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Interview Preparation1
UNIT B:
INTERVIEW PREPARATION
CHAPTER 16
GET READY FOR SCIENTIFIC METHODS USED IN SELECTION
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Interview Preparation2
LEARNINGOBJECTIVES
After studyingthischapter youshouldbeableto:
Need to deploy psychometric and other tests for recruitment
Verbal reasoning tests
Numerical reasoning tests
In tray exercises
Group exercises– Problem solving
Presentation
Chapter 16 Get ready for scientific methods used in selection
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16.01 Introduction3
Chapter 16 Get ready for scientific methods used in selection
Recruitment is no longer an art; it is a full grown science. If ywant to land inyour cherished job, you will needtoknow all abo
the latest recruitment techniques or scientific methods employbyrecruitersto ensurecorrect selectionof candidates. Thetrend
for you to bemailed a letter invitingyou to cometo theemployepremises (or an external test center hired by the organization). Tletter will say something like, ‘There will be a few tests,
interview and a presentation. Please arrive at 9.00 in the mornandexpect toallowthreehours.’
This is signal that you are in for something more than straigforwardface-to-face interview wetalkedabout so far. Youwill ha
to appear for some psychometric tests designed to distinguamongtheapplicantsandensurebetterselection.
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16.02 Why are scientif ic methods used?4
Chapter 16 Get ready for scientific methods used in selection
The answer is quite simple. Employers have woken up to the fathat recruiting the wrong people costs a great deal of mon
Further recruitment advertising is expensive, the per centimetrates for ‘Situation Vacant’ or ‘Wanted’ advertisements is usua
higher than any other type of advertising. Speaking to candidaton the telephone, siftingthrough applications, and interviewingtake up a great deal of timeand someone has to be paid to do t
work.
Finally, takingsomeone on only to discover that the person canndo the job, and/or hates the job and leaves it, isnot an option a
longer. It isvitallyimportant toget it right thefirst time.
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16.02 Why are scientif ic methods used?5
Chapter 16 Get ready for scientific methods used in selection
That is the reason whymoreand moreorganizationsare turningso-called ‘scientificallyproven’methodstoselect their staff.
You are more likely to come up against psychometric testing aother ‘hightech’methodsif youapplytoalargeorganization.
Small to mediumsized enterprise (SMEs) still rely to a great exte
on the traditional interview for their recruitment decisioalthough this is undergoing a change towards use of scient
methods.
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16.03 Psychometric tests6
Chapter 16 Get ready for scientific methods used in selection
Psychometrics is the science of psychological assessment. It wrecognized that a few measures taken over a short period of tim
were able to predict future behaviour. Psychometric tests can divided into two broad categories: knowledge based and pers
based. Tests of ability, aptitude, attainment, competence, aachievement areexamplesof theformer, while testsof personaliclinical symptoms, mood, integrity, interests, and attitude typ
thelatter.
A major difference between the two is that knowledge-based tehave right and wrong answers, while person-based te
differentiatedifferent typesof individual.
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16.03 Psychometric tests7
Chapter 16 Get ready for scientific methods used in selection
Within knowledge-based testing, tests of general intelligence halargelygivenwayto testsof specificabilities.
For example, occupational psychologists use tests of cleri
aptitude, computingskills, and numerical and verbal reasoning, of which assess particular abilities that have relevance to differetypesof work.
Therearefour basicscientificprinciplesthat underpinpsychomet
testing and psychometric test development. These are reliabilivalidity, standardization, and bias. Reliability is the extent to wh
anassessment is freefromerror.
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16.03 Psychometric tests8
Chapter 16 Get ready for scientific methods used in selection
The reliability of a rating scale, for example, can be assessed looking at the correlation between the ratings given by tw
independent raters, or the same test maybe given to the same sof individuals on two separate occasions and their sco
correlated. Reliable tests should generally have a correlation about 0.70orhigher.
Validity is the degree to which an assessment is able to achievepurpose. Thus, if the purpose of a test is to select high-perform
computer programmers for an IT company, we would need somindependent verification that those individuals who achieve hi
scores on the test actually do demonstrate superior programmskillsoncetheyareemployed.
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16.03 Psychometric tests9
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Standardization provides the benchmark against which individual may be assessed and can be either criterion or no
based. Identification and reduction of bias in assessmeparticularly in terms of gender, race, and disability, are a le
requirement withinanequal opportunitiessociety.
