Recruitment tests

Psychometric and online assessments were widely used even before COVID-19 greatly increased recruiters use of virtual recruitment tools. Expect to encounter online tests as an initial screening stage or later in the process, and even to be retested at assessment centres.

Ability tests require both speed and accuracy. Test familiarisation and a little practice helps candidates to focus their energy on finding correct answers, rather than wasting time on understanding how to answer the questions. See the Careers Service’s advice on preparation and how to access free practice resources at www.careers.ox.ac.uk/psychometric-tests. Candidates should always study any practice questions offered by a company to minimise the risk of being tripped up by new styles of question.

To perform at your best in these tests: • Choose a time and place where you can focus without distraction. • Always read instructions carefully. • Work as quickly and accurately as you can, reading both questions and answer-choices carefully. • A good strategy is to eliminate as many wrong answers as possible. For example, with numerical

tests a quick estimate may help you discard options without working out every alternative. • Keep an eye on the clock. • Do not spend too long on any one question – if you get stuck, leave it and move on rather than wasting time.

Types of tests

Tests of ability include numerical and verbal reasoning tests. Unless a job requires a high level of numeracy, numerical tests are not likely to be pitched higher than GCSE-level maths. Candidates can expect to calculate percentages and ratios, and extract information from charts and graphs, accurately and under considerable time-pressure. If your mental maths or calculator technique are rusty, start practising: • Study different types of charts and financial reports in quality newspapers and the financial press. • Attend the Careers Service’s numeracy refresher sessions, advertised via the Events Calendar on

CareerConnect. • Brush up with BBC bitesize maths revision: www.bbc.co.uk/bitesize

Verbal reasoning and critical reasoning tests typically evaluate your ability to extract the details and main points from a short piece of information, sometimes requiring you to make logical inferences from the text. Use the free practice resources we offer you to become familiar with these tests and the range and subtleties of the distinctions you need to make. These tests are perhaps more difficult to prepare for than numerical tests, but reading material from outside your academic discipline, for example in technical and business journals, can help you to become comfortable with different written styles.

Situational judgement tests are becoming more widespread. These require candidates to identify the best (and worst) options for addressing work-related scenarios, and the judgements needed can seem finely balanced. You should consider both how fully each option achieves the required objective and whether or not the actions are in line with the organisation’s stated values and core competencies. In-tray/e-tray exercises are also used to test judgement and work skills.

Some firms are using game-based assessments, which can be engaging for candidates, require no special gaming skills and may reduce bias.

Personality tests evaluate traits and preferences, and do not have right or wrong answers. Answer intuitively as yourself. Equality and diversity: disclosure or being ‘open’

If you feel that you might be at a disadvantage to others in the application and selection process (eg online tests, video interview, time-out from studies), owing to a disability, health condition or dyslexia and dyspraxia, then contact the recruiter beforehand to discuss if the process can be adapted or ‘adjustments’ could be made for you, for example, by giving you extra time in the timed tests. Your experiences of adjustments that are made for you at university are a good guideline for what to ask for, or advise a recruiter to put in place.

Further study applications: tests and interviews

Admissions tests are rare in the UK for Masters and PhD programmes. However, some vocational programmes (eg Medicine) do require test results, and there may be tests to demonstrate your language capability.

In North America, standardised tests are an almost universal part of the application process. You will most commonly come across the GRE, but others exist and it is important that you check both which tests are required for your chosen courses and the cut-off dates for taking these. Research requirements early for any course you are considering as in 2020–21, due to the COVID-19 pandemic, many courses suspended GRE requirements.

In the UK, interviews are common but not ubiquitous. Not all Masters courses interview candidates, but most PhD programmes will. Vocational courses like the PGCE nearly always involve an interview. If you are based in a different country, you won’t usually be expected to travel for interview: virtual online and telephone interviews are becoming more common in those cases.

If you are interviewed, then expect a rigorous examination of your motives for applying to the course, as well as questions exploring your academic interests and knowledge. Be ready to talk about dissertations or other pieces of work, and keep in mind that this is also your chance to determine whether a course is right for you – particularly important for PhDs.