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Telephone Interview Questions

Telephone interviews are generally conducted when there is a high volume of applicants for a given job, and the employer would like to find out who is suitable for an interview before arranging times and dates which can be more time consuming. The interview questions will be along the same lines as a face-to-face interview so it is a good idea to keep your CV and covering letter to hand, so as to not have any discrepancies between the information you have previously supplied and what you will now be talking about. It is important to be prepared for a telephone interview, particularly when doing a large job hunt, as they can come unexpectedly. Going through some of the questions you may be asked, and having a response for each one is a good idea; and it is important to pick out key words in the questions they ask, as they may be the same as ones you have practised, but simply phrased differently.

There are many questions that can leave an applicant searching for an answer, a few include:

  • Why would you like to work for this company?
  • What were your reasons for leaving your past job?
  • What can you bring to the company?

Most of these, and many others, can be answered by doing thorough research of the company you are applying to. In researching a company, you may find specific areas of interest to yourself, which would definitely help in answering why you would like to work for them; the same goes for the question, “What can you bring to the Company?”. Many people have to pause before being able to answer this, but if you have researched the company you will know any things they do that may lend themselves to your skills. Another problem area is how to answer the question of why you left your last job, or are looking to leave your current position; answer this truthfully, but without bad-mouthing your previous employer.

There will usually be time at the end of the telephone interview for you to ask any questions you may have; use this chance as it can alleviate any concerns you have, whilst most importantly, making you seem interested and professional to the interviewer. Asking questions such as, “What would my day be like if I got the job role?”, and, “What do you enjoy about working at the company?”, are acceptable questions to ask, showing you are thinking of how you would fit into the company. There are, however, questions which should be left out entirely, or at least until you have been successful in getting the job, such as asking if you would be able to take holiday on certain dates, and asking what the company does. Not only does this show you have not researched the company thoroughly, the former is also presumptive, and will lessen your chances of success as you are already talking of time off. There is also the mistake of straight away asking, “Did I get the job?”, the interviewer may have many more people to interview and so it is better to ask, instead, of when you will be finding out if you were successful or not.

Although some may be unexpected, many telephone interviews are arranged prior between interviewer and candidate. It is helpful to note, also, that if the telephone interview has come at an inconvenient time it is OK to politely ask if you can reschedule to later on that day, or another time. Most telephone interviews will last no longer than half an hour, and the interviewer will want to ask you about your CV, and to go into detail about certain areas of it, your work experience, and also competency questions. You must also be aware that the way you conduct yourself on the telephone is also part of the interview; most jobs will require you to talk to various people over the phone, and so showing you have a calm, professional, and polite telephone manner is crucial.

Lastly, it is important to remember that although it is over the phone and may seem less formal, telephone interviews are as important as face-to-face interviews. You should answer the telephone with the kind of manner you would enter a normal interview, as it can be these first impressions by the interviewer that may trip you up. If you are not used to using the telephone in a professional manner it can be easy to slip into slang, and the unenthusiastic way you may talk to friends on the phone. Try to remain enthusiastic whilst on the phone, the way you hold yourself physically could influence how you speak to the interviewer, they do not want to interview a candidate who mumbles their way through the questions, or seems disengaged.


PWC Telephone Interview

A PWC telephone interview will be similar to any other telephone interview; however, they will focus more on the Global Core Competencies of their company, and expect you to have done your research on related topics in their field. The interviewer will most likely start with the normal questions of why you want to work at their particular company, and try to find out how much you know about their business. Much of the interview will be based around competency questions, such as asking when you have worked in a team; having your response practised to the various questions they could ask here is crucial, you usually only have around 25-30 minutes for the interview, so having long pauses and sighs can really cut into valuable time. When looking at actual examples of PWC telephone interviews it becomes clear that a lot of their focus is on commercial awareness, based around cases that are happening in the business world at the time. Thoroughly researching businesses around PWC, and those in the news, will give you a good footing to efficiently answer the questions they throw at you.

As with all telephone interviews there are certain things to remember, so as to come across as competent to the interviewer:

  • Have your CV and application to PWC at hand: you may need to go over certain areas to clarify what you have already told them.
  • Get a pen & paper ready: you will most likely (and should!) have questions to ask them at the end, and writing down their responses will be better than having to ask them again at a later date.
  • Research! You need to know as much about their business as you can, if you don’t it will become clear when they are probing you on certain business areas.
  • Know the market! As well as PWC itself, you should have a good grasp on any businesses it has been affiliated with, and those that are big in the news at your time of interview.
  • Conduct yourself in the same manner that you would in a face-to-face interview: be polite and confident, and make sure you sound enthusiastic about the job role throughout the call.
  • Be aware of the time limits: make sure you are actually answering the questions they have asked; if particularly interested a certain area it can be easy to go on a tangent, leaving out other crucial information they may want.
  • Try to build a rapport with the interviewer: you may have things in common and this will put you at ease for the rest of your interview.
  • Try to take the call where you have no distractions or loud noises: it will not go well if you are constantly asking them to repeat themselves, or worse, if you are in the middle of something else and seem uninterested in talking to them.

It can be difficult to get into ‘interview-mode’ over the phone, as you may only be used to taking social calls from friends and family, but it is important to take this seriously. Telephone interviews will usually be conducted when there have been a large amount of applications for a job, and candidates need to be screened so that only the most suitable will go on to more in depth assessment. You really want to stand out at this stage; although your work experience may be lacking, your personality can be crucial here in securing you a further interview or placement at an assessment centre. As long as you have a thorough knowledge of the business you are applying for, and be yourself throughout the interview, you should be successful in the telephone interview.

PWC Partner Interview

A partner interview is, as the name would suggest, an interview with one of the partners at the company you have applied to. At this stage in the recruitment process you will normally have been successful in the first interview and assessment day, and are now being assessed as to whether your personality would be suitable for their company. Due to this, the questions asked at a partner interview will not usually be predetermined, but rather, based around you. As with any interview you should be polite, friendly and confident; the prospective employer has your credentials, you are now showing that you would fit in well with the team they already employ. It is important to be yourself here; the interviewer will have conducted many interviews before yours, and can pick out someone who is faking their responses to come across well.

Some questions based around you could include:

  • “Tell me about your internship, with reference to any highlights or achievements?”
  • “Why do you want to work for PWC above our competitors?”
  • “Where do you see yourself in five years?”
  • “What drove you to get into this sector of business?”

