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Selection tests
Selection tests
Selection tests
Selection tests
Selection tests
Selection tests
Selection tests
Selection tests
Selection tests
Selection tests
Selection tests
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Selection tests

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Presentation by Catherine Reynolds, Senior Careers Adviser, University of Sussex. December 2012

Presentation by Catherine Reynolds, Senior Careers Adviser, University of Sussex. December 2012

Published in: Career
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  • Recruiters use them to: Select on ability Reduce pile of applications Supply additional information about candidates As part of selection process – early, mid way or at assessment centre Want to be fair, so if you have a physical disability or learning disability disclose it.
  • Transcript

    • 1. Selection Tests Catherine Reynolds Careers and Employability Adviser Careers and Employability Centre
    • 2. Selection TestsTypes of testsEmployers’ viewsPreparing to take selection testsDuring the testsResources to help you
    • 3. Types of testAbility Tests• taken under standardized conditions and with strict time limits• paper and pencil or online, multiple choice questions• marked by trained person or machine, scored against normsPersonality Questionnaires• provide information on a person’spreferences and personal style• not timed, no right or wrong• answer, usually get feedback
    • 4. Ability TestsUsed as a predictor of future performance in a jobAim to measure intellectual capabilitiesTypes include• Numerical reasoning tests – assess accuracy and problem solving• Verbal reasoning tests – assess accuracy and comprehension• Diagrammatic reasoning
    • 5. Before an Ability TestBrush up your maths – times tables, percentages, long multiplication!Practise as much as you can under timed conditions to simulate the realthing – there are lots of examples online or in booksRead instructions carefully and check with the test organiser oradministrator if you need to clarify anythingContact the employer beforehand if you require special provisions oradjustments
    • 6. Answering the Questionsin Ability Tests• Work accurately and fast and be positive• Avoid spending too long on questions you find difficult• If you are uncertain about an answer, enter your best choice• Keep working hard throughout the test• If you have any time at the end go back to any blank answers• Don’t worry if you don’t complete them all – you won’t
    • 7. Personality QuestionnairesUsed as an assessment for a particular type of job or sometimesfurther training or course and focuses on individual differencesAim to measure typical performance –no right or wrong answersPsychological assessment of personality based on 5 global factors:Extraversion; anxiety; tough mindedness; independence; self control
    • 8. Before a Personality QuestionnaireBuild in preparation time to focus on yourself and the job you areapplying forQuestions often focus on how you work with others – in a team,under pressure…Try out some online personality testsBe yourself - no right or wrong answers
    • 9. Answering the Questionsin Personality QuestionnairesBe yourself - no right or wrong answersAlthough it is un-timed, don’t take too long on each question– go with your first reaction
    • 10. Reference books
    • 11. Careers and Employability CentreWeb resources www.sussex.ac.uk/careers/jobs/applyingforjobs/selectiontestsEventsBloomberg 12 December 2012www.sussex.ac.uk/careers/newsandevents/events

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