Recruitment tests

Recruitment assessments

Psychometric and online assessments were widely used even before COVID-19 greatly increased virtual recruitment. Online tests may be used as an initial screening stage or later in the process, and candidates may be retested at assessment centres.

Recruiters use online assessments to screen large numbers of candidates. See the Careers Service’s advice on preparation and how to access free practice materials. To perform at your best in any assessment: • Practice first to be familiar with the test and styles of questions so you can focus on finding correct answers rather than wasting time trying to understand how to answer the questions. • Read instructions carefully and always use any practice questions offered by the recruiting company. • Choose a time and place where you can focus without distraction.

In timed tests, work as quickly and accurately as possible. Read questions and answer-choices carefully. With multiple-choice questions, try to eliminate wrong answers quickly; for example, by using estimates in a numerical test to discard some options without working out every alternative. Keep an eye on the clock and do not spend too long on any one question – if you get stuck, move on rather than wasting time.

Types of Assessments

Ability tests assess candidates’ potential, not their knowledge. They are timed. Practice helps with familiarisation.

Numerical reasoning tests usually require only GCSE-level maths, and typically require candidates to extract information from charts and graphs, and calculate percentages and ratios. 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 CareerConnect. • Brush up using maths revision games (for example,

BBC Bitesize: www.bbc.co.uk/bitesize)

Critical Thinking Assessments (for example, Watson-Glaser CTA), and some verbal reasoning tests, 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. Effective practice can improve scores by supporting familiarisation with question types and with the range and subtleties of the distinctions you need to make. Use the free practice resources on the Careers Service’s website linked above. You should also read broadly outside of your academic discipline (for example, technical and business journals) to become comfortable with different written styles and language.

Situational Judgement Tests (SJTs) use a multiplechoice format and ask candidates to evaluate possible responses to work-related scenarios, or to identify the best (and worst) options. Scenarios frequently

create a tension between achieving an objective (the task), the resources needed, and/or personal and interpersonal issues that may need resolving first, or which conflict with the organisation’s stated values. These tests require the candidate to make finely balanced decisions.

In-tray/e-tray exercises try to simulate the working environment and can combine aspects of any of the above (verbal; numerical; CTAs; and SJTs) in a timepressured environment.

Game-based assessments use simple electronic games that require no special skills (or preparation). They can be engaging and fun, but remember they are still assessments!

Personality and Learning Style assessments evaluate traits and work style preferences. They are usually not timed, and there are no 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 (for example, in online tests or video interviews), 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 (for example, 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. Due to Covid many paused GRE requirements, but it may be widely used for 2023 entrance.

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 now widely used.

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.