Assessment Centres & Psychometric Testing

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1 Curtin Careers Centre Curtin University of Technology Ph: Hwww.careers.curtin.edu.auH Assessment Centres & Psychometric Testing Information contained herein is the property of Curtin Careers Centre and cannot be reproduced without permission of the Centre.

2 What is Psychometric Testing? As today s university graduates become more competitive, employers are relying on comprehensive selection processes to choose the best candidate for their positions. Although companies may have their own recruitment practices, selection methods usually follow a pattern. Initial application (which includes a resume, cover letter and in some cases a selection criteria) Application form Telephone interview Formal face to face interview and/or group assessments Psychometric assessment Final interview Psychometric testing allows employers to make informed decisions by assessing a candidate s strengths and weaknesses and also how they will fit into the values of the organisation and its existing team. Generally, there are 2 types of psychometric testing Aptitude or ability tests and Emotional intelligence or personality inventories Although valuable and helpful tools, employers do not use these solely to find the best candidate, interviews and your application are just as important. The results only reflect your performance on the day of testing and can be affected by many factors such as tiredness, stress and anxiety and environmental disturbances. Results of the tests are confidential and can help you identify your own strengths and weaknesses to help with future career and education endeavours. Aptitude or Ability Tests These tests provide information on a person s ability to perform tasks in the workplace and their ability to learn and understand information. These tests cover skills such as; Critical thinking Pattern recognition Comprehension and grammar Numeracy Information checking Aptitude tests are commonly multiple choice questions and candidates will have a time limit to how long they have to complete the test. It s important to work quickly and accurately but you must not be alarmed if you do not finish the test.

3 Personality Inventories Personality inventories uncover your interests and motivations and measure your behaviour rather than your intelligence. There are no right and wrong answers, however, you are required to choose a response from a list of options. Answering honestly rather than trying to answer based on what you think the employer is looking for produces the best result. This will help the employer to get the best picture of your personality and can make a decision that benefits them. The employer will be looking for a personality that fits with their organisation and their team. It is also important that you answer honestly as you can avoid positions that are not right for you. Personality inventories look for a number of attributes; Extroversion Conscientiousness Agreeableness Flexibility Emotional resilience How to prepare for Psychometric Testing Before sitting your tests you need to find out a number of things; What kind of tests will you be taking How long do the tests take Can you get feedback about your results If they have any practice tests It s important that you prepare as much as you can, if the Assessment Centre does not have practice tests for you, you can search on the internet and find short tests to prepare. Get a good night sleep and have something to eat before you begin your test as having a healthy meal and rest will help with concentration. If you have any special requirements, you must also inform them well before you begin. If you have been successful in passing the application and psychometric testing, you will be required to participate in further activities through an assessment centre.

4 Assessment Centres Assessment centres simulate business environments and further generate information on the candidate. Commonly, candidates will participate in work exercises, group discussions and role plays. Assessment centres produce objective, pragmatic information on candidates. If you are not successful after completing a psychometric test, remember that its good practice and the next time you participate in one, you will be more comfortable. An assessment centre is not a place, but a structured combination of assessment techniques. These techniques vary from centre to centre depending on the selection criteria being used. Assessment centres use different activities and exercises to assess candidates competency levels against defined selection criteria. This gives you the opportunity to demonstrate your level of competency in different environments and allows the assessor the opportunity to assess competency levels over a diverse range of exercises. The duration and structure of assessment centres will depend upon the level of skills required, the type of competencies being assessed as well as other factors that may be specific to the jobs that are being filled. How to Prepare Make sure you are aware of the selection criteria (or job requirements) that are being used. You should research them so that you will have some knowledge of the theory behind each criterion. This will help to demonstrate your competency. Read the questions you were required to answer in the application. These questions are based on the selection criteria used. It is more than likely you will see these selection criteria again at an assessment centre. Select examples of previous experiences and activities that will demonstrate your level of competence against each criterion. These can be used directly, if needed, in interview. Your experiences may also be used to help you communicate with influence in a team environment. Make notes and bring them with you to jog your memory (you should confirm this is acceptable prior to attending). Use any resource that will provide information about the specific assessment centre such as web sites, printed material, previous candidates or career advisers. Speak to the contact person or someone else who is involved directly with the assessment centre and find out as much as you can about what s involved. Assessment centre activities include: Group Exercises Be aware that you are being assessed on your contribution against the selection criteria Research the selection criteria Once the exercise begins define the task. If possible organise a mini project plan that will help keep the group focussed.

5 Demonstrate your ability to lead by keeping the group focussed on what you need to achieve as a group (not by coercion or intimidation). Keep track of the time Interviews/Individual presentations Relax, its not a test Practice Practice Practice Prepare Examples Ask Questions Take Notes Stick to the subject Answer the actual questions you are asked Written Exercises Plan the construction Read the questions carefully Make rough notes Address all issues & answer all questions Be aware of time limits Use suitable formatting Consider the selection criteria Work simulations Know the role Generally requires prioritisation Consider importance, consequences, goals (ST & LT) and resources Research the organisation Role Plays This type of exercise can be stressful, especially when undertaken with strangers in front of people who are going to assess your performance. Listen carefully to all instructions and keep in mind which selection criteria are being assessed. Undertake your role seriously and do your best to behave as you would if the situation were real. The Curtin Careers Centre hosts workshops during semester on assessment centres, psychometric assessment and interview skills. You are strongly encouraged to attend these workshops to ensure you are prepared for your job search.