situations. If you are taking your first personality test, consider these tips:</p> <ul> <li style="text-align: justify; "><strong>Consistency</strong>: Most <strong>personality questionnaires</strong> will have several questions that measure the same traits, so it is important to answer consistently and truthfully &ndash; otherwise you will have very odd results which may raise the suspicion of you trying to manipulate the outcome.</li> <li style="text-align: justify; "><strong>Honesty</strong>: There are usually a few questions intended to measure your honesty, so be honest! For example &ldquo;I have never told a lie&rdquo; &ndash; everyone has told at least one lie in their life, so answering negatively may, ironically, be a red flag that you are being dishonest in your answers.</li> <li style="text-align: justify; "><strong>Speed</strong>: Although these tests are usually not timed, it is important to choose your first (or &ldquo;gut&rdquo;) reaction as this is the most likely indicator of your true personality. Note that for computer-based tests there may be indicators to let employers know if you hesitated on any answer, so keep that in mind.</li> <li style="text-align: justify; "><strong>Emphasis</strong>: Depending on the position you are applying for, you may want to keep a particular emphasis in your mind. For example, if applying for a caretaker role you would be aiming for empathy, discretion, and willingness to help others.</li> <li style="text-align: justify; "><strong>Role</strong>: Consider what your role will be with this organisation, and keep that in mind as you are answering questions. For example, if your role is going to be customer service, then you will want to agree with statements to do with resolving conflict or working with others.</li> <li style="text-align: justify; "><strong>Work-related</strong>: Consider your answers in relation to your work personality only, not your social personality.</li> <li style="text-align: justify; "><strong>Vary results</strong>: If too many test responses use the same answer (i.e. all &ldquo;strongly agree&rdquo; or all &ldquo;neither agree / disagree&rdquo;) it will be very difficult for the <u><a target="_self" href="http://www.careergym.com/psychometric_glossary/assessment_centre_assessment_center">assessment centre</a></u> to gauge your personality profile.</li> <li style="text-align: justify; "><strong>Stick to the end</strong>: The test can be fairly long, tiring, and tedious. However, it is intended this way to ensure that the employer gets a reasonably accurate picture of your work personality. Make sure you answer all questions as truthfully as possible all the way through.</li> <li style="text-align: justify; "><strong>Avoid neutrality</strong>: Questions where you want to choose a neutral answer (i.e. &ldquo;don&rsquo;t know&rdquo; or &ldquo;not sure&rdquo;) should be reconsidered; your potential employer is looking for specific traits, not someone who doesn&rsquo;t know what they would do in a situation.</li> <li style="text-align: justify; "><strong>Relax</strong>: This <u><a target="_self" href="http://www.careergym.com/psychometric_glossary/psychometric_test">psychometric test</a></u> has no wrong or right answer; it is merely trying to get a picture of who you are in a working environment. You really can&rsquo;t go wrong, so it&rsquo;s not worth stressing about the answers!</li> </ul> <p style="text-align: justify; ">If you have never taken a <strong>personality questionnaire</strong> before, it may be worth trying out an <u><a target="_self" href="http://www.careergym.com/online_test_packages">online psychometric test</a></u> so you can get used to the format of questions. This will help you feel more comfortable during the test, so you can fully focus on providing the answer that best reflects your true self.</p> <p style="text-align: justify; "><strong>Interested in learning more about Psychometric Tests? Check out the most comprehensive <u><a target="_self" href="http://www.careergym.com/psychometric_glossary/">FREE Psychometric Glossary</a></u> now!</strong></p>