A lot of candidates in the PWC recruitment process have found that their partner interview also consisted of a lot of competency questions. PWC places a lot of importance on the competencies it requires in its employees, and so these are tested thoroughly throughout the recruitment process. Some examples of competency questions (which are explained in an earlier section) include:

  • “Tell me about a time you have took the lead on a project”
  • “Describe a situation in which you have found a new solution on a project”
  • “When do you feel your part in a team helped to finish a task?”

The individual must draw on previous experience, whether that be at work, university, or in their social life, to demonstrate their ability in each competency. This is particularly suited to graduates as they may have little work experience to give their evidence on, but may have situations during education or other work to base their response.

A partner interview can vary in length from 45 minutes to just over 1 hour, depending mainly on how many questions you have for the interviewer at the end. It is important to keep the time in mind; there may be many interviews arranged for the day and so answering the questions they have asked, and not going too much off topic, will ensure you have given them all of the crucial information they want from you. Remember to dress smartly, as with first interviews, and the assessment centre, the way you look can have a bearing on interviewers decisions; they will not want to employ someone to uphold their company name who is scruffy or inappropriately dressed. Although getting this far in the recruitment process is an achievement and due to you having passed the previous stages, it is important not to become arrogant. There will still be other candidates competing with you at this level, and by presuming you have got your foot in the door already you could come across badly to the interviewer. There is no guarantee that the company will employ anyone from the pool of people they are interviewing, and you could still be out of the competition at this late stage if the prospective employer takes a dislike to you. At the end of the interview the interviewer should ask you if you have any questions; take this time to carefully go through anything that you do not understand that may have come up in the interview. Preparing yourself beforehand with some questions you would like to ask is the best option, as it can be easy to forget when you are under the stress of an interview. Questioning the interviewer on their own feelings about working for the company, or your future role in the company, will show that you are interested in the job. Not only does asking questions make you seem interested, it may actually be the last time you are going to get to ask these questions before you are hopefully offered a job; you need to go into work knowing what is expected of you, rather than being unprepared and looking unprofessional. Try to find out when you will be hearing back from the company on the success of your interview, but do not simply ask if you have gotten the job; and finally be polite when leaving, and thank them for their time, as you do not want to trip up this far into the recruitment.


PWC Assessment Centre

Assessment Centres are a part of the recruitment process for larger companies and organisations, used mostly for graduate and professional level candidates; they are often referred to as assessment days, and have between 6 and 20 candidates in attendance at one time. They can take place in one of a few places, including the company’s own office, or at a hired venue such as a hotel. With regard to PWC, their assessment centre is the fourth stage of their recruitment process, following the online registration, online psychometric tests, and first interview. At the assessment centre candidates will go through a number of tasks, allowing the employer to view each of the criteria they deem important in an employee of their company. PWC, specifically, names these criteria as their ‘Global Core Competencies’, or, GCCs. The first task will usually involve repeating the psychometric tests that were completed previously online, although content may differ, and they will be in paper format. There will then be group, and possibly, individual exercises; the group exercise will assess your abilities of teamwork, time management, taking lead on a project and delegation, amongst others. Whilst individual exercises involve the candidate working with a trained assessor, rather than the other candidates. For some more specific job roles there could also be a case study and presentation exercise involved; the case study would be a more real-life assessment of putting the experience you already have into solving an issue that may come up in the job role. Presentations test your ability to communicate ideas, the thought process that goes into these ideas, and your knowledge of the area you are presenting. There is usually a final written exercise, in which you will have to give a report on materials provided, relevant to the job role; this is used to assess your writing abilities, as this is a large part of most work duties.

Showing your personality is important here, as there may be many candidates who are equally suited, academically or through experience, to the job; and so it is your unique personality attributes that may put you ahead. It is essential to have researched the company, and prepared yourself for any competency questions you may be asked, as having the core information will allow you to focus on being yourself and show your personality. Assessment centres usually run for a day, however, they can go on for up to 3 days, depending on the number of candidates, and the level of assessment that has to be attained. They can cost the company up to, and sometimes exceed £3000 per candidate; the applicants are not expected to pay this as the assessment is free to them. It is, however, wise to find out from the company whether travel expenses are covered by them, as it could be pricey for a new graduate who has many assessment centres to attend. Another important thing to remember is the way you dress; the usual code for assessment day dressing is to keep it smart, as you would for an interview. There will be a number of people from the company assessing you whilst at the centre, and their first impression of you could be key in the success of your final outcome. Remember you may be competing with the other candidates in attendance, and so if you walk in wearing a shirt and jeans, whilst everyone else is in suits, you will most likely eliminate yourself straight out of the race. The people who will make up the assessment team will usually comprise of HR reps from the recruiting company, directors, and managers. After viewing all of the applicants for the day they will have a joint discussion on who they feel exceled in areas and who would be most suitable to progress on to a final interview. This is thought to be a fair way to assess the candidates, as it is encompassing not only their cognitive abilities in the psychometric tests, but also the way they deal with real-life problems, particularly in teams. The group discussion also ensures that there are no biased views from any of the assessors, who may simply be picking certain candidates through their personal qualities, rather than any suitability they may have to the job role. There are some individuals who are of the opinion that assessment centres are not as effective as other recruitment tactics in finding the most qualified person for a job. There are however, many thousands of pounds, spent by successful companies all around the world, to use this method, and in graduate level jobs with a vast number of applicants, it can be the most efficient way to ensure everyone is given a fair chance. Often graduates coming straight out of university have little if any experience in the career they are pursuing; assessment centres are therefore a great place to give these candidates a chance to demonstrate their competencies in areas that their CV does little to show.


Writing a CV

A CV, or Curriculum Vitae, is the standardised way to advertise yourself to prospective employers when job hunting, with your contact information, work & educational history, and a little about yourself all included. There are various ways to write out a CV between different countries and job type, this description will be focusing on the UK version of the CV.

The CV layout typically goes as follows:

  • Your name, and contact details, such as address, email and telephone; with your name being in larger font and making up the title of the document.
  • A brief personal statement, including your career aims, so that the prospective employer can get a feel for who you and set you apart from other candidates.
  • Your educational background; this should go in reverse order, with your most recent education at the top, as this is usually more relevant to the position you are applying for. Here you should include the dates attended, the institution you attended, qualifications & grades.
  • Your work history; again this should go from most recent at the top, to least recent at the bottom. Give the dates you worked, your position, the company name, and your duties here.
  • Interests/Skills (or both if you feel your interests relate to the job role).
  • References- it is best to state “references available on request” at the end of your CV as the employer will most likely not need them yet, so there is no need to give out others personal details just yet.

Some DO’s & DON’T’s of CV writing:

DO include any relevant experience that adds to your experience.

