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Selection Tests

"Which of these is the odd one out? Wood, Plastic, Coal, Gas, Nylon?"

Selection tests are a controversial part of the recruitment process as people resent the stereotypical idea of a computerised multiple-choice test deciding the best applicant. However, used in conjunction with other methods, they can provide a well-rounded, accurate assessment of an individual's values, ability and personality. It can be an advantage for the applicant as not everyone is a good interview candidate, or an applicant might lack academic qualifications, but can show relevant skills.

For the employer tests are useful as an employer simply wants to know if you can do the job and if you will fit in to the workplace. References are rarely anything other than complimentary. Tests are used to elicit extra information not possible from the application form and must be seen as a positive.

Types of Tests

Aptitude Tests These tests predict how well you will perform in a job or task. They are usually multiple-choice questions in timed conditioned and most commonly used in clerical/ administrative, technology, computing, management level positions. Some aptitude tests involve a practical task, e.g. in electronics to test manual dexterity, a keyboard test, report-writing or in-tray exercises. There can even be group activities to assess leadership skills.

Personality Tests
Personality tests are used for jobs in management or sales. They are questions on attitudes, values, feelings and behaviour. They aim to measure aspects of your personality such as leadership, extrovert, to identify work suited to your temperament. They compare your personality profile to a profile most suitable for the job. Some tests have sophisticated checks to work out if the applicant is just saying what they think the employer wants to hear.

Preparation

Looking in books of sample questions (available from your local careers library) can help familiarise you with the format and type of questions. Brushing up your basic arithmetic and general knowledge could help increase your potential score, but do not go to extremes practicing and trying to predict the test. The tests are not designed to be failed, but to show the candidate's capabilities. Don't worry.

Finally, listen to the instructions - don't be afraid to ask for help if you don't understand. Try to answer each question, but don't waste time, just move onto the next if you can't answer it. Don't worry if you don't answer all the questions, some tests are designed so that very few people finish.

Submitted by Elizabeth Jeans Sept. 2000.

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