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latrobe.edu.au CRICOS Provider 00115M Title of presentation Name of presenter Title of presenter School / Faculty / Division xx Month 201x Graduate Head Start 2013 PSYCHOMETRIC TESTING & ASSESSMENT CENTRES Career Development Centre La Trobe University 20 February 2013

Head Start Psychometric testing & Assessment Centres

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Page 1: Head Start Psychometric testing & Assessment Centres

latrobe.edu.au CRICOS Provider 00115M

Title of presentationName of presenterTitle of presenter School / Faculty / Divisionxx Month 201x

Graduate Head Start 2013PSYCHOMETRIC TESTING & ASSESSMENT CENTRESCareer Development Centre La Trobe University20 February 2013

Page 2: Head Start Psychometric testing & Assessment Centres

Psychometric Testing

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Psychometric Testing

What are psychometric tests?

• A series of multiple choice questions which aim to objectively measure attributes like intelligence, aptitude and personality.

• Can be used to assess ability as well as potential.

• Administered online or using paper and pencil under standardised conditions.

What do they measure?

• Ability – “Can do”

• Attitude – “Wants to”

• Skills – “Has done”

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Types of psychometric tests

Personality Inventories

Aptitude &Ability Tests

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Personality inventories

• Measure behavioural style and preferences within an occupational context.

• Concerned with underlying disposition and preferred ways of behaving, not ability.

• Typical format is preferential questions.

• There are no right or wrong answers.

• Responses are used to develop a profile.

• Tests are usually untimed.

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Aptitude and ability tests

• Measure skills and abilities relevant to a position or occupation.

• Typically cover a broad ability area (e.g. verbal / numerical reasoning), not knowledge (e.g. accounting).

• Measure intellectual abilities as well as potential to learn and understand new information in a limited timeframe.

• May simulate elements of a task to assess your ability to perform that task.

• There are “right” and “wrong” answers.

• Performed under timed conditions.

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Aptitude and ability tests

• Abstract reasoning

• Verbal reasoning

• Numerical reasoning

• Spatial reasoning

• Perceptual ability

• Information checking

• Technical

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Preparing for psychometric tests

Find out from the employer relevant information such as:

• What sort of tests do they conduct?

• What do the tests measure?

• How long will the tests go for?

• Can you use a calculator in numeric tests?

• Take practice tests to familiarise yourself with the types of questions that may be asked.

• Try to undertake your testing in the morning if possible.

• If completing multiple tests, take a break between them.

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Strategies for during testing

• Answer easier questions first.

• Come back to more difficult questions later.

• Don’t spend too long on any one question. If you cannot answer a question, go on to the next.

• If you are going miss a question then either guess (if you don’t plan to return to it) or make a mark next to it that you can easily find it later if you have time.

• Don’t make assumptions about the way you should respond.

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Strategies for during the test

Personality Inventories

• Don't overly deliberate about any one particular question. Your first response is usually best.

• Don’t try to answer as you think you should; answer honestly.

Aptitude Tests

• Work quickly and accurately.

• Don’t be surprised if you can’t answer all questions.

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Tips for during the test

• Listen to and read all instructions.

• Read each question carefully before answering.

• Don’t be afraid to ask questions if you don’t understand the instructions.

• If you feel overwhelmed, breath slowly and maintain a positive attitude throughout the process.

• Don’t worry about how other candidates are progressing.

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Getting feedback after testing

• Many organisations will offer you feedback, regardless of whether or not you are successful.

• If feedback is not offered, ask if it can be made available.

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A word on faking

• Most personality inventories have built-in lie detectors to identify candidates who are answering in a socially desirably manner (i.e. ‘faking’).

• As many personality inventories measure a range of personality traits, it’s difficult to ‘fake’ every scale.

• It’s hard to predict the personality traits that organisations are looking for, so it’s best to respond honestly.

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Improving your test performance

Verbal Reasoning Tests

Read newspapers, reports, business journals.

Do verbal problem solving exercises, e.g. crosswords.

Numerical Reasoning Tests

Read financial reports in newspapers.

Study tables of data and practice your mental arithmetic.

Abstract Reasoning Tests

Solve puzzles in newspapers and magazines involving diagrams.

Play games involving sequences or strategies, e.g. chess, draughts.Source: SHL

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Assessment Centres

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What are assessment centres?

• A series of exercises or activities designed to assess how candidates relate to others or how candidates cope with various tasks and demands.

• Aim to replicate some of the key tasks and assesses how you deal with the scenarios you are put in.

• Highly structured in their design, application and procedures.

• There will typically be multiple assessors, evaluating you against multiple competencies in multiple exercises.

• Can last from half a day to three days.

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What happens on the day?

• Several candidates will be present.

• Some exercises will involve other candidates, some you may do on your own.

• You will be assessed against a number of key competencies required to do the job.

• Trained observers will rate individuals on a range of competencies, using a prescribed performance scale.

• There will typically be multiple assessors, evaluating you against multiple competencies in multiple exercises.

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Typical activities

• Ice breakers

• Presentation

• In tray task

• Aptitude tests

• Group task

• Case study

• Role play

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What do they measure?

Competencies that may be assessed during an assessment centre include:

• Team work

• Communication

• Leadership

• Influencing

• Problem solving

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Skills Role Play / Presentation

In Tray Written Report

Group Discussion

Psychometric Tests

Interview OVERALL

Team Work

Communication Problem solving and analysis Attention to detail Commercial acumen Planning and organising

Interpersonal effectiveness

Skills matrix

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Preparing for assessment centres

• Find out what sorts of activities will be used.

• Identify your strengths and weaknesses.

• Think of examples that demonstrate your skills.

• Familiarise yourself with the job description and know the selection criteria.

• Research the employer and industry beforehand.

• Dress appropriately.

• Get a good night’s sleep beforehand.

• Stay calm. Practise deep breathing.

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Tips for during the assessment

Listen to and read all instructions carefully.

Don't make assumptions about the way in which you are expected to respond. Be yourself and respond honestly.

Be respectful of the other participants.

Avoid being either passive or aggressive.

Employers will be looking at you to see how you interact with others, during the activities and in the breaks.

Don't give up if you perform badly on one task. There will be other opportunities to demonstrate your skills.

Try not to compare yourself with others.

Be yourself!

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Tips for the group task

• Read the written instructions carefully.

• Make your contributions relevant and useful.

• Speak confidently and clearly – but avoid being overbearing / competitive.

• Demonstrate active listening skills.

• Always have the desired goal in mind.

• Think about your body language.

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Thank you

latrobe.edu.au CRICOS Provider 00115M

Contact Us:

Bundoora: Level 1, Peribolos East

9479 2459

www.latrobe.edu.au/students/careers

[email protected]

www.facebook.com/LaTrobeCareers

@LTUcareers