DO include your nationality with your contact details if you are non-British.

DO make any particular achievements stand out.

DO make the personal statement personalized, so that you stand out from the other applicants.

DO spell check, this is your first contact with prospective employers, spelling mistakes will not look good.

DO NOT put your date of birth or age on the CV; there are laws to stop age discrimination.

DO NOT go over two pages for a CV.

DO NOT include references unless they have previously given permission

DO NOT label/title your CV as “Curriculum Vitae”, it should hopefully be obvious to employers what the document is; similarly do not put unnecessary headings such as “address” above your address.

The CV is crucial to the employment process as it is the link between finding your ideal job and getting an interview. It can be hard to think of things to write if you are not used to writing in a professional manner, or have no experience in the area you are looking to apply for. Do not fill up your CV with any unnecessary experience; for example, if you are applying for an accountancy job it is not necessary to include the job you had as a waitress one summer (unless there were some transferable skills). The same goes for education; if you have recently graduated, briefly give some details of the modules you did that may have be relevant to the job role, and anything you were particularly proud of, such as a particular project. As the CV has to look professional, think of it as you would an assignment, and write in third person. Try to leave out words like “I”; although it must be personalized, do not make your CV into a life story, and remember it is to advertise your skills and experience to a prospective employer. Many people write out one default CV to send to the many different companies they may be applying to, however, it is better to go over your CV after you have found a job you would like to apply for and tailor it to that company. For example, if the prospective employer regards teamwork and cooperation as one of the key points in their organisation’s success, play-up any teamwork projects you have excelled at in university or past work experience.

Some people are unsure about the order in which the headings must go within their CV; they should be laid out as in the bullet-points shown earlier, however, work and educational history should be switched dependent on the experience you have. If you have very little experience in the job you are applying for (i.e. you are a recent university graduate), place your educational history before work experience, as the skills learnt whilst at university will probably be more relevant than the work experience you’ve gained. If you have a lot of work experience relevant to the job you are applying for, place the work history above education, as this will be noticed first and give you the best chance of being seen as suitable. It can also sometimes be difficult to fill in large gaps that you have between periods of work, so try to bridge these as much as possible, as it will be preferential to the employer to know what you have been doing when not working. As mentioned in the DO’s & DON’T’s section, try not to have more than two pages in your CV; two pages is the general rule-of-thumb with CV writing in the UK. It is best to avoid a large gap at the bottom of page, so if possible arrange your CV so that all information can fit onto one page, or try to spread it out to fit onto two pages.


Writing a Cover Letter

Cover Letters are a crucial factor in applying for, and gaining employment; they are usually sent to prospective employers with a CV, adding to any details left out of the CV and giving a more personal touch to the application.

The basic layout of a professional cover letter includes:

  • Contact information for the applicant should be given at the top, followed by personal information such as address, email and phone number.
  • The date should then be given.
  • There should then be the prospective employers name and address.
  • Formalities such as “Dear Mr/Mrs” should then start the body of the cover letter (if known, DO give the name of the person you are writing to, as it will make for a more personal read).
  • First section: Here, the main point of writing to the company should be given, letting them know the position you applying for and that you would like to be considered for an interview. Also, give a brief background of yourself, i.e. where you have just finished studying, or the job you are currently in.
  • Second section: This is where you give the skills, qualities and experience you have that will help in the job you are applying for. Do this in an enthusiastic manner, to show you have a real passion for whatever the job role is. Make sure to link the skills and experience you have from past jobs to the job/person specification they have given in their advert.  This is not simply repeating your CV but rather giving evidence of skills you have that make you suitable for the job advertised.
  • Final Section: Thank the employer for their time in reading your cover letter, and let them know if your CV is attached, if not, when they will be receiving it.
  • End on a comment such as “Respectfully yours”, with your signature or name (dependant on whether cover letter is sent online or through the post).

Cover letters are often not thought of by job hunters, choosing to send just their CV instead, however, they are very important as they form the prospective employers first impression of you and can help you to stand out from possibly a large crowd of applicants. There is also often the mistake made of simply writing out one cover letter and sending it out to all companies or employers; if this is the case it will most likely be obvious and the company will see that no effort has been made. A good covering letter will show that you have researched the company, and that you are the ideal candidate for the job. Some time spent beforehand, going through the company’s website and getting a feel for what they are about and their day-to-day running, will show in your cover letter and immediately make it more appealing than the other candidates who didn’t bother. Make sure to play on the skills and qualities you have that match those the employer is looking for, do not be afraid to say what you are good at, showing you are competent is what the employer wants. On the same note, do not go too far and simply brag or sound too arrogant, this will immediately put the employer off.

As mentioned earlier, cover letters are not simply a way to repeat your CV; the prospective employer has all of your basic information written down, it is personality and your job suitability that they want to see in your cover letter. As in real life, if you make a connection to the employer and let them know this is not just another job application, you will have a greater chance of getting a call back. Another thing to keep in mind is that the employer will possibly be reading through many cover letters, so whilst making sure to show your personality, keep it brief and do not ramble on, as this could straight away put the reader off. It may be helpful to read through some cover letter examples, and start off with a template, as this will keep you on track whilst letting you add your personality. Finally, spell-check and grammar; there will be little point in writing out a great cover letter if it is just full of spelling mistakes and grammatical errors. Most, if not all jobs, will involve being able to write proficiently, if this is not shown in the employers first contact with you, there is little chance of getting to interview level.


Competency Questions

Competency questions, or competency-based questions, are simply questions about an individual’s competency in specific areas; they will be based around specific skills and qualities that a company deems important for their job role. These competencies could be dealing in Leadership, Teamwork, Communication, or Problem-Solving, amongst many others that may be specific to the job you are applying for. They are useful for graduate jobs where no experience is necessary, as they rely on the applicant giving situational examples of life experiences in which they have shown the competency required, such as at school, university, or socially. Competency questions will usually be asked in the interview, they are however, often included in the application form filled out before the recruitment process and are, therefore, predictive that you will be given a competency based interview.

