How do I Prepare? How do I practice?

You can read through the information below and try some practice questions. Whilst these types of tests and questions may not directly apply to the assessments you have been asked to undertake, they may be similar.

Cognitive Ability Testing 

This is a measure of verbal, numerical and abstract reasoning. Cognitive ability testing can be measured across all role and industry types.

• Verbal Reasoning – This measures the ability to rapidly extract relevant information from written sources and make objective judgments on the basis of that information. It provides an indication of the way in which a person will perform when working with complex information such as reports, correspondence, and research information.
• Numerical Reasoning – This measures the ability to deal with numerical information in a variety of formats. It provides an indication of the way in which a person will perform when working with numbers, tables, bar graphs, pie charts, analysis reports, and other data found in the workplace.
• Abstract Reasoning – This measures the ability to acquire and assimilate new ideas with existing knowledge. It provides an indication of the ability to identify patterns and trends, recognise underlying relationships among concepts, and solve problems.

To trial some example cognitive ability questions click here

Personality Questionnaires  

Personality assessments have no right or wrong answers. They are a snapshot of your preferred working style, and are useful to discover your fit with a role and organisation. Organisations may also use the tool for your future development, which is an important benefit for you.

There are some important points to remember when completing such questionnaires:·      

• When answering the questions, think of how you typcially act in work situations rather than social situations. If you have not worked before, think about your social experiences.·      
• Be as discerning and honest as you can. Remember, there are no right or wrong answers, so please do not give an answer because you think it is the right thing to say or how you might like it to be.·      
• Note that most questionnaires have checks built into them that give an indication of how honest and frank you  have been in your ratings·      
• You may find some questions hard to answer, however try your best to answer them. Often it is best to go with your “gut reaction” rather than pondering at length over an answer.    
• When dealing with Talent Technologies, you will be given the opportunity to discuss your questionnaire with a consultant. You can talk to them about your experience, and most candidates find the feedback session to be a useful tool for development. 

To trial some example personality questions click here

Competency Based Assessments 

What is a competency? 

A competency is defined as a skill, knowledge, ability or clusters of behaviour that are associated with highly effective performance in a given role.

What is a competency based assessment?
Competency assessments are designed to assess a candidate’s ability to fulfil critical job requirements. PreVisor’s competency assessments are specific  and directly applicable to the role being recruited for. Each assessment measures the knowledge, skills, abilities, and other behavioural attributes required to perform on the role. Questions may include attitude and personality, background questions, scenario based questions, simulations and cognitive ability questions (refer to example cognitive ability questions above). 
 
How is a competency based assessment used in the recruitment process?
 
A competency based assessment score is used (along with results of other psychometric tests, interviews, reference checks etc.) to determine a candidate’s suitability for a particular role.
 
To trial some example competency based questions click here