Introduction
Many recruiters today are more commonly using tests as part of their graduate selection procedures. These tests are designed to measure and assess many different criteria. They come in many forms and are dependent on the type of skills a certain position demands.
The most commonly used tests are:
Aptitude and ability tests
These assess your overall or 'general' intelligence, or particular types of intelligence, such as your logical reasoning or thinking performance. Many tests are designed to measure a particular ability or disparate skill e.g. verbal, numerical, diagrammatic, spatial, abstract reasoning, data interpretation. Aptitiude tests identify your potential to learn to do a new task rather than the abilities you already have - something that is important to many employers.
In practice, the tests used most by employers are verbal and numerical. They are administered under exam conditions and are strictly timed. A typical test might allow 30 minutes for 30 or more questions.
Aptitude tests are sometimes used prior to a first interview - at this stage there is often a "pass mark" or cut off score, which you have to achieve to continue your application. For example ?Data Connection?, ?Cyberscience?, companies where key skills are important.
Personality tests
These aim to assess your personal qualities by your responses to a number of questions or statements. They focus on a variety of personality factors such as : how you relate to other people, your workstyle, your ability to deal with your own and others' emotions, your motivations and determination and your general outlook.
Unlike aptitude tests, there are no "right" or "wrong" answers and questionnaires are usually untimed. The selectors will not be looking for a rigid "typical" personality profile, although certain characteristics will be more or less appropriate for that particular job.
The best way to approach all of these questionnaires is to answer them as straightforwardly as you can. Guessing what the employer is looking for is difficult and could well be counter-productive - after all, you do not want to be given a job which really does not suit you.
Some test examples:
Barclays Capital - Barclays Capital encourage applicants to try sample tests to familiarise themselves with the format of the tests as well as with the types of questions you may be asked. They use SHL practice tests, which are available online and consist of verbal/numerical and diagrammatic reasoning questions, and personality questions.
Civil Service Fast Stream - The programme will help you assess how suited you might be for a Fast Stream career - and how much you would enjoy it. It's been designed specifically for the Civil Service General Fast Stream but the results are also applicable for the other Fast Stream options.
The programme is in two parts. There is a self-selection questionnaire that encourages you to think seriously about the work of the Civil Service Fast Stream and how it matches your interests, skills and expectations. This is followed by some cognitive tests, which are similar to those used in the Qualifying Test that forms the initial part of the Fast Stream selection process. Select "Click here to download the programme" as a zip file.