Some examples of Competency questions:

  • “Tell me about a time you have took the lead on a project”
  • “Describe a situation in which you have found a new solution to a project”
  • “When do you feel your part in a team helped to finish a task”

These three examples look at the competencies Leadership, Problem-Solving and Teamwork; in a real life interview they may be phrased differently, but are variations on the same topic. It is important to think of times you have shown certain competencies as it will not knock you off guard if you are given a question like this and have to spend some time trying to think of one, or worse yet, are not able to think of anything at all. As with any type of job, you will usually be asked in the interview why you want to work for that particular company, this can throw a lot of people off, but the key to this question is research of the company. You must have knowledge of the company, its key areas of success, and its competitors; this way you can tailor your answer so as to include your own experience and personality, whilst showing you have taken an interest in that organisation over many others. This is also essential as it may be a deal breaker in the way you answer a particular company’s questions; for example, if you are applying to work at a company that relies heavily on teamwork, you don’t want to give accounts of preferring to work alone. Also, for many graduates, they will be entering onto a graduate scheme, in this case you must be aware of what is required of you on this scheme, as failure to provide an answer to this in the interview will not look good.

There is an acronym universally known for dealing with competency questions, known as STAR, it goes as follows:

  • SITUATION – Set the scene of the situation so that the interviewer will understand the context in which you are speaking; although keep it brief and to the details needed, as they do not want to hear you talk for 15 minutes about a completely irrelevant story.
  • TASK – As above, but with particular emphasis on a task or project you were undertaking, rather than a situational experience.
  • ACTION – Tell the interviewer what you did to resolve the problem, or complete a task; how you did it, keeping your answer brief but fully descriptive; and finally why you did this. The interviewer will want to know your logical reasoning behind decisions made.
  • RESULT – Explain what the outcome of the situation or task was, paying particular attention to anything you exceled at, and also what you learnt from the experience for future use.

It is very important to put your own personality into your answer; although you may have practiced responses to example questions you must remember to be yourself as you do not want to sound like a robot simply saying what you think they want to hear.

The interviewer will mark you on each question, giving a score of 0 to 4; 0, means you showed no evidence for the situation they were asking about, and therefore, probably would not deal very well in that work role. A score of 4 is given for an excellent answer, meaning you would be highly suited to that particular competency which the company requires. The scores are dependent on your ability to demonstrate the positive indicators that have been predetermined for the interview.  It is important to remember that interviewers are human, and although they are marking you on a standardised basis, their first impressions of you will play a part in their decision. Being polite when entering, shaking hands, and being positive in the way you talk about yourself without being arrogant, will help in the final outcome.


UCL Finance Conference 2013


AssessmentDay are proud to support the UCL Finance Conference 2013 which takes place on 1st February 2013. The UCL Finance Conference is one of the largest student-led finance conferences in Europe. Students can join delegates from top universities and listen to key speakers from the finance industry.

Find out more by visiting their website

8 October 2012: AssessmentDay Present at Cass Business School

On Monday 8th October Oliver Savill from AssessmentDay delivered two practice test sessions with Q&As to MSc and MBA students at Cass Business School. The morning session covered numerical psychometric tests, and the later session covered verbal psychometric tests. Each session attracted around 60 delegates, who sat an online test and received feedback on their scores. After experiencing a simulated test, the students got to ask Oliver questions about psychometric testing and how employers tend to use various aptitude tests for selection. The objective of both sessions was to help applicants prepare for taking a psychometric test.

Using Feedback from a Psychometric Test

Using Feedback from a Psychometric Test

Our increasingly competitive job market has led to a growing number of applicants per vacancy. This means that even the strongest candidates are likely to face disappointment throughout the selection process. With this in mind, it is becoming ever more important for candidates to receive feedback on their performance so they know how they can improve for future assessments.

It is good practice for employers to give to candidates after they have taken a psychometric test or attended an assessment centre. This is the least they can do after the candidate has gone to the trouble of applying and preparing for their assessments. Unfortunately not all employers follow this practice because it takes them time and resource. Some organisations will provide feedback, either in the form of a written letter, over the telephone or during a face-to-face meeting. If you do receive feedback, it is vital that you use this opportunity wisely as it may be your key to future job success.

Recruiters using psychometric tests usually agree to be bound by the industry-standard guidelines set by the British Psychological Society, which encourages them to provide feedback to every candidate as a matter of principle.

Some helpful pointers when receiving feedback

Finding out that you haven’t been selected for a job is always difficult, so try and take a moment out for yourself before delving straight in to examining your performance. Try not to jump to the conclusion that you aren’t good enough for your dream job. Instead, try to take a more balanced view – might it mean that you just need to do more preparation next time?

It can be really helpful to know your individual score for each psychometric test you completed. Percentile scores are particularly useful as they indicate how your performance compared to other people who took the test and can help you to identify which tests were relative strengths and weaknesses for you. For example, you might find that you performed well on the verbal reasoning test but that you were let down by your numerical reasoning score and need to polish up on your basic maths skills for next time.  Whilst there can be no right or wrong answers on personality questionnaires, feedback can indicate if there are particular attributes you need to further develop in order to achieve a greater ‘fit’ with the organisation. For example, you might consider assertiveness or social skills training.

Finally, if employers want to discuss feedback with you directly, it is important to remember that this may be another part of their assessment of you. Take this as an opportunity to respectfully share your own views about your performance, to clarify the feedback and to ask for their advice on where they think you could improve and how.

Dealing with psychometric test performance anxiety

Firstly, let’s remind ourselves of what aptitude tests are and why they are used:

Aptitude tests (which are a type of psychometric test) are ability tests designed to assess candidates for assessment, selection and development purposes. With an increasingly competitive job market and the war for talent raging, employers are utilising every weapon in their arsenal to recruit top talent cheaply and efficiently. Generally speaking for recruitment employers utilise aptitude tests for two different reasons, for candidate screening or for later stage assessment. In a screening process candidates will be asked to undertake an aptitude test very early on in the recruitment process, often shortly after the initial application. The function of this is to screen out the lowest performing candidates (typically the bottom 40%), allowing the highest perform candidates to progress through later recruitment stages, this method is frequently used in high volume recruitment.  Aptitude testing may be used in later stage recruitment as well at the assessment centre stage of assessment. In this stage numerous assessment tools may be utilised i.e. competency based interviews, role play exercises and aptitude tests. The function of these tests is to gain an understanding of the candidate’s abilities, rather than to qualify/disqualify candidates based solely on their performance on the test.

Now, dealing with performance anxiety and stress:

Performance anxiety and exam stress are notoriously associated with aptitude tests, and pre-test nervousness is common and frequent. An important thing to remember is that the right amount of performance anxiety and nervousness can be a help, not a hindrance. Being moderately nervous can help sharpen you focus and keep you on your toes during your exam, preventing you getting distracted and optimising performance. However high levels of anxiety can be an inhibitor of performance, causing you to second guess your answers, rush through or skip questions. Here are some easy to remember tips for keeping calm and focused during your exam:

  1. Deep and slow breathing: deep breathing can help keep you calm, slow breathing can help prevent hyperventilation, monitor your breathing and act accordingly
  2. Quiet setting: When doing a test by email invitation, complete the test somewhere quiet. Distractions can hamper performance, which can lead to increased stress and anxiety.
  3. Sleep: get a good night’s sleep before the test. Anxiety can keep you awake before a big test, ensure you go to bed early and do your best to be well rested, and ready for your exam.
  4. Practice: as well as improving performance, practice and preparation has the effect of calming test anxiety by revealing all the mystery.  Psychologists call it “systematic desensitisation” and it involves putting yourself in these anxiety provoking situations and getting used to them.