Thereductionof suchbiasisan important part of psychometrictedevelopment, although it is often found that differences betwe
groupsin test scores, whentheyoccur, arearesult of inequalitiessocietyrather thanof biasin theteststhemselves.
Today, psychometrictesting isarguablythe area of psychology thhasthewidest application.
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16.03 Psychometric tests10
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methods used in selection
Over 70 per cent of human resource
departments in leading companiesuse psychometric testing for
recruitment/promotions and most of us can expect to be tested at least
onceinour workinglives.
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16.04 Verbal reasoning11
Chapter 16 Get ready for scientific methods used in selection
Despitethe name, verbal reasoningpapersarewritten tests, whare conducted in exam-like conditions. Verbal reasoning
understanding and reasoning using concepts framed in wordsaims at evaluating ability to think constructively, rather than
simple fluencyor vocabularyrecognition.
Large graduate training schemes are increasingly using verb
reasoning tests (verbals) to distinguish between applicants. Ttypes of verbals candidates face in these assessments are typica
looking to assess understanding and comprehension skills. As applicant you will be presented with a short passage of text a
will need to answer a True, False or Cannot Say response to eastatement.
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16.04 Verbal reasoning12
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Most employers who use psychometric tests in recruitmeselection will include a verbal reasoningtest. This is because the
are very few graduate careers which do not require the abilityunderstand, analyze and interpret written information, often o
complexor specializednature.
This test includes a number of short passages of text followed
statements based on the information given in the passage. You aasked to indicate whether the statements are true or false,
whether it is not possible to say so either way. In answering thequestions, useonlytheinformationgiven in thepassageanddo ntry and answer them in the light of any more detailed knowled
whichyoupersonallymayhave.
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Below you will find an examplequestion to try. It isaselection opassage of text which will be followed by X statement. Read t
passage carefully and then, usingonly the information given in tpassage, foreachstatement choosewhether [A] it isdefinitely tru
[B] definitely untrue, or [C] you cannot say asyou have insufficieinformationtoanswer.
In Japan, companiesgenerallyexpect their employeesto put in lohours of overtime. But it is difficult for women, who also ha
household chores to do and children to takecareof, to workat tsame pace as men, who are not burdened with su
responsibilities. Many women inevitably opt for part-time jowhichenablethemtocombineworkanddomesticduties
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16.04 Verbal reasoning14
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At present, 23%of all female salaried workers are part-timers atheratio hasbeenontherise inrecent years. Part-timeworkplac
women at a disadvantage. The wages of part-time workers aconsiderably lower than those of full-time employees, and pa
timeworktendsto involvemenial labour. Moreover, becausesalaandpromotionin Japanesecompaniesareoftenbasedonseniorit is extremely difficult for women either re-entering the labo
force or switching from part-time to full-time work to climb tladder.
Statement X is: A quarter of all part-time workers in Japan are
female.
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16.04 Verbal reasoning15
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Use only the information given in the passage to choose wheththe statement is definitely true, definitely untrue, or you ha
insufficient information to answer. Do NOT try to answer tquestion in the light of any knowledge which you personally m
have. We must first take just the text in the passage whspecifically relates to the above statement. At present, 23%of female salaried workers are part-timers and the ratio has been
the rise in recent years. These two statements say very differethings.
Statement Xsays: onequarter of part-timeworkersarefemale.
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The passage says: about one quarter of female workers are pa
time.
We have no information on the size of the total pool of part-timworkers, nor any informationof howmanywomenwork in relati
to men. The23%of all femalesalaried workersthat arepart-timecould makeup1%or 100%of the (genderless) part-timeworkersJapan.
Asthesetwostatementsmeandifferent things, thestatement is
CANNOTSAY: youhaveinsufficient information to answer usingjutheinformation in thepassage.
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16.04 Verbal reasoning17
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01 HowtopassVerbal Reasoningtests?
♨ Verbal reasoning papers are marked very quickly, often placing a specially designed grid over the paper. This means y
have to be careful about markingyour answers clearly. Make suyoufollowanyinstructionsforcorrectingwronganswersoryouwlosemarks.
♨ Help yourself assimilate written information by reading boo
and newspapers regularly. Crossword puzzles are useful practicingverbal critical reasoning.
