Job Search - Interviews - Other Selection Methods

Following success at a first interview you may be asked to attend a second interview, a selection test or an assessment centre. Usually you are given prior warning of the nature of the assessment – otherwise contact the organisation and find out.

Prepare by doing your own assessment of the job requirements e.g. do you need social skills, strong attitudes, presentation skills, intellectual ability, determination or creativity? Visit the Career Development Centre to find relevant books, videos, occupational information or visit our web site.

Psychometric Tests

These are usually either aptitude tests or personality questionnaires or a combination of both. These can be pen and paper or computer based tests.

The aim of an aptitude test is to assess your capabilities in tests of reasoning. They are administered under exam conditions and strictly timed. Usually there are tests of verbal, numerical, abstract spatial, mechanical and perceptual reasoning. You can practice these tests on many sites...

Personality Questionnaires

This is a test that directly asks you about aspects of your own personality e.g. what you think or feel about certain things. These tests are also administered in exam conditions – a large room with 30 – 40 other people. There are no ’right’ or ’wrong’ answers so:

• find out as much as you can about yourself
• be positive
• don’t argue with the questions
• try to answer ’as if you were like everyone else is supposed to be’
• research the job or position for which you are applying

Practice on some sample tests...

Assessment Centres

Assessment centres use a range of techniques that are designed to simulate work situations. They give the company an opportunity to learn about your behaviour in an intensive situation. The assessment can be anything from half a day to two days in duration. Usually you get an extended form of interview and are asked to participate in a series of exercises. Find out more about Assesment Centres here.

Back to interview overview

• Disclaimer
• Privacy
• Copyright
• Accessibility