The candidate as a “test object” for employers
'Dear Candidate, Thank you very much for your application for the position in our company. As a first step we would like to invite you to our online test. Please follow the link: http://test.everyonegetstested.com and the instructions on the page. … Best regards HR' Sounds familiar? If your answer is yes, you’ve already been the “test object” during an application process. But you’re not alone, employers all over the world, in every kind of industry include recruitment tests into their processes to find the perfect candidate for a position. Besides interviews, case studies and assessment centers, testing methods are the most common instruments to recruit new employees. If you think about the GMAT – even universities do it. Ability – Are you good in working with numbers? When talking about testing methods, many of you will probably think of ability tests. Maybe because they already did one or prepared themselves to conduct one. When looking at ability, tests can be very different depending on the examined ability. Most commonly used methods are numerical, verbal and inductive reasoning. All these tests ask you to answer questions that are usually designed in a multiple choice scheme. In a numerical reasoning test, you are required to answer questions using facts and figures presented in statistical tables and charts. A verbal reasoning test provides you a text followed by statements and asks you to decide whether the statement is true, false or the answer can’t be given based on the information. While verbal and numerical reasoning tests aim to find out, if you are good with numbers and verbal statements, an inductive ability test measure the ability to work flexible with unfamiliar information and find solutions. What do they have in common? – They test ability and ability can be trained. There are plenty of books and websites out there, that help you prepare for ability tests.