Extended Selection Procedures

General

• THE ASSESSMENT PROCESS

  The ways in which organisations select staff vary from one employer to another. They will all be looking for someone who has the skills, abilities and personal qualities to do the job well but the ways in which they will make their final selection will vary from perhaps a single interview to a longer form of assessment which is generally known as an Assessment Centre. These may last one or two days, sometimes longer. They are considered by some employers to be the fairest and most accurate way of selecting staff, as they give the selectors a chance to see you in a variety of situations over a longer period of time than is possible with a single interview .

• FEEDBACK

  You may be offered feedback on your performance at the assessment centre, whether or not you were successful and were offered a job. Obtaining information on how you did can be very useful. If you were faced with a similar situation again, would you react differently and how could you demonstrate the qualities for which the organisation was looking? You may find it helpful to see a Careers Adviser and talk through your experience of an Assessment Centre while it is still fresh in your mind.

  Typically, an Assessment Centre may include:-

  • Psychometric Tests and Measures
  • Simulation Exercises
  • Interviews
  • Resources

Psychometric Tests And Measures

• Ability or aptitude tests are timed and are designed to measure your intellectual capacity for thinking and reasoning, particularly your logical/analytical reasoning ability. are structured pencil and paper or computer based exercises , often in the form of multiple choice questions. The tests should have been carefully researched and trialled to ensure that they are fair to all people sitting them. Your results are usually compared with how a large number of others have done in the tests in the past.
• Personality questionnaires or inventories look at how individuals like to work: how you approach and solve problems, the way you relate to others and your feelings and emotions. These are not usually timed and have no right or wrong answers.
• Motivation Questionnaires look at the factors that drive you to perform well at work.
• Interest inventories assess your preference or liking for specific types of job related activities in a wide range of occupations.

Simulation Exercises

Simulation exercises are designed to imitate a particular task or skill needed for the job for which you are applying.

Different types of simulation exercises include

• In-tray
• Group exercises
• Practical tasks and exercises
• Presentation
• Role playing
• Report writing

Resources

• Video "Two Whole Days" Agcas (available in the Careers Service)
• Book "Going for Interviews" Agcas (on loan from the Careers Service)
• Website http://www.prospects.csu.ac.uk