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Assessment Components

The duration of the assessment generally varies between half a day and two days, depending on which components are necessary or the client requires. The most frequently used components are discussed step-by-step below. It is also possible to prepare for the interviews you will face on assessment days with JobTestPrep’s competency interview training

 

The most frequently used assessment components

 
Aptitude tests
Almost every type of assessment includes aptitude tests. This tests assess your capability or aptitude for a specific task in structured way. The different types of aptitude tests that are available usually focus on correlations between words, numbers and or images. You can find all there is to know about aptitude tests including lots of free practice material on our aptitude test page.

Please note that a aptitude test never consists of just any single component, but always includes several. The average of all these different tests is taken to determine the intelligence level or level of thinking. A poor score for this component may result in a refusal, however, this obviously depending on the level of thinking that the job desires. It is recommended that you practice this in advance. This will help you to familiarize yourself with the method of questioning, and can help you to concentrate on the questions.

 
Personality tests
Assessment Components such as personality tests are normally conducted via a questionnaire whereby propositions are put forward to the candidate. You must indicate the extent to which you agree or disagree with the propositions. These tests range between 30 and 300 questions; depending on the type of assessment.

This type of testing is not based on correct or wrong answers. It is therefore important that you are honest and that you remain yourself. These tests may include control questions. These are questions that are asked several times, but phrased differently each time. The candidate is often unaware of that the same question is repeatedly asked. In principle, this should lead to the same answer each time.

The personality tests are used to determine your character. Since there are no correct answers, these tests cannot really be practiced. However, it may be wise to practice the personality tests so that you will become familiar with the method of questioning. This can help to put you at ease during the actual assessment.

 
Psychological assessment
During the assessment, one or more psychologists will carry out a psychological test in combination with an interview. During the interview, the psychologist will ask you specific questions to create a profile of you. This profile consists of the following sections:

  • work history / education
  • ambitions and plans for the future
  • strength and weakness analyses (SWOT_analysis)
  • hobbies and leisure activities

Your profile is determined on the basis of the above-mentioned components. Your psychological profile will be assessed to determine whether or not it matches the job in question. It is important that you remain yourself during these tests. The psychologists will usually notice it if you pretend to be someone else. Preparing for this part of the assessment can help to feel more at ease during the psychological interview. To prepare for this you should make sure that your CV is in order, and gain as much information as possible about the company where you are applying for the job. You may also want to discuss your strong and weak points with your friends or family. Because they know you well, they may be able to give relevant tips.

 
Role playing
When you take part in an assessment it will usually involve role play. Practical stimulation is used during this role play to see how you handle specific situations. A number of situations are generally played out in order to provide a good picture of you. The roles offered to you may relate to the position you are applying for or they may be linked to potential future positions in order to determine your career within the company concerned. Below is a summary with explanation of the most common role plays.

 
Two way interview
The two way interview is the most common role play used during an assessment. During this interview you will be judged on your oral communication and assessed on whether you are result focused, motivated and purposeful in your work. Prepare for the interviews you will face on assessment days with JobTestPrep’s competency interview training.

 

Assessment components interview

 
There are various types of two way interviews, the following of which are the most important:

  1. Manager
    In this interview you will play a manager versus an employee who will be played by an actor. The scenario is often such that you must deliver some bad news to the employee, such as addressing inappropriate behavior or even dismissal. It is important to listen carefully and ask lots of questions in order to ascertain exactly where the problem lies.
  2. Colleague
    This two way interview relates to the managerial conversation however in this case collegial behavior is central; you are after all equal. Emphasis is often placed on how you handle specific situations such as getting your colleague to do something for you. It’s important that you remain friendly and not try to dominate. Again try and ask lots of questions and offer alternatives in order to get your colleague on side.
  3. Customer discussions
    Customer discussions are often held when your potential job requires a lot of customer contact. Central to these conversations are disputes or dissatisfaction with regards to particular products. It is then down to you to reassure the customer and show an understanding for the situation. This way you can then together work towards a solution to suit both parties.







Post & letter writing
This type of role play is sometimes also called an ‘inbox-test’ where the handling of both internal and external post is simulated. In practice this often means taking decisions in response to various mail items which ultimately should benefit the organisation. In this way various management skills such as: independence, interpretation of facts, decisiveness, establishing priorities and administrative competence can be assessed.

 
Fact-finding
The purpose of this role play is to determine facts which must then be linked together and result in advice. Often this is accompanied by a problem which you are presented with where crucial information is missing. It is your job to get to the bottom of this information by asking the right questions. This allows an assessment to be made of your method of working. How do you approach a problem? How did you go about finding the missing information? And most importantly what solution(s) can you offer?

 
Presentation
The presentation role play is also sometimes called ‘the management case’ where you must give a successful presentation with limited information and a short preparation time. The content of the presentation is mostly general such as discussing a new marketing plan or exhibiting a new product. It is important to make a good judgement in terms of your public so that you may adapt the depth of your presentation accordingly.

 
Group discussion
This type of role play is a well-known assignment, for in particular assessments aimed at management positions. A problem is presented to the group which after a short preparation time you will discuss with the group. In this type of role play, unlike in previous role plays, no clear division is made between roles. Everyone holds the same position and during these discussions you will be critically judged by psychologists. Therefore try and actively participate in the conversations.

An important tip for these types of role play is to remain calm as your opponent is often an actor who is guaranteed to react vehemently (angry, sad, over the top or indifferent). Remain calm at all times using a self-assured tone. Try and ascertain the problem in order to maintain control of the situation.