Taking Psychometric Tests with a Hearing Impairment

How might a hearing impairment affect your performance?

People with hearing difficulties may be disadvantaged in job selection processes which use psychometric tests to identify the most able candidates. Hearing problems can impact test performance in many ways. For example, candidates may struggle to understand the verbal instructions which often accompany psychometric tests. Furthermore, people who have been without hearing from childhood and primarily use sign language may be less familiar with the English language and, therefore, particularly disadvantaged on tests requiring reading (e.g. verbal reasoning tests) and writing.

How can employers help?

In line with the Disability and Discrimination Act 1995, employers are required to make necessary amendments to ensure candidates with hearing impairments are not disadvantaged by selection processes.  The British Psychological Society (BPS) has yet to develop specific guidelines for testing hearing impaired candidates; however, they outline some of the main considerations in their publication: Psychometric Testing for people with a hearing impairment (BPS, 2010). Here, the BPS recommends that employers:

  • Seek advice from test publishers in regard to what amendments can be made.
  • Make any adjustments on a case by case basis, according to the specific needs of the candidate.
  • Use sign language interpreters for giving instructions and facilitating the test environment but not for interpreting questions on written tests.
  • Provide written instructions if candidates are able to read.
  • Offer candidates practice questions, in order to anticipate potential test difficulties.

How can you help?

If you have a hearing impairment, it is vital that you inform the employer as far in advance as possible, so that they can make the necessary arrangements for you. Try and be specific about the nature of your hearing difficulty and what aids could help you. You might also like to familiarise yourself with the different types of psychometric tests you will be expected to take so that you can anticipate what adjustments would be most helpful to you.  At AssessmentDay you can download a range of practice tests, including verbal reasoning tests, numerical reasoning tests and inductive reasoning tests.

AssessmentDay Founder Mentors Enterprise Students

26th-27th March AssessmentDay support entrepreneurs’ boot camp at the University of Essex.

Oliver Savill from AssessmentDay joined other entrepreneurs and business gurus to sit on the panel of a Dragons’ Den style competition run by the University of Essex for budding entrepreneurs. Five teams comprising students from the University of Essex each pitched their business ideas to the dragons in a bid to receive £1,500 seed funding. The teams took part in a two-day boot camp where they could develop their ideas with the mentors and listen to talks from successful entrepreneurs. The talks included one on innovation presented by Oliver Savill from AssessmentDay.  Other speakers included Marcelle Speller founder of, Robert Jackson director of Dracks Healthcare and Dr Gwyn Jones director of Corptec.

Santander sponsored the prize money, which was presented to the winning team at the end of the two-day boot camp. The wining team’s business focuses on low-cost tutoring services.

Practice Test Session at Bank of Americal Merill Lynch

23rd February 2012: Delegates attend a practice test session as part of a The Knowledge Channel workshop.

As part of a workshop organised by The Knowledge Channel, Oliver Savill from AssessmentDay facilitated a practice test session at Bank of America Merill Lynch’s headquarters in Canary Wharf. Around 60 delegates attended the session which involved two numerical practice tests. Delegates took the first numerical test before being given tips and advice about taking numerical reasoning tests. They then took a second practice test to put into practice the advice presented by AssessmentDay. Most delegates reported a small rise in their test score, and they certainly learnt more about the recruitment testing process.

For more information about this event, including having AssessmentDay facilitate a similar event, please contact us on 02074 333166 or

What is a Situational Judgement Test?

What do Situational Judgement Tests Involve?

There has been an increasing use of Situational Judgement Tests (SJTs) within recruitment and selection processes over the last 15 years, particularly by large employers offering competitive graduate schemes.  Typically, SJTs are computer-based and consist of multiple-choice questions drawn from real-life job scenarios which have been designed by experts in the relevant field. Candidates are required to evaluate or rank different response options according to their effectiveness. SJTs are often combined with aptitude tests (e.g. numerical reasoning, verbal reasoning and inductive reasoning), personality questionnaires and other job-simulation tasks (e.g. in-tray or e-tray exercises).

What do SJTs Show Employers?

SJTs are multi-dimensional, psychological assessment tools. Candidates’ responses are believed to reflect many different facets; such as their general knowledge, common-sense, previous life experience, decision-making and problem-solving skills. SJTs are also believed to tap non-cognitive skills, such as personality traits, professional attitudes and ethics.  Unlike aptitude tests, SJTs are said to provide employers with an insight into how candidates would function practically on the job.

Tackling your Situational Judgement Test

SJTs vary according to the specific job role and the competencies required for that position. Therefore, in preparing for the test it is useful to establish what core skills the recruiter is likely to be looking for and to have these in your mind when answering the questions.

Unlike aptitude tests, SJTs are rarely timed. Take advantage of this by ensuring that you read all the information carefully before answering, whilst being mindful not to spend too much time over-thinking each item.  Practicing these tests will enhance your familiarity with the SJT format and enable you to develop your own test technique. With this in mind, we at AssessmentDay have designed practice tests to help get you ready for your Situational Judgement Test.

Study Claims Link Between Facebook Profile and Job Performance

The aim of psychometric tests used in recruitment is to get a clearer understanding of someone and how they will perform in a job. Interviews are one way of predicting how well a potential employee might get on, but interviews are notoriously hit-and-miss and occasionally bordering on useless as a job performance indicator. Step up psychometrics: a more objective, fair, reliable measure of future job performance.

So it is with great interest that we heard about a study claiming to use people’s Facebook profile to build a personality profile of applicants. The study has been compiled by the Northern Illinois University, the University of Evansville and Auburn University. The study used human resource professionals to analyse the Facebook profiles of 56 people.

The best way to build a personality profile is to ask the respondent a series of questions, with scales of how well they agree or disagree with each statement. This new study claims to be able to grade people on the ‘Big Five’ personality scale not through questionnaires but through looking at their Facebook profile for around 10 minutes. The personality factors measured are often referred to as: openness, conscientiousness, extraversion, agreeableness and neuroticism.