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01 HowtopassVerbal Reasoningtests?
♨ Use Google or other network to get some practice papers. Yoanswers will be processed online and you will obtain your sco
too.
♨ Keepingup to datewith current affairs isalso a good ideasinthere could be questions relatingto items in the news and gene
economicsituation.
♨ Verbal reasoning tests come in varying levels of difficulty. T
higher the level of job you are applying for, the harder tquestions.
♨ Before the test begins, if there is anything you do nunderstandfully, ASK.
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01 HowtopassVerbal Reasoningtests?
♨ Remember, you will have very little time to answer eaquestion. Trynot to panic. Workthrough thequestionsonebyon
if youcomeup against oneyou simplycannot answer, leave it untheend. Go back if you are left with sometime. If you finish all tquestions before the end of the time allotted for the test, go ba
andre-checkyour answers. Never sit andstareintospace.
♨ Do not worry too much if you failed to complete the test oyou think you got some of the answerswrong. Most people tak
the test will be feeling this way. You will not need to have scortopmarkstocontinuefurther into theprocess.
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01 HowtopassVerbal Reasoningtests?
♨ If you really think you messedup, say so. Provide a good
reason and be honest and you
could get the opportunity to
appear for the test again.
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16.05 Numerical reasoning 21
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Numerical reasoning tests are designed to identify an individualevel of abilityto reasonwith informationprovided in tables, cha
andfigures, inorder toobtainacorrect answer.
A test taker is advised to look at each chart or tables provided
each question, and use the information in these to work out tcorrect answer. The questions are provided in a multiple cho
format with about five response options to choose from. Only ooption isthecorrect answer.
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Contrary to the belief that these tests measure your mathemati
skill, numerical reasoning tests do not assess this knowledgAlthough a basic understanding of mathematics is required as
pre-requisite for a graduate, managerial or professional test, itthe reasoning aspect of the information provided that is beassessed.
In other words numerical reasoning papers are similar to verb
reasoningpapersin that theyarewritten tests, to betaken in exalike environment within limited time. This strict timing isaimed
putting you under pressure to test your ability to work undpressure.
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You will find the questionsare all of the same type, i.e. all numb
sequences. Number problems can be presented in a variety ways; theycouldbe
Graphs,
Sequences,
Piechartsand
Plain figurework.
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01 HowtopassNumerical Reasoningtests?
♨ Numerical reasoning papers are marked very quickly, often placingaspeciallydesignedgrid over thepaper.
This means you have to be careful about marking your answe
clearly. Make sureyou follow any instructions for correctingwroanswersoryouwill losemarks.
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01 HowtopassNumerical Reasoningtests?
♨ Firstly, ensure you are familiar with basic mathematics such arithmetic, percentages, ratiosand fractions. The next stepswillto get as much practice in as possible and familiarize yourself wwhat thedaywill belike.
Thiswayyouwill be relaxed when takingtheassessment and mo
likely to focus on doing a good job. Number puzzles are useful practicingnumerical reasoning. UseGoogleor other network to g
some practice papers. Your answers will be processed online ayouwill obtainyour scorestoo.
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01 HowtopassNumerical Reasoningtests?
♨ Whilst it is argued that practicing may not actually improone's aptitude or ability, it is however an accepted fact th
unfamiliaritywith tests can hinder your optimal performance inassessment. Practicing helps to remove errors due to lack familiarity, and test takers who have practiced have a much bet
chance of demonstrating their fullest potential, than those whavenotpracticed.
♨ Numerical reasoning tests come in varying levels of difficuThe higher the level of job you are applying for, the harder tquestions.
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01 HowtopassNumerical Reasoningtests?
♨ Before the test begins, if there is anything you do nunderstandfully, ASK.
♨ Remember, you will have very little time to answer eaquestion. Trynot to panic. Workthrough thequestionsonebyonif youcomeup against oneyou simplycannot answer, leave it un
theend. Go back if you are left with sometime. If you finish all tquestions before the end of the test, go back and re-check yo
answers. Never sit andstareintospace.
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16.05 Numerical reasoning 28
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01 HowtopassNumerical Reasoningtests?
♨ Do not worry too much if you failed to complete the test oyou think you got some of the answerswrong. Most people tak
the test will be feeling this way. You will not need to have scortopmarkstocontinuefurther into theprocess.
