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AssessmentDay Comment on Video Recording Assessment Centres

AssessmentDay, an industry leader in online aptitude tests and numerical reasoning tests, have commented on the increasing popularity of video recording assessment centres amongst employers that are keen to vet candidates for prospective roles as thoroughly as possible.

The ongoing economic slump has created a job market that is as competitive as any in recent memory, with many people choosing to carry on working beyond the default pension age in an effort to protect their long-term futures. This has led to graduate unemployment numbers reaching a fifteen year high, as there simply aren’t enough jobs to go around.

Such is the volume of applicants for the majority of vacancies these days; many employers are turning to video recording assessments during the recruitment process. This allows employers to go back and re-watch assessments, which can be particularly helpful if there are a large number of candidates spread across several days.

Video assessments also allow candidates to display their skills without the need for travelling to an assessment centre, which can be advantageous to candidates who would have to travel long-distance, leaving them jaded and potentially affecting their performance.

Some have criticised video recording assessments, claiming that knowing beforehand that they’ll be recorded could cause added anxiety for candidates, while filming them in secret could be considered unethical.

“There are definitely pros and cons to consider with video recording assessment centres,” commented a spokesperson for AssessmentDay. “With so many people competing for each vacancy it’s obvious why employers want to make the recruitment process as comprehensive as possible. Remote assessments could definitely be seen as a positive step for candidates who would otherwise have to travel a long way, though the strain of knowing they’re being recorded for further scrutiny could negate that.

“Unfortunately it may be the case that job seekers will simply have to get used to video recording assessments, as the practice is becoming increasingly common.”

AssessmentDay Comment on Test Intellectual Property Security

AssessmentDay, leading experts in online aptitude tests and psychometric tests, comment on the safety of psychometric test publishers’ intellectual property.

The safety of intellectual property for psychometric tests have recently been called in to question, as it has been known for test questions to be made public, therefore allowing candidates to practice their answers before taking a real test as part of an interview or application process. AssessmentDay believe that the practice of making questions available beforehand will ultimately invalidate the results and the tests would no longer be of any real use to employers or organisations.

The Committee of Test Standards (CTS), who recently held a meeting to discuss the security of test intellectual property, is dedicated to safeguarding test items from being made public. The CTS insist that all members adhere to a code of conduct, which means they are required to sign an agreement to secure test materials so unqualified people do not locate the information and thus invalidate the entire psychometric testing process. As a result of this code of conduct, anyone that does not abide by the intellectual property agreement and undermines the security of test materials may be subject to legal action.

A spokesperson for AssessmentDay commented: “Test publishers spend lots of time and money developing their test items so it is highly immoral, not to mention illegal, to share test questions. Doing so will ultimately devalue psychometric testing as a tool. That is why AssessmentDay write their own questions respecting others’ intellectual property. We strongly condemn any attempts to share test publishers’ material. The valued efforts made by the CTS ensure employers can continue to use psychometric testing to help them find the best candidates.”

AssessmentDay Comment on Graduate Applications

AssessmentDay, leading experts in online aptitude tests and numerical reasoning tests, comment on graduate application processes and their use of psychometric tests.

AssessmentDay is a leading provider of online psychometric tests, numerical reasoning tests and aptitude tests which can help graduates and job seekers secure employment. Due to their rapid growth in popularity, AssessmentDay’s website is now linked from 25 UK universities and they are a prominent resource on graduate career websites, such as WikiJob,, CareerBuilder, GradSouthWest and GraduatesYorkshire.

AssessmentDay has recently commented on the use of psychometric tests in graduate applications. AssessmentDay believe employers should bring the psychometric test forward to the first round of applicants instead of the second round, as this test can eliminate a large amount of applicants. As a result, an applicant will not waste their time going through rigorous processes only to be rejected.

A spokesperson for AssessmentDay commented: “While many believe applicants will be deterred by the idea of a psychometric test, it is in the applicant’s interest to discount them from an employment position as quickly as possible if they do not fit the role. Various application stages may ultimately only lead to disappointment and will only serve to slow down the employment process.”

AssessmentDay Comment on Psychometric Testing and Discrimination

Psychometric testing has proven to be a popular and effective way to assess prospective employees, and is widely used by many companies across the globe during recruitment. These tests are designed specifically to avoid any trace of bias, aiming to feature questions which do not lean towards one age, gender or ethnic group more than another.

However, with online psychometric tests becoming more and more popular, there has been some concern over how fair this is for older generations. Whilst many younger people are now introduced to computers and the internet from an early age, experts believe that some older people may lack confidence when faced with modern technology.

Some experts have questioned whether the use of online psychometric tests may be viewed as discriminating against older people, as younger people are likely to be happier using a computer. However, there are others who believe that this is a valid part of the assessment, as if the job is likely to involve using computers, they should be able to navigate the test with a satisfactory level of competence.

“Creating psychometric tests which are completely unbiased towards people of different age/race/sex/disability is difficult, yet it is illegal to have a test which discriminates,” commented a spokesperson for AssessmentDay. “Our wide range of online aptitude tests and psychometric tests allow people to practice, helping them to familiarise themselves with the testing process.. They can take the tests as many times as they like, which has proven helpful for many people during the job application process.”

AssessmentDay Comment on Dishonest Responses in Psychometric Tests

AssessmentDay believe that people who undertake psychometric testing may find themselves tempted to provide false answers for personality profiling questions, in order to advance their chances. However, as a provider of practice online psychometric tests and aptitude tests, AssessmentDay warns against this course of action.

Online aptitude tests and psychometric testing have become a popular method for evaluating potential employees throughout job application stages, as they assess the particular strengths an individual has, and can help an employer discover the most suitable candidates without having to interview a large number of applicants in person.

As many psychometric tests involve personality tests, applicants may find themselves attempting to beat fellow applicants by giving answers they believe the employers will most likely want to hear. However, most online psychometric tests have in-built checks to identify whether a person is being honest or not, commonly by rephrasing questions in a number of different ways.

“When faced with personality questions in online psychometric tests, it can be tempting to choose answers you believe will make you look better, rather than those which you know to be true to yourself,” a spokesperson for AssessmentDay commented. “However, people should be aware that this can backfire if they are caught out, and it could lead to further problems down the line if they are given the job under false pretences. With our practice online psychometric tests and aptitude tests, people can become comfortable with the process.”

AssessmentDay Comment on the Numerical Reasoning Calculator Debate

AssessmentDay, leading experts in online aptitude tests and psychometric tests, comment on the implications of allowing the use of calculators in numerical reasoning tests.

There has been recent debate over whether the use of calculators in numerical testing should be permitted. In certain jobs, numerical reasoning will play a key role, and employers will be looking for someone who has a high level of mathematical ability as opposed to someone who relies heavily on a calculator.

Many jobs may feature numerical tests in their application phase, yet there is often a difference in the way some of them are conducted. For example, some numerical testing will allow applicants to use a calculator, while others will require them to display their mental arithmetic skills instead. However, some believe that this is irrelevant, as there will be no restriction on whether they use a calculator or not once the candidate actually secures the role.

“This is a complicated issue, as people who have a high degree of numerical reasoning may struggle during a test if nerves affect their skills, while many are so practiced in using a calculator that they may have forgotten the basics of mental arithmetic,” commented a spokesperson for AssessmentDay. “It may be an idea to allow a calculator for half of a test, and then ask the applicants to use mental calculations for the rest. This will then make it easier to assess who has high mental estimation skills by evaluating which portion shows the better results. By using our practice numerical reasoning tests, people can become comfortable with the format and structure of this kind of testing, and therefore increase their chances of securing the position.”