Ten minutes? Facebook profile? Interesting idea but we’re back to bordering on useless. In fact, the results of any attempt to map a Facebook profile to someone’s Big Five personality traits might be worse than useless; they’re probably misleading. Careers and employment are issues to be taken seriously and are to be given thorough consideration on the part of both the employer and employee.

We welcome all attempts to predict future job performance of applicants, but this idea should remain in the ‘work in progress’ pile.

Seeking Feedback after Taking Psychometric Tests

Gaining feedback after you have completed psychometric tests can be extremely valuable when you are going through the job selection process. Whether you have been offered the position or not, it is always beneficial to know your strengths and weaknesses, particularly if you are looking to improve your performance on future assessments.  Some recruiters may write to you with your test results, or arrange an individual feedback session face-to-face or over the telephone. However, many organisations are unable to do this on account of time constraints. This can often be true of large graduate employers who deal with vast numbers of potential candidates and large volumes of test results.

Asking recruiters for feedback

It is always worth trying to get feedback from the employer by contacting them directly, via email or in writing. You may like to try requesting a written report of your test results. It is also good practice to enquire in advance about an employer’s feedback processes if you know you will be completing psychometric tests, and the employer should provide you with feedback as a matter of courtesy and good practice. Employers abiding by the British Psychological Society guidelines on psychometric testing (i.e. most employers) have agreed to provide feedback to candidates, so you are perfectly within your right to ask for it.

Evaluating your own performance

In the absence of feedback from the employer, you may need to rely on self-evaluation. In doing so, it is important that you think constructively about your performance across each of the psychometric tests you completed. Ask yourself what your strengths and your weakness were and what you might have done differently next time around. For example:

  • How was your pacing? Did you spend too much time on the early questions and compromise the latter ones?
  • Did you struggle to make sense of the symbols or diagrams used in the numerical reasoning test?
  • Were you familiar with the vocabulary used in the verbal reasoning test?
  • Was there anything that felt easier or more enjoyable? What tests do you not need as much practice on next time?

Your answers will give you some clues as to what you need to practice in advance of future assessments. But be warned – we are often our own worst critics, so use the self-evaluation approach with caution and be sure to always pick out the strengths in your performance.

Making The Assessment Centre Work For You

What happens at assessment centres?

Assessment centres involve the extensive evaluation of candidates for an extended period of time; sometimes lasting one or two days. During this period candidates undertake a range of exercises and activities which typically include: interviews, presentations, aptitude tests, personality tests, group-exercises, and in-tray exercises.

Graduate employers are increasingly using assessment centres as part of their selection process as it allows them to broadly assess the aptitude of their candidates, as well as their ability to thrive in real-life work situations. Furthermore, informal social events throughout the assessment day provide employers with an additional insight into the social and communicative skills of candidates.

Some top tips for the big day

Facing a one or two day barrage of assessments is likely to be an anxiety provoking prospect for any candidate. However, there are many things you can do to get yourself psychologically and practically prepared!

Firstly – try and find out from the organisation what kinds of test you will be doing. You may already be able to guess from the type of position you are applying to. Forewarned is forearmed!

Try and get lots of practice in – it will do wonders for your performance and will help you overcome some of the anxious thoughts and feelings that might otherwise cloud you on the big day. You might like to take a look at our pack of expert tips and real-life examples of assessment centre exercises, as well as our range of psychometric practice tests.

Finally – keep in mind that the assessment centre can be an excellent opportunity to demonstrate your breadth of skills. So, if you don’t perform as you had hoped on one particular exercise, you may have the chance to make it up in another area!

Tackling the group exercise

What’s involved?

For many organisations, it is vital that their employees have the ability to communicate with others and to work well within teams. For this reason, employers regularly include some form of group exercise when inviting candidates to the assessment centre. This will often be in addition to individual assessments such as interviews, personality tests and aptitude tests (e.g. verbal reasoning, numerical reasoning and inductive reasoning).

Group exercises can vary considerably and may include role plays, case studies, topical discussions and problem-solving tasks.  For example, you might be required to take part in a discussion about an issue relating to the organisation and be allocated a particular role to adopt (e.g. company director). Alternatively, you might be asked to solve a business or ethical dilemma, to plan a project within a given budget or to get creative and build a physical structure together as a team.

How should you approach it?

The range of different scenarios you could face may seem rather daunting, but rest assured, there are some key things you can do to ensure you succeed in any group exercise:

  • Be sure to communicate your ideas clearly, calmly and logically.
  • Always remember to actively listen to others in your group – this means attending carefully, summarising and clarifying their ideas.
  • Make sure your opinions are heard but also take the time to enable other’s to contribute – facilitation is a sophisticated and much sought after skill!
  • Go back to basics – remember the art of conversation: keep appropriate eye contact, take turns, try not to interrupt and never raise your voice.

Get more top tips

To get you ready for the big day, we have developed an extensive Assessment Centre candidate preparation pack which includes expert tips from the assessors themselves and real-life examples of group-exercises.

Visual Impairment and Taking Psychometric Tests

What is visual impairment and why does it cause difficulties?

Visual impairment refers to a wide spectrum of sight difficulties and can range from partial sightedness through to blindness. A visually impaired person is considered to have irretrievable loss or distortion of vision which may be improved but not easily corrected by glasses or contact lenses.

The highly visual nature of psychometric tests is likely to present a visually impaired candidate with difficulties. For example, they may struggle to read the instructions, see the test stimuli, scan text, switch focus and discriminate between different colours (colour blindness). As such, these candidates may be unfairly disadvantaged across a large majority of aptitude tests; including numerical reasoning, verbal reasoning, inductive reasoning, as well as more real-life tasks, such as the in-tray exercise.

How can employers help?

Under the Disability and Discrimination Act 1995 and the Equality Act 2010, employers are required to make necessary amendments to ensure that their selection processes do not discriminate against persons who have significantly impaired vision.  The amendments that employers make to psychometric tests will largely depend on the tools and strategies that the candidate is already familiar with. Furthermore, employers must be careful not to make adjustments which invalidate the test. Examples of adjustments might include:

  • Using Braille in place of text
  • Transcribing tests into audio versions
  • Using assistants to read out text and record answers
  • Using larger fonts or magnification screens and devices

These amendments may lengthen response times and so candidates may need to be awarded extra time.

What do the psychometric testing guidelines say?

The British Psychological Society (BPS) has developed guidelines to advise those administering psychometric tests with people who are visually impaired:  Visual Impairment and Psychometric Testing (BPS, 2007). The BPS recommends that employers investigate the nature and severity of the visual impairment and consult with chartered psychologists or test publishers before making any test amendments.