♨ If you really think youmessed up, sayso. Provideagoodreasand be honest and you could get the opportunityto appear for t
test again
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16.05 Numerical reasoning 29
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01 HowtopassNumerical Reasoningtests?
♨ Example16.01
Test:05 12 ? 26
Answer A B C D13 19 21 23
If youselect anyother thanB, youlosemarks.
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16.05 Numerical reasoning 30
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01 HowtopassNumerical Reasoningtests?
♨ Example16. 02
Test: 03 ? 27 81
Answer A B C D
23 17 09 06
If youselect anyother thanC, youlosemarks.
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16.06 Personality questionnaires 31
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Personality questionnaire is used to know thecharacter or attitu
of a person. Questions related to different modes and angles aincluded in this questionnaire in order to assess mindset of
individual.
These can be related to the amount of tolerance and patienceindividual has, about an issue, thecapacity to manage the stress
life, influence othersby their personality and others. These factocanbemeasuredbyputtingsimpleandrealisticquestionsto them
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Personalityquestionnairesareusedto test your
o Motivationandthinkingstyle.
o Emotional responsestogivensituations
o Abilitytoget onwithpeople.
o Occupational preferences, e.g. whether you are
good matchfor thejobonoffer.
o Honesty
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A simple question like: whether you would like to work in team
wish to be alone can check whether the person is introvert extrovert.
Questions like: Will you criticize or encourage when work
pending, will tell how things will be handled by that particuperson. Asking about the likes and dislikes of an individu
whether he/she likes emotional music or romantic movies can tabout thepersoningeneral.
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Chapter 16 Get ready for scientific methods used in selection
Questions like: What is your overall strategy can tell the ambitio
of aperson in lifeandhisprogressincareer.Some open questions like: How will you tackle the problem wh
you have not finished a job in time, will say whether the personableto managenegativestress.
Questions like: Will you workwitha person even if you dislike thperson shows whether the person works towards the proje
completionregardlessof egoclashes.Thus different types of questions in a personality questionna
helptodeterminevariouspersonalitytraitsof anindividual.
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Personality Questionnaire Form
Q3: W h at d o yo u w he n angry? Ge t Loud
Throw
th ings
a r o u n d Become qu ie t an d
keep t o yoursel f
Q4: W h at d o yo u prefer m or e? Staying i ndoors
Staying o u t d o o r s
Q5:
Ho w
w ou ld
yo u
ra te
yoursel f
in
sociabi l i ty? Very sociable
Sociable
on ly
w he n
needed
Prefer be ing alone
Example 16.03 Making Choices
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Example 16.04 Rating Statements
I enjoy meeting new people ① ② ③ ④ ⑤
I like helping people ① ② ③ ④ ⑤
I sometimes commit mistakes ① ② ③ ④ ⑤
I like to take risks ① ② ③ ④ ⑤
I enjoy working alone ① ② ③ ④ ⑤
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16.06 Personality questionnaires 38
Chapter 16 Get ready for scientific methods used in selection
In addition to verbal reasoning, numerical reasoning a
personality questionnaires, there are several other psychomettests available to recruiters. But these three are most common
used. Other tests measure logic, accuracy, technical skiperceptual ability, spatial abilityetc.
If you areadvised to undertakeanyoneof them, get thedatafroGoogle or other network, as describing them here is not possib
duetospacelimitation.
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16.07 In-tray tests. How to prepare for your in-tray exercise?
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Chapter 16 Get ready for scientific methods used in selection
If you are required to attend an assessment centre as part of a j
application process, you arevery likely to facesome formof in-texercise. This is because in-tray exercises enable assessors a
employers to test a wide range of your skills and aptitudes situations that closely resemble those you might face in a reworkplace: as a result, how you behave during an in-tray exerc
offersamoreaccurateandreliable indicationof your characteristand behaviours than do more abstract methods of measuremeincludinginterviewsandevenpsychometrictests.
This is why they are so popular with recruiters. They are also ve
good at seeing how you will cope with the real-world stressesdiarymanagementandprioritization.
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Their popularity with recruitersmakes it crucial that you are awaof how in-tray exercisesworkand what they test. Additionally, it
important to practice themto maximize your chances of achiev
your truepotential.
