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Selection tests for employment

PruebasSeleccion Selection tests for employment

The selection tests They are the set of tests that are performed on candidates during a selection process. Its objective is to evaluate the potential of the candidate and check if it adapts to the functions of the job and the work environment.
PruebasSeleccion Selection tests for employment

Generally, the tests usually last between one and five hours and are classified into professional, aptitude, personality or group dynamics tests.

To pass them successfully, it is important that you carefully read the instructions for each test, stay focused and answer according to your criteria.

Below you can find information on the different types of tests and recommendations to successfully pass them.

Professional tests

The professional tests They are exercises that evaluate the knowledge necessary to develop a specific activity. They analyze training, experience, competence and skill in a given activity. They may ask you to do a report, project or research, repair or assemble a device, a language test or find the solution to a specific problem.

Intellectual aptitude tests

These tests evaluate the basic intellectual abilities to carry out specific tasks related to the job.

The psychotechnical tests that are used to evaluate these aptitudes are questionnaires with closed answers, which have a time limit during which the maximum number of problems raised in the test must be solved. The type of test and the level used depends on the position and the company offering the job.

Types of Abilities Measured by Psychotechnical Tests

Abstract reasoning Ability to draw conclusions from specific data, using deductive logic.
Verbal aptitude Ability to understand and express oneself orally or in writing; correct use of the language, verbal fluency, good vocabulary level, …
Numerical aptitude Ability to understand and work with numerical operations.
Spatial fitness Ability to differentiate shapes, volumes, distances, positions in space, and to mentally represent figures and objects in two or three dimensions.
Manipulative ability Ability to perform all types of work in which the hands are used and in which dexterity and precision of movements are required.
Attention – concentration Ability to be attentive, focused while performing a repetitive and monotonous task.
Recommendations to pass the test:

  • Read carefully and understand the instructions, follow the rules dictated by the examiner. You shouldn’t be shy about asking what you don’t understand.
  • Keep your concentration level high. A certain tension will improve performance, as the test progresses, it will also increase confidence. You should focus on the test and forget about the rest of the people if there are more candidates in the same space.
  • Read the complete sentences carefully, without forgetting any alternative answer, paying special attention to the keywords.
  • The goal is to get to the end of the test, but not at any cost. Don’t waste time but think about the answers. If possible you can save the most difficult questions for last. Do not do more than is strictly necessary.
  • There are obvious questions, use common sense, sometimes the simplest answers are the correct ones.
  • Watch your behavior. Show yourself collaborative, hard-working and responsible. They are important qualities, think that you are in a “simulated work” situation.

Personality tests

Depending on the demands of the job, the personality of the candidate will be more or less decisive in the selection. However, there are general aspects of the personality that are valued in any job such as social adaptation, initiative, adaptation to the rules or level of maturity and responsibility.

Types of personality tests:

Personality questionnaire It is a list of closed questions with few answer options (2 or 3). The information obtained is structured in a profile of differential personality traits (emotional stability, introversion / extraversion, independence, authoritarianism, etc.)

Recommendations:
Follow the instructions; be sincere in the answers; Don’t give too extreme answers and work quickly without leaving questions to answer.

Projective tests A series of situations with an open answer are proposed, which imply a personal identification with the question or problem to be solved, “projecting” one’s own personality in the answer.

Recommendations:
In general, unusual or exaggerated responses can be interpreted as eccentric or poorly adapted behaviors.

Graphological studies This modality is based on the study of the candidate’s writing in the writing of the cover letter or some other document presented in the selection process.

Recommendations:
Keep the page neat, with regular margins, with horizontal or moderately rising lines, the writing must be legible and include the professional signature.

Group dynamics

This type of selection test has taken on great importance in recent years due to the large amount, validity and usefulness of the information that can be extracted from the candidates.

Group dynamics are verbal discussion techniques aimed at debating on a topic or solve a problem as a group, in a limited period of time, generally between 45 minutes or 1 hour. The size of the group can vary depending on the objectives being pursued, but generally they range between five and ten candidates.

The main objective of these dynamics is not to find the solution to the situation presented, but to observe and evaluate the skills and attitudes that the candidates develop throughout the exercise, that is, personality, teamwork and leadership skills, which can be difficult to measure in a common screening interview.

Aspects observed in group dynamics Putting skills into practice Communication skills.
Capacity for teamwork.
Problem solving ability.
Persuasion ability.
Emotional control.
Initiative.
Social skills.
Other observable aspects In addition, through the interventions it is possible to analyze the voice tone that has been used throughout the dynamic, since in this way you can see the way in which you want to transmit the message (calm, agitation, enthusiasm …), and on the other hand, the nonverbal language, which implies another type of expression and communication between the candidates.

In any case, it is one more step in the selection process and that complements any other selection practice that is carried out in the same process, such as, for example, distinguishing and delving deeper into the curriculum vitae presented.

There are various dynamics that can be proposed to get to know the candidates better and to more directly evaluate some of their skills. Some of them are:

Typology of group dynamics Presentation exercises. Each member must introduce themselves to the group and explain some aspect of their curriculum vitae that they want to highlight.

Debate, round table or forum. A topic is raised and the group must discuss to reach a conclusion.

Panel. The topic to be presented is divided into parts among the candidates. At the end of the presentation, the interviewer asks questions to generate debate, which culminates in a summary by each candidate.

Brainstorming or brainstorming. Its main objective is to develop and exercise the creative imagination. The group is allowed to act with total informality and freedom so that it expresses everything that occurs to it around a theme exposed by the interviewer. Based on the proposals, the evaluation of each one of them, their efficiency, practical possibility and possible results obtained is proposed.

Some recommendations to face a group dynamic are:

  • Pay attention and understand the task that is requested for group dynamics, asking for clarification if necessary.
  • Participate actively and contribute in everything that is in your hands in relation to the group objective.
  • Listen carefully what the other candidates present and argue, accepting and assertively criticizing their contributions.
  • Respect shifts of the participants. Diplomacy is something that is highly valued.
  • make arguments with solid and well-founded foundations.
  • Integrate contributions of the other candidates in your speech.
  • Show clarity and conciseness in interventions.
  • Have time control and rhythm of dynamics, proposing, if necessary, new proposals or actions.

Some selection processes can be lengthy and you may have to perform different tests. Follow the process closely and prepare well for both the tests and the job interview.

If you have not finally been selected, ask why, this will help you prepare for future selection processes.

Remember that continuous training is essential for any professional, if you need to improve your technical and transversal skills you can start by looking for the courses that will help you do it.

Keep browsing our section on how to look for a job to know all the phases of this process.

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