Click here to read the full guidelines: Visual Impairment

Dyslexia and Psychometric Testing for Employers

Employers must be careful not to unlawfully discriminate using psychometric tests

The Disability Discrimination Act, which came into force in 1995, requires employers to make reasonable adjustments to ensure a fair selection process for potential candidates.  Given the growing popularity of aptitude tests within selection procedures, employers are expected to accommodate the needs of candidates whose test performance may be impacted by sensory impairments or other conditions.

People with dyslexia may be particularly disadvantaged by psychometric tests. Dyslexia is most commonly associated with impaired literacy skills; however, people may also present with difficulties in memory and speed of processing. As such, it is acknowledged that these candidates are at risk of performing poorly on psychometric tests if necessary amendments are not made, particularly on literacy-based tests (e.g. verbal reasoning tests).  The inherent danger is that candidates with dyslexia will not be given the opportunity to demonstrate their true abilities, and therefore, their suitability for the vacant position.

What do the psychometric testing guidelines say?

With this in mind, the British Psychology Society (BPS) has developed guidelines to advise those administering psychometric tests to people with dyslexia: Dyslexia and Occupational Testing (BPS, 2006). This document recommends that employers:

  • Provide all candidates with the opportunity to discuss difficulties that might impact on their test performance.
  • Ask candidates with dyslexia about the specific nature and severity of their difficulties.
  • Consider making necessary amendments which are specific to the individual needs of the candidate, e.g. additional time.
  • Consult with a chartered psychologist or with the test publishers to discuss potential amendments which will not invalidate the test.
  • Consider alternative methods of assessing the same skill, e.g. real-life work situations.

Click on the link to read the BPS guidelines in full: Dyslexia and Occupational Testing.

Dyslexia and Taking Psychometric Tests

Why might dyslexia cause you difficulties?

Dyslexia can cause difficulties in reading, writing and spelling. It has also been associated with impairments in working memory, processing speed, perception and motor skills.  These skills and functions are called upon when potential employees are asked to complete aptitude tests as part of the recruitment process.  It is possible then that candidates with dyslexia are somewhat disadvantaged in this process, particularly when undertaking literacy-based psychometric tests (e.g. verbal reasoning and verbal comprehension tests).

How can you help the employer help you?

In line with the Disability Discrimination Act 1995, employers are aware of their legal responsibility to select candidates through a fair and non-discriminatory system.  However, as a candidate, there are a number of steps you can take to help your potential employers make the necessary amendments.

Firstly, it is important to inform the organisation as soon as possible that you have dyslexia. They may want to ask you further details on your diagnosis and the severity of your difficulties. It is commonly understood that dyslexia affects each individual differently and so it is likely that your potential employers will want to know the specific impact on you and your test performance. It may also be useful to inform them about adjustments made for you during previous test or exam situations (e.g. increased time allowance or the use of a scribe).

What next?

Finally, it can be beneficial to familiarise yourself with the types of aptitude tests you will be expected to complete. At AssessmentDay, we have a range of practice papers that will enable you to experience different kinds of psychometric tests; including verbal reasoning, numerical reasoning and inductive reasoning. This will allow both you to anticipate what, if any, difficulties you may encounter on the assessment day and will give you a great opportunity to practice your skills.

Practice Test Session at the University of Oxford

4th-5th October 2011: Students from the University of Oxford attend a simulated numerical reasoning test and Q&A session facilitated by AssessmentDay.

Oliver Savill from AssessmentDay recently visited the University of Oxford to deliver two practice numerical reasoning sessions. A simulated test formed part of two whole-day assessment centre bootcamps organised by the university Careers Service. On each day students learnt more about the assessment centres used by graduate employers, and also go to practise the types of exercises used.

The simulated numerical reasoning tests were held in the ISIS computer lab where students got to sit an online test and receive feedback on their score. The practice tests were followed by a ‘top-tips’ presentation and a question-and-answer session. Most graduate employers use psychometric testing as part of their selection process so the students were keen to find out more about the tests. Below is a video clip from parts of the two practice test sessions.

Can’t see the video? You need to download the free Adobe Flash player here.

For more information about this event, including having AssessmentDay visit your university, please contact us on 02074 333166 or



Succeed in the Interview Process

These days job interviews are few and far between. Therefore, when you get an oppourtunity for a job you will want to grasp it with both hands. However caution is advised, as modern job applications can be complex affairs, with each different aspect requiring its own particular strategy.

There is a stereotype about job interviews. You  arrive at your potential workplace, sat out in the corridor, waiting nervously to be called in for a one-to-one with your potential new boss, during the interview you’re asked a range of questions, for which you give your pre-planned responses. If you’re lucky, you’ll get a call back in a couple of weeks, based on how much your new boss liked you as a person.

The above does hold true for many interviews, however these days there is often lots more to the process than this personal assessment. More and more employers have an aptitude test as an instrumental part of the application process. So, whilst there is value in rehearsing for your person-to-person interview, it is often only one part of the application process, and so true preparation requires you to practise for a psychometric test.

The golden rule with an interview is making a good impression. However, this is a subjective measurement, and is relatively easily achieved: a nice suit, clean shaven and a neat haircut. Success with a psychometric test isn’t so easy, which is why you application success equally demands practice, practice, practice.

What is a Psychometric Test?

The interview process is all about competition. Anyone who wishes to succeed in an interview needs to ensure that they are prepared for all eventualities. While competition for jobs is tougher than it has ever been, there is help out there, and practising psychometric tests is a great way to gain a competitive advantage over your rivals.

With unemployment rates still high, the job market is a tough one. Employees now have a huge pool of workers to choose from, and so they have tended to make the interview process tougher than it perhaps has been. This is an understandable strategy, and of course potential employers want to fill their vacancies with the best possible candidates.

Many employees now utilize psychometric tests to make the interview process more rigorous. These tests can take many forms, however they have a single purpose: to identify the best candidates through quantifiable means.

Unlike other parts of the interview process, which may involve a subjective assessment of one’s character etc, an aptitude test looks to measure ‘aptitude’ by clearly definable means. There is no short-cut to succeeding with an aptitude test therefore, and no amount of blag that will see you through the assessment.

Instead, just like a traditional exam, you will only succeed at psychometric tests if you are prepared to practise, practise, practise. While the tests are defined to test your natural abilities, a familiarity with the tests with give you a huge advantage, and on the assessment day you will be ready for any eventuality.