Most in-tray exercises are designed to test a particular set of kcompetencies which the employer deems to be important. F
example they might focus on your delegation skills, your readineto shareproblemswith others, your independence, or your affin
or aversiontoprocedures. It is important that youthinkabout wh
competencieseachemployer is lookingfor, andto emphasize thetraits when answering their in-tray exercise. Each differe
employer may be looking for different attributes in their nerecruits.
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16.07 In-tray tests. How to prepare for your in-tray exercise?
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Chapter 16 Get ready for scientific methods used in selection
Ingeneral terms, in-trayexercisestest your abilityto
(a) Demonstrate the level of knowledge appropriate to the job
whichyouareapplying;
(b)Displaytheskillsnecessaryfor thejob; and
(c) Show that your attitudes are a good fit for those specified
therole.
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The exercises are, therefore, designed to assess what are known
the recruitment industry as KSAs – that is, your Knowledge, Ski
and Attitudes. This shorthand term is often used by recruiters clearly identify prerequisites for a job, and so to indicate whthey’re testingfor in therecruitment process.
Whatever thekeycompetenciesspecified for theparticular job yareapplyingfor, remember that in-trayexercisesof all typesalwa
test your ability to use the time you have available for the exercaseffectivelyandproductivelyaspossible.
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01 Howdo in-trayexerciseswork?
The basic idea of in-tray exercises is to place you in a realis
although simulated work situation, and to assess your workplabehaviour and attitudes in that context. So when you aregivenin-tray exercise, it isusual to beasked to treat it asa role-play. Ywil probably be asked to imagine that you are an employee o
fictitious company, and to work through the contents of your trayinthat role.
Youmight, for instance, betoldto imaginethat it isyour first dayyour job asa stock controller, and be handed a stack of documen
andtaskstoprioritizeandaction.
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01 Howdo in-trayexerciseswork?
You might be given this role even if you are applyingfor a job th
has nothingto do with stock control; similarly, youmight be askto imagine yourself as a teacher or a lawyer, even if you aapplyingfor aquitedifferent job.
Another common scenario is that you have just returned froannual leave to find a pile of correspondence in your fictional
tray. Thepoint is that theskillsandattitudesbeingassessed willrelevant to the job you’re applying for; the types of issues aproblemsyou’re asked to consider will be similar to those involv
inthat role.
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02 In-TrayFAQs
Howmanyin-tray itemswill therebe?
It isusual to be given between ten and thirty in-tray items to woon, in addition to a description of your role and responsibilitiesthe fictional organization. You will also normally be giv
information about the fictional organization’s aims, objectives aproblems, as well as its structure; a list of key fellow employeeand information about key third party organizations a
relationships, as well as a calendar of future events. The bcandidates will keep all of these things in their mind wh
responding to the in-tray items. So there is a lot to get throughthehour or sousuallyallottedtoyou.
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03 Howwill myin-trayexercisebeassessed?
The two most common ways in which your response to the in-t
itemswill beassessedarevia
(a)Your responsetoquestionsinamultiplechoiceformat, or(b) Your performance in an interview with an assessor in which y
need to explain and justify your actions and decisions. Sometimyouwill beassessedviaacombinationof thesemethods.
Before you start, you should be sure to check how you will assessed, and whether or not you areallowed to writeon your
trayitems.
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03 Howwill myin-trayexercisebeassessed?
If you know you will not have the opportunity to talk through yoanswers with an assessor at the end, make sure you write dow
everything you have thought of otherwise you will not get tmarksfor it.
Make a note of diary clashes, time commitments, resouconstraints, appointments, interactivitybetweenpeople
...anythingyou think is important to consider in yo
answer.
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03 Howwill myin-trayexercisebeassessed?
Onlineor computer-based in-tray exercises are referred to as antrayor inboxexercise.
The same principles apply but they are becoming more commbecause in the real world most of the information employees de
witharrivesbyemail so this isarealisticsimulationof thedemanof therole.
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04 What isthebest waytoapproachanin-trayexercise?
Remember that it is crucial that you identify the key issues aris
fromthein-trayitems: whileyoushouldaimtocompleteeverytain the limited time allotted, do not lose sight of prioritizing moimportant tasks.
