62 JOBS & OTHER OPPORTUNITIES JOBS & OTHER OPPORTUNITIES 63 In the next phase of the recruitment process THE KEY TO CRACKING WHAT SORT OF PSYCHOMETRIC organisations will then often conduct more comprehensive assessments on a shortlisted ASSESSMENTS CAN YOU applicant list. These assessments normally PSYCHOMETRIC ASSESSMENTS EXPECT TO ENCOUNTER? measure cognitive ability and personality. A personality questionnaire you are likely to Ceri Neilson [SHL Head of Strategic Solutions and Accounts] any organisations use a number of encounter is the Occupational Personality Massessments at different stages of their Questionnaire (OPQ32r) which measures your own preferences for different aspects sychometric assessments form a part of CV’s can only tell organisations so much recruitment process. Typically early on in of work. There are no right or wrong answers; many organisations’ graduate recruitment about you; they also need to know whether your application process you will be asked to P these assessments ask you to outline which process. The objective for organisations you will demonstrate the competencies complete some form of short competency- of a range of statements are more or less using psychometric assessments is twofold. or ‘behaviours’ required for a particular based screening assessment. This may take like you. You would be presented with Their first objective is to deal with market graduate role. Psychometric assessments the form of a questionnaire type format with three statements and your role is to answer conditions. They typically have large are the means organisations use to find out questions around your preferences, or it which statement is most like you and which volumes of applicants from which they have your potential in relation to the requirements may take the form of a simulated situational statement is least like you. to select the top few in an objective, fair and of the graduate roles they can offer. judgement type questionnaire. Knowing that The cognitive ability tests are more like defensible way, whilst managing this process Organisations want to typically find out more you as graduates are immersed in the world tests where there is a right and wrong answer. effectively in order to protect their employer about your cognitive ability, personality and of technology, organisations are moving to You may be asked to complete a verbal and/ brand and at the same time maintain tight judgement within the working world. It is administer these assessments in an online or numerical and/or inductive reasoning control over budgets. Their second objective important that organisations make the right multimedia format. Situational Judgement test. These tests are typically timed. Verbal is to find out more information about the selection choices both for themselves and Tests are used to assess your ability to tests are designed to measure your ability applicants in terms of whether they show for you: it is in everyone’s best interests make good judgements on the appropriate to understand written information and to potential for the organisation’s particular to be in roles they enjoy and have the response in workplace situations. During evaluate arguments about this information. graduate positions. potential to perform well in. Going through this test you would be presented with a Numerical tests are designed to assess Each and every one of you has potential to a comprehensive selection process also situation, and asked to select the response your understanding of tables of statistical be successful in the world of work. However, gives you the opportunity to make sure the that you think would be the most effective and numerical data as well as your ability every job that exists requires a different organisation is right for you. in dealing with the situation. Through to make logical deductions from that kind of potential. Academic results and listening to and watching the avatars and then considering four possible answers information. you will have to decide which is the most appropriate and least appropriate way of dealing with the issue/challenge. UNIVERSITY OF CAPE TOWN CAREERS SERVICE GUIDE 2013 UNIVERSITY OF CAPE TOWN CAREERS SERVICE GUIDE 2013 64 JOBS & OTHER OPPORTUNITIES JOBS & OTHER OPPORTUNITIES 65 Inductive reasoning tests measure the For example you can visit SHL’s candidate ability to work flexibly with unfamiliar practice site at www.shldirect.com to get a information and find solutions. People feel for the tests. who perform well on these tests tend to Visit this same site to download the iPQ have a greater capacity for conceptual and Career Planner app. This app can help you analytical thought. identify and secure the job that’s right for You cannot study for these assessments, you in a competitive market. but practising some of them is always encouraged. SOME GENERAL TIPS t%POUXBJUVOUJMZPVBSFBHSBEVBUFUPBQQMZGPSKPCT t%FWFMPQZPVSFNQMPZBCJMJUZTLJMMT t(FUXPSLFYQFSJFODF t%FWFMPQBQSPGFTTJPOBMPOMJOFQSPmMF t%JGGFSFOUJBUFZPVSTFMG t1SBDUJDFNBLFTQFSGFDU Go to www.shldirect.com to get more tips. UNIVERSITY OF CAPE TOWN CAREERS SERVICE GUIDE 2013 UNIVERSITY OF CAPE TOWN CAREERS SERVICE GUIDE 2013.