RECRUITMENT TESTS

Graduates will often face psychometric testing when applying for jobs. Recruiters are increasingly using online tests as an initial screening stage, although candidates may encounter tests later in the process, and even be re-tested 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. Lastly, even if you feel well prepared, we recommend candidates should always study any practice questions offered by a company to minimise the chance of meeting new styles of question. To perform at your best in these tests:

• Choose a time and place where you can focus without distraction.

• Read instructions carefully and follow them.

• 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 several of the 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.

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.

www.careers.ox.ac.uk

APPLICATION ESSENTIALS

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.

Top tips for succeeding in recruitment tests In-tray or ‘e-tray’ exercises are a test of your ability to deal with a real work scenario. You may be given a simulated inbox full of emails, reports and other correspondence – or it may start nearly empty, but you can expect additional emails to arrive during the exercise. Employers are usually looking for you to prioritise your workload, draft replies, delegate tasks and recommend actions. Keep focused – time is often short, so work quickly and avoid getting too absorbed in any single aspect of this task. Take care to:

• Read the instructions carefully and thoroughly to understand what you must do.

• Scan all the information quickly to get a sense of the information contained in different messages.

• Prioritise tasks that are both ‘urgent and important’ that you must complete.

• If tasked with providing a written report or briefing document, you may need to use

information from a variety of messages, so identify sources for these main points early.

• Don’t get drawn into working on issues that you should delegate to others, or which are not urgent

and can be marked for completion ‘later’.

• Highlight any resource constraints, conflicts between tasks or implications for the organisation.

www.careers.ox.ac.uk