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Job Interview Tests

Would you mind taking a simple test to see how you might fit in with your colleagues?

Despite the fact that you haven't sat a test since you were at school, there's no need to feel concerned. You need to understand a bit about the tests and limber up your brain.

Bear in mind that the test is only one part of the process. But it's still a good idea to give it your best shot.

There is an intrinsic fallibility in making decisions based on interviews. The rapport that does or doesn't exist between interviewer and interviewee can lead to the wrong conclusion. This is particularly so if the interviewer is poor at the job. That's basically why recruiters use tests.

JUST WHO ARE YOU?

One type of test is the personality test. The good news about these tests is that there are no right or wrong answers and they're rarely done against the clock. The recruiter is generally looking for some further evidence of whether or not you will fit the role and the company and, of course, whether it will fit you.

The only thing to do here is to be honest. Answer the questions as accurately as you can and you'll probably enjoy it. (Women's magazine editors are well aware of our partiality to ticking boxes if it's going to tell us something about ourselves.) Don't try to make out you're different from who you are. If you do, you'll be caught out in one of three ways: the test will pick it up, the test results won't fit with the data on you from the interview or you'll be offered the job on false pretences and will be found out when you're in the role. Be proud of who you are and represent yourself in a straightforward way. Anyway, if you try to second-guess what they're looking for, you'll probably get it wrong and do both sides no good.

Your answers will typically be looked at against a norm table of hundreds of people who have done the same test and a 'profile' will emerge which shows how you compare with the 'norm'. There is no right or wrong profile per se. The company will seek to establish whether your profile matches what they need for a particular role now and in the future. Typically, it will explore areas like your sociability, ability to manage in a stressful situation, degree of inventiveness, and attitude to working in a team.

HOW ARE YOU ON ROCKET SCIENCE?

The other type of test is an ability test. Although psychologists would deny it, ability tests measure some aspects of your intelligence. Again, your responses will be compared with a norm group so the company can see if you work with facts, figures and data more effectively than x% of the population. It's important to get the accuracy/speed balance correct, since most of these tests are timed. Try not to sacrifice accuracy for speed. Most testers would prefer to see ten correct answers out of eleven rather than ten right out of twenty. However, don't take too long about it. If you only answer ten out of twenty you can't get more than 50%. As usual, forewarned is forearmed. Find out from the HR people whether they're going to ask you to do a test and if so which one. They probably won't answer the second question, but it's worth a pop.

Other ability tests look at your creativity or dexterity, among many other topics. There's nothing you can do about these tests except refuse to do them and not get the job. Take a few deep breaths, keep calm and concentrate hard. Sorry to be like teacher here, but do read the questions ever so carefully. If you're going to be wrong, be wrong because you don't know, not because you read the question too quickly.

You've done the company a service by sitting the test; they must do you the courtesy of giving you feedback. If they don't offer it ask for it, politely but firmly. It can be invaluable feedback for your future. This is crucial if you sit the tests before the interview. You do rather have one arm tied behind your back if you don't get feedback from the test.


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