You will be assessed, after all, not simply on your ability to gthingsdonequickly, but onyour ability to spot whether sometas
are more urgent than others, and on the balance you strbetweenworkingquicklyandworkingeffectively.
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04 What isthebest waytoapproachanin-trayexercise?
The best approach is to quickly read through every iteminyour
tray before answering any questions. But do make notes on yothoughtsasyoureadthrougheach item.
It is best to wait until you have read everythingbefore respondbecause an itemwhich comes up might affect how you react to
earlier item, or even contradict it. The assessor will not lofavourablyonyoujust ploughingin to thequestions..
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05 What will myin-trayexercisebeassessingmeon?
Whatever the topics covered, and whatever the nature of yo
fictional job, all in-trayexercisesassessyour ability to sort througtake in and analyze complex information efficiently even undpressureof time; your abilityto exploreand identifykey issuesaprioritize your work accordingly; and your ability to communica
effectively about the decisions you have made and to identify aspecial problems or issues that arise from the set of tasks a
documentsyouaregiven.
You will also be assessed on how clearly and effectively you c
explainyour decisionsandactions.
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05 What will myin-trayexercisebeassessingmeon?
So although you will be asked to imagine that you are at wo
when carrying out the exercise, it is crucial not to underestima
the importance of communicating your thought processes to yoassessors. As mentioned earlier, you need to show what you knoin order to be given credit for your responses – so, you must clear about thereasonsbehindyour actionsanddecisions.
Remember that your attitudes are beingassessed, too: because
this, pay attention to how you present yourself duringthe exerc– includinghow you organize your desk area, how neat your not
are, andwhether youdisplayafranticor rather calmer approachdealingwiththein-trayitems!
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05 What will myin-trayexercisebeassessingmeon?
Be aware that many in-tray exercises have a central “theme”
themthat youareexpectedto identify: thismight bethefact thamerger or takeover of your fictional organization is imminent, perhapsthat amajor re-structuringisonthecards.
It is important to identifyanythinglike thisbecause it will enhan
your understanding of your fictional role, and affect the way
which you evaluate and prioritize tasks and information, as well influenceyour decisions.
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06 Tipsfor performingwell inyour in-trayexercise
Aswell askeepingin mind what typeof job you arebeingassess
for, and so which particular competency you should display, itimportant towork inasorganizedandlogical manner asyoucan.
Try to approach the exercise in an orderly manner, ensuring thyou neither miss out anythingnor spend too longon any one ta
Onegreat strategy is to scan through every in-tray itemright at t
start of the exercise, and to sort them into an order than maksense (whether it is chronological, or perhaps topic-based)
keepinganeyeout for itemsthat affect eachother.
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06 Tipsfor performingwell inyour in-trayexercise
You should be especially alert to items that have perhaps alreabeen dealt with (so you no longer have to worry about them), aalso to itemsthat areinneedof particularlyurgent attention.
Despite the pressure of time, you need to play close attention
details – including the names of key personnel, the date of ea
document, and actions that have already been taken that migaffect your decisions.
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06 Tipsfor performingwell inyour in-trayexercise
Also remember to show what youknow, rather than assumingthan assessor will credit you with characteristics that you do nactually display during the exercise. So, for instance, be sure
make notes of reasons for your decisions, and to explain yothought processes either during the role-play, or in the test
interviewfollowingit.Keep calm as you go through the in-tray items, and be
methodical in your approach to handlingthem. Makingbrief not
in relation to each decision you make is important, too – especiaif an assessor asksyou to explain one of your decisions, but also
ensure you do not lose track of what you are doingas well as hoandwhyyouareprioritizingthetasksyouneedtodo.
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06 Tipsfor performingwell inyour in-trayexercise
One final word of advice for your in-tray exercise: be sure to tainto account the personality and style of the fictional organizatiyou are asked to imagine working for. Then ensure that yo
actions, decisions and any “work” you produce reflect yoawareness.
It might be that your role-play requires you to be hig
independent, or, alternatively, to beverymuch ateamplayer – b
ineither case, besureanddo your best toshow your abilityto“fwith the organization for which you are pretendingto work. This
important to employers, and is something you should consideranyrecruitment situation
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Eight important tipto score in in-tray exerci
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Eight important tipto score in in-tray exerci
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Many employers choose to set up Group Exercises (GE) or gro
tasksasapreliminaryroundbeforePersonal Interviews. Applicanareassessedon
⊙ their leadership skills, communicationskills,
⊙ tactfulness, problem-solvingabilities, and
⊙ ability to stay focused and get the task done in t
designatedtime.
