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Tests
and Assessments: Tests: Some organizations use some form of test as part of their
selection process. This is more likely to be the case when many people are
applying for a number of similar jobs – e.g. as
Consultants, but it can be the practice in some organizations for choosing a
candidate for a single job. Such tests might be concerned with assessing
Skills/Abilities and Aptitudes, or Personality. The former will most often be
used to assess suitability for as particular job – they
may be used to narrow down a long list of applicants. The latter can also be
used to choose from between many candidates – but
also to assess the match of an individual to a particular job situation – and
could be used towards the end of a selection process. Personality test rarely
assess only personality – but more usually managerial or
leadership style, behavioral traits etc There are only a few situations in which preparation for a
test is worthwhile. Personality test, test of managerial/leadership style,
behavioral traits etc – will show you as you are. There
is no point in trying to appear different. There are no right and no wrong
answers. You cannot really prepare for them On the other hand tests which have an intelligence component,
as well as tests of numerical and verbal reasoning and some aptitude tests do
have right and wrong answers –so these you can get ready for.
It helps therefore to know what you might be expected to take. If you cannot
find out – do some preparation in any case Tips- 1.
Try to
practice some similar questions – if you know what type of test to expect
(see section on Reference material for sources of questions) 2.
Try to
do some timed questions - unless you are familiar with this situation e.g.
through recent exams 3.
If you
are currently on an MBA program – you might ask your Occupational Psychology
professor or those involved in selection for the program if they have
anything you could try out 4.
Relax –
e.g. get a good nights sleep beforehand Assessment Centers Assessments are also used by many organizations as part of a
selection process. Generally this will consist of one or more exercises or
simulations. The intention will be to simulate the situation of the job or
the business unless this requires industry/business specific knowledge – in
which a quite different exercise may be used > Such assessments might be
individual or undertaken in groups. If the latter there will usually be
observers who amongst other things will be looking at your interpersonal/group
related behavior. Tips- 1.
Try to
be clear what is required in each exercise. Read any instructions carefully 2.
Try to
identify what competencies each test is seeking to assess, and how you can best
demonstrate them 3.
The
competencies looked for in managers include, problem solving, facilitating, leadership, objective setting 4.
In group
exercises, assessors are looking for a balance of such behaviors – i.e. a willingness
to listen to and learn from others and also an ability to take charge and
give leadership. 5.
Try not
to be too much of one thing and too little of another |
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