Getting top tips for inductive reasoning

If you are a person applying for a popular job, one of the ways an employer might begin the selection process is by asking you to take part in an inductive reasoning test.

This is a kind of aptitude test, and looks closely at your capabilities and logical thinking abilities. They are popular with employers because when they are faced with a large number of applicants, aptitude tests and psychometric tests can help them to get a picture of each person easily and quickly.

But what if you feel you don’t do yourself justice in these tests? After all, they are not something that we come across every day.

At Assessment Day, we specialise in helping people get to grips with psychometric tests and aptitude tests of all kinds. We believe that practice makes you perfect, and on our site you can download tests to try.

By examining your results, and taking our tips to improve your answers, you can feel better prepared for online aptitude tests or for spending a day in an assessment centre run by an employer.

You can choose from several different kinds of aptitude or psychometric tests that may be ahead of you, and read our expert tips on how to deal with them.

We’re also aware that assessment centre days can be a strain, so we have prepared a special DVD with guidance from experts on what to expect and how to sail through, hopefully getting the job you deserve in the process.

What form do aptitude tests take?

When you apply for a job, you may well be asked to take a psychometric test or aptitude test.

Aptitude tests are a way for potential employers to assess your skills and capabilities, and a successful test may make all the difference between eventually getting the job – or not.

But what form do aptitude tests take? There are a number of different kinds, and you may have to tackle one or more during an assessment day set up by an employer.

One kind of aptitude test is the verbal reasoning test, which normally involves a written passage and some questions with possible True, False or Cannot Say responses.

One way to do well is to make sure you know the full meaning of each response, and on our Assessment Day site, you can find tips on understanding this fully, as well as trying a free sample test. You can then download further aptitude tests so you can keep practicing until you are comfortable.

Another kind of aptitude test is the inductive reasoning test. People sometimes call these diagrammatic or abstract reasoning tests, and should always be practised. They often pop up selection processes for people in the field of IT and engineering, where logical thinking is important.

With practice, it becomes more easy to think logically and methodically to spot patterns in the sequence of graphics you are presented with, and finish the test in plenty of time, while showing off your abilities in the way that you would wish.

Understanding Psychometric Testing

When most jobseekers find out that there will be some kind of aptitude test as part of their interview, they often believe that it will be a type of exam which will result in instant rejection if failed. However, this is not entirely accurate. Essentially, nearly every type of occupational psychometric test is used as a tool to help employers further understand a job candidate’s abilities. Psychometric testing is not used exclusively to make recruitment decisions, rather it is used in combination with other elements like CVs, application forms and interviews to help construct a more detailed profile of a candidate.

In essence, the two main areas of occupational psychometric testing involve the assessment of typical performance and maximum performance:

Typical performance

Typical performance tests assess areas such as personality, values and motivation. This type of psychometric test is normally used to discover whether an individual has a genuine interest in a job vacancy and how compatible their personality would be to the existing team. A typical performance test will generally have no right or wrong answers and include no time limit.

Maximum performance

Maximum performance tests are used to assess a candidate’s verbal, numerical and general reasoning abilities. This type of aptitude test can help employers to ascertain whether an individual has the specific occupational skills needed for a role. Therefore, test questions will have right and wrong answers, and there will also be a time limit.

Contact us here at Assesment Day Ltd for more information about psychometric testing.

Psychometric Testing and Recruitment

Psychometric testing is now widely used by many companies to help them assess how suitable a job-seeking candidate may be for a particular vacancy. There are a number of different tests which can be used to assess the relative strengths and weaknesses of a candidate’s character. The results of these tests, along with other factors, can provide an accurate profile of each candidate, and so help employers to determine how suitable they may be.

A psychometric test is usually performed at the start of a recruitment process, as it can be a very effective way of determining suitability and compatibility early on. However, there are still plenty of companies who prefer to go through the traditional interview process first and then use a aptitude test to confirm their own findings at a later stage. It is worth remembering that psychometric tests typically only account for one part of a candidate’s interview and so do not constitute a “pass” or “fail” all by themselves.

Although the thought of having to take a psychometric test or aptitude test may seem daunting to some job-seekers, being adequately prepared can help. Online practice tests are now available to help jobseekers familiarise themselves with the types of tests which they may have to face. These practice tests can really help to increase confidence as many companies now run their tests on computers too.

Ensure you are prepared for your interview by taking some of our online psychometric tests here at Assessment Day Ltd.

Why employers use online psychometric tests

The jobs market has never been tougher and employers are seeking increasingly efficient ways to sort through the applications they read. Indeed, there have even been reports recently of some organisations having to randomly discard certain candidates without assessing their skills and experience simply because they do not have time to wade through the mountain of information facing them.

This is a clear indication of the pressures facing firms these days. With this in mind, it is no surprise that many now use online psychometric tests as a means of whittling down the jobseekers who have applied for positions.

An aptitude test is a fast and efficient way of determining the level of ability candidates have. Once enterprises have completed these assessments, they can then move on with the process of appraising the remaining applicants, all of whom have reached a necessary minimum standard.

And as time passes, online psychometric tests become increasingly sophisticated, allowing employers to glean ever more detailed and accurate information about those looking for work with them.

So, if you are seeking a job at present, it may be a good idea for you to prepare in case you face an aptitude test. After all, these assessments show no sign of fading in popularity – in fact quite the opposite.

The good news is that by using resources such as those provided by us here at AssessmentDay, you can get a great idea of what to expect and run through similar tests in readiness for the real thing.

Practise makes perfect with verbal reasoning tests

These days, there are many forms of aptitude test in operation. Indeed, firms are increasingly using such means of assessment as a way to differentiate between candidates at various stages of the job seeking process.

One of the most common forms of the psychometric test is verbal reasoning. This is no surprise given the importance of such abilities in many jobs. You might at first think it is easy to sail through such challenges. After all, you are likely to use verbal reasoning in your everyday life on a frequent basis.

However, it is not quite as simple as this. When you combine the pressure of the aptitude test scenario with the crafty way in which some of the questions are worded, it can be harder than you think to perform well in such situations.

This is why it is so important to get plenty of practise in before you are thrust into these high-pressure situations. By familiarising yourself with the format of the assessments and making sure you are able to get through them within the specified time limits, you can significantly enhance your chances of success.

In general, verbal reasoning tests take the form of a written passage and a number of questions based on this with the options of true, false or cannot say.

By running through tests like this, you can avoid making unnecessary mistakes when the big day arrives. Therefore, it might well be worth your while investing in some sample assessments.

Regardless of the type of psychometric test you are going to take for your job application, we should have the perfect trial versions here at AssessmentDay.