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o In a group exercise, you do not always have to play tleader. It doesnot pay to dominatethegroup. Beassertive, n
aggressive.o If you make good and sensible suggestions in a confide
and clear manner and contribute well, it is enough. The ideatoaccomplishthetaskwhileavoidingconflicts.
o You can help the group by seeking the views of quiemembers and encouraging them, being the ice-breaker whthe group is havinga dull or quitemoment or beingdiploma
whiledealingwithabully. Useyour opportunitieswell.o Stay focused and keep an eye on the watch. Summaris
everyone’s views in the end might help in accomplishing ttaskbetteranddrawingaconsensus.
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There are simply two types ofpeople in a group– ones whotake things forward and ones
who stall things. Employers arelooking for positive people with
passion to do big things in life.
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Youcanattempt thesepositiverolesthat youcanplayinagroup
Leader: Keep things on-track, coordinate resources apeople well, and take initiatives. Recognize the skills of othe
and put themto good use. However, be careful that you do nturnout tobedomineering.
Motivator: Be enthusiastic or use light, funny commentsbreaktensions.
Team-builder: Draw out shy people, ask their views a
make them feel comfortable. Create a congenial environmeandlearntocompromise.
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Youcanattempt thesepositiverolesthat youcanplayinagroup
Visionary: Come up with creative and innovative ideas solve a problem. You can be original and radical, if not alwa
practical.
Summarizer: If you are calmand cool, and a good observyou can help in clearing out group objectives, work as
mediator, andtie-up looseends.
Rationalizer: Logical, analytical and objective, a rationalispoints out the practical points in implementation of a soluti
or idea. Youcan playquitean important role in crucial decisiomakingstage.
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Negativerolesyoumust not assumeinagroupexerciseare:
Do not be a Hitler. Do not expect that everyone will bo
downtoyour ideas.
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Do not show off or interrupt others. Giveothersachance
statetheir viewsandopinions.
Do not switch topics too quickly or before things have bediscussedproperly.
Do not make negative comments. Remember, everyonethegroup isyour peer andsuccessfullycracked theentran
examtoo.
Do not be shy or choose to show no involvement in t
grouptask. Findawaytocontribute.
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Donot losefocusanddo not distract othersfromthetopic
If you do suggest anegativesideof an idea or argument,
readywith thealternatives.
Do not shout. Keep your tone in check. Speak clearly a
confidently.
Do not play the victim. Here isa group competingwithyo
It isnot theretonurseyour self-confidenceorego issues.In the end, if you are preparing for agroup exercise round, be prepared to
back up your arguments with logic anddefend your actions with logic during
the personal interview round.Best of Luck!
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Everybody can benefit from having good problem solving skills
weall encounter problemsonadailybasis; someof theseprobleareobviouslymoresevereorcomplexthanothers.
It would be wonderful to have the ability to solve all problem
efficiently and in a timely fashion without difficulty, unfortunatthereisno onewayinwhichall problemscanbesolved.
You will discover that the subject of problem solving is compl
However well prepared we are for problemsolvingthere is alwaanelement of theunknown.
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Although planning and structuring will help make the proble
solving process more likely to be successful, good judgement anan element of good luck will ultimately determine wheth
problemsolvingwasasuccess.
What isaProblem? TheConciseOxfordDictionary(1995) definesproblemas:
“Adoubtful ordifficult matter requiringasolution”and
“Something hard to understand or accomplish or dewith.”
All problemshavetwofeaturesincommon:goalsandbarriers.
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Goals: Problems involve setting out to achieve some objective
desired state of affairs and can include avoiding a situation
event. Goals can be anything that you wish to achieve, where y
want to be. If you are hungry then your goal is probably to esomething, if you are a head of an organization (CEO) then yo
main goal may be to maximize profits. In the example of the Cthe main goal may need to be split into numerous sub-goals
order to fulfill theultimategoal of increasingprofits.
Barriers: If there were no barriers in the way of achievinga go
then there would be no problem. Problem solving involvovercoming the barriers or obstacles that prevent the immediaachievement of goals.
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Following examples above, if you feel hungry then your goal iseat.
Abarrier to thismaybethat youhaveno foodavailable- youtaktrip to McDonalds and buy some food, removing the barrier a
thussolvingtheproblem. Of coursefor theCEOwantingto increaprofits theremay be many more barriers preventing the goal fro
being reached. The CEO needs to attempt to recognize thebarriers and remove them or find other ways to achieve the go
of theorganization.
Effective problem solving usually involves working through
number of stepsor stages, suchasthoseoutlinednext.
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Problem Identification: This stage involves: detecting arecognizingthat there isaproblem; identifyingthenatureof t
problem; defining the problem. The first phase of problesolvingmaysound obviousbut often requiresmore thought a
analysis. Identifyinga problemcan be a difficult task in itselfthere a problem at all? What is the nature of the problem, athere in fact numerousproblems? How can the problembe be
defined? - by spendingsome time definingthe problemyou w
not only understand it more clearly yourself but be able communicate its nature to others, this leads to the secophase.
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Structuring the Problem: This stage involves: a period observation, careful inspection, fact-finding and developing
clear picture of the problem. Following on from probleidentification, structuring the problem is all about gainingmo
information about the problem and increasing understandin Thisphase isall about fact findingand analysis, buildinga mocomprehensive picture of both the goal(s) and the barrier(
Thisstage may not be necessary for verysimpleproblemsbut
essential forproblemsofamorecomplexnature.
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Looking for Possible Solutions: During this stage you wgenerate a range of possible courses of action, but with lit
attempt to evaluate them at this stage. From the informatigathered in the first two phases of the problem solv
framework it is now time to start thinking about possibsolutions to the identified problem. In a group situation tstage is often carried out as a brain-storming session, letti
each person in the group express their views on possib
solutions (or part solutions). In organizations different peopwill have different expertise in different areas and it is useftherefore, tohear theviewsof eachconcernedparty.
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MakingaDecision: Thisstageinvolvescareful analysisof tdifferent possible courses of action and then selecting the be
solution for implementation. This is perhaps the most comppart of the problem solving process. Following on from t
previous step it is now time to look at each potential solutiandcarefullyanalyzeit. Somesolutionsmaynot bepossible, dto other problems, like time constraints or budgets. It
important at this stage to also consider what might happen
nothing was done to solve the problem - sometimes tryingsolve a problem that leads to many more problems requisomeverycreativethinkingandinnovative ideas.
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Finally, make a decision on which course of action to takdecision making is an important skill in itself and w
recommendthat youseeour pagesondecisionmaking.
Implementation: This stage involves accepting and carry
out the chosen course of action. Implementation means action the chosen solution. During implementation more proble
mayariseespecially if identificationor structuringof theoriginproblemwasnot carriedout fully.
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Monitoring/Seeking Feedback: The last stage is abo
reviewing the outcomes of problem solving over a period time, including seeking feedback as to the success of t
outcomes of the chosen solution. The final stage of problesolving is concerned with checking that the process wsuccessful. This can be achieved by monitoring and gain
feedback frompeople affected by any changes that occurred
isgoodpractice to keeparecordof outcomesandanyadditionproblemsthat occurred.
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In the exercise that you will have to participate eacandidateisprovidedwithcertainpieceof information. Youhave
sit in a group collect all the data (remember some of it may irrelevant, but provided to mislead you) and follow all the steabove to arrive at a solution. The assessors observing the exerc
areableto judgewhether
a. Youpulledthedataintelligently.b. Used it creatively.
c. Workedateam.d. Respectedother candidates’ ideas.e. Helpedothers.
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If your CV has been shortlisted, these days, you can get call
make apresentation at the interview you are invited to attend inweek’s time. If you are lucky you may get an opportunity to seleyour topic. It is quite likely that your potential employer m
provideyouthesubject for presentation – which could becommforall candidatesor , luckily, onepickedfrominterestsyouinclud
inyour CV.
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Presentations skills and public speaking skills are very useful many aspects of work and life. Effective presentations and pubspeakingskillsare important in business, salesandselling, trainin
teaching, lecturing, and generally feelingcomfortablespeakingtogroup of people. Developingthe confidence and capability to g
good presentations, and to stand up in front of an audience aspeak well, are also extremely helpful competencies for sedevