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Selection tests
This document provides information about selection tests used by employers during the hiring process. It discusses two main types of tests: ability tests and personality questionnaires. Ability tests measure intellectual capabilities under timed conditions and include numerical, verbal, and diagrammatic reasoning questions. Personality questionnaires assess an individual's preferences and style through questions about traits like extraversion and independence. The document advises preparing for tests by practicing sample questions and understanding test formats. It emphasizes working accurately and to time limits during ability tests, and being oneself for personality questionnaires. Resources for preparing and learning more about selection tests are also listed.
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Selection tests
- 1. Selection Tests Catherine Reynolds Careers and Employability Adviser Careers and Employability Centre
- 2. Selection Tests Types oftests Employers’ views Preparing to take selection tests During the tests Resources to help you
- 3. Types of test AbilityTests • 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 norms Personality Questionnaires • provide information on a person’s preferences and personal style • not timed, no right or wrong • answer, usually get feedback
- 4. Ability Tests Used asa predictor of future performance in a job Aim to measure intellectual capabilities Types include • Numerical reasoning tests – assess accuracy and problem solving • Verbal reasoning tests – assess accuracy and comprehension • Diagrammatic reasoning
- 5. Before an AbilityTest Brush up your maths – times tables, percentages, long multiplication! Practise as much as you can under timed conditions to simulate the real thing – there are lots of examples online or in books Read instructions carefully and check with the test organiser or administrator if you need to clarify anything Contact the employer beforehand if you require special provisions or adjustments
- 6. Answering the Questions inAbility 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 Questionnaires Used asan assessment for a particular type of job or sometimes further training or course and focuses on individual differences Aim to measure typical performance –no right or wrong answers Psychological assessment of personality based on 5 global factors: Extraversion; anxiety; tough mindedness; independence; self control
- 8. Before a PersonalityQuestionnaire Build in preparation time to focus on yourself and the job you are applying for Questions often focus on how you work with others – in a team, under pressure… Try out some online personality tests Be yourself - no right or wrong answers
- 9. Answering the Questions inPersonality Questionnaires Be yourself - no right or wrong answers Although it is un-timed, don’t take too long on each question – go with your first reaction
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- 11. Careers and EmployabilityCentre Web resources www.sussex.ac.uk/careers/jobs/applyingforjobs/selectiontests Events Bloomberg 12 December 2012 www.sussex.ac.uk/careers/newsandevents/events
Editor's Notes
- #5 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.