Online asessments, or 'CV culling' !?
Discussion
Just done a Logical reasoning test (problem solving, really) on-line.
Its for a job I really, really want with a big-ish utilities group.
Now - I understand exactly why they do these - its an easy way to half the number of letters and CV's you actually have to personally read through, and thats fair enough.
I got 100% repeatedly in the practice tests, although in the real thing it turned out I didn't reach the end, missing the last 15%.
I presume they step up the pressure a bit for the real thing in terms of how fast you have to answer them - it was only towards the final third I started to realise I was running out of time - which of course a simulation of what happens when pressured for time in the real world. The gits
Out of interest - anyone got any idea what the pass mark might be for something like this? Anyone in recruitment use these kind of tests to help with their job?
Its for a job I really, really want with a big-ish utilities group.
Now - I understand exactly why they do these - its an easy way to half the number of letters and CV's you actually have to personally read through, and thats fair enough.
I got 100% repeatedly in the practice tests, although in the real thing it turned out I didn't reach the end, missing the last 15%.
I presume they step up the pressure a bit for the real thing in terms of how fast you have to answer them - it was only towards the final third I started to realise I was running out of time - which of course a simulation of what happens when pressured for time in the real world. The gits
Out of interest - anyone got any idea what the pass mark might be for something like this? Anyone in recruitment use these kind of tests to help with their job?
As for the pass mark, I think it's a case of asking how long is a piece of string. However, in case you were interested, 'pass marks' for graduate recruitment at big inv. banks tend to be modelled on a curve; if you score in the top 40% of candidates taking that test then you get through. But as I said, all companies will have different standards; some companies will do a rolling application and some will wait until the deadline etc.. Might be worth asking HR?
Oh, and the practice tests are seemingly NEVER representative of the real thing, they're mostly about getting used to the layout of the test!
Oh, and the practice tests are seemingly NEVER representative of the real thing, they're mostly about getting used to the layout of the test!
Yes, this particular one was done by SHL.
I'm being pragmatic about it - I know i'n my head thst I'm quite good at the kind of "logic" type problems I was tested on, so I think I did ok. I presume the test was deliberately pushed for time.
I've got everything crossed though as it's a job I really want!
I'm being pragmatic about it - I know i'n my head thst I'm quite good at the kind of "logic" type problems I was tested on, so I think I did ok. I presume the test was deliberately pushed for time.
I've got everything crossed though as it's a job I really want!
Basically two types of test can be used in recruitment..
Firstly, ability tests - these will be timed and the results will be expressed in percentile terms as stated above. They are pretty much an absolute measure of ability in the relevant area. ie, verval reasoning, numerical reasoning etc etc and therefore particularly good at prediciting job performance in that area. If you are recruiting for, say, a book keeper and they score around the 30 percentile on a numerical reasoning test then, yes, you may wish to bin the cv at that point!
Secondly, personality tests. These will not be timed. Personality tests are used to give recruiters an idea of the sort of person you are and the way you are likely to behave in different situations and the way you prefer to work. eg: do you prefer to work in:
a) A predictable, orderly, routine and controlled environment
or do you prefer
b) Spontaneity, uncertainty and an ever changing objective!
These tests will usually be used as part of an competency based interview.
Let's say the assesssment showed you to be type a) above, and the job required someone who could adapt to ever changing situations in which you had to work independently, then the interviewer would probably ask you to describe a situation in which you had had to react quickly to a change of events - what was it, what did you do, and what was the outcome. This will help them understand more about the way you are likely to perform if they were to employ you.
Personality tests can never be 100% because they can only indicate our likely behaviours and cannot take account of our learned behaviour arising from experience and life in general. This is the age old "nature v nurture" debate so we won't go there just now!
HTH
Chris
Firstly, ability tests - these will be timed and the results will be expressed in percentile terms as stated above. They are pretty much an absolute measure of ability in the relevant area. ie, verval reasoning, numerical reasoning etc etc and therefore particularly good at prediciting job performance in that area. If you are recruiting for, say, a book keeper and they score around the 30 percentile on a numerical reasoning test then, yes, you may wish to bin the cv at that point!
Secondly, personality tests. These will not be timed. Personality tests are used to give recruiters an idea of the sort of person you are and the way you are likely to behave in different situations and the way you prefer to work. eg: do you prefer to work in:
a) A predictable, orderly, routine and controlled environment
or do you prefer
b) Spontaneity, uncertainty and an ever changing objective!
These tests will usually be used as part of an competency based interview.
Let's say the assesssment showed you to be type a) above, and the job required someone who could adapt to ever changing situations in which you had to work independently, then the interviewer would probably ask you to describe a situation in which you had had to react quickly to a change of events - what was it, what did you do, and what was the outcome. This will help them understand more about the way you are likely to perform if they were to employ you.
Personality tests can never be 100% because they can only indicate our likely behaviours and cannot take account of our learned behaviour arising from experience and life in general. This is the age old "nature v nurture" debate so we won't go there just now!
HTH
Chris
snotrag said:
Yes, this particular one was done by SHL.
I'm being pragmatic about it - I know i'n my head thst I'm quite good at the kind of "logic" type problems I was tested on, so I think I did ok. I presume the test was deliberately pushed for time.
I've got everything crossed though as it's a job I really want!
Did you get the job?I'm being pragmatic about it - I know i'n my head thst I'm quite good at the kind of "logic" type problems I was tested on, so I think I did ok. I presume the test was deliberately pushed for time.
I've got everything crossed though as it's a job I really want!
Holy thread revival and all that.
snotrag said:
Yes, this particular one was done by SHL.
I'm being pragmatic about it - I know i'n my head thst I'm quite good at the kind of "logic" type problems I was tested on, so I think I did ok. I presume the test was deliberately pushed for time.
I've got everything crossed though as it's a job I really want!
I've done business comprehension in one of these for Marstons and came in the top 1%. I still didn't get the job! I'm being pragmatic about it - I know i'n my head thst I'm quite good at the kind of "logic" type problems I was tested on, so I think I did ok. I presume the test was deliberately pushed for time.
I've got everything crossed though as it's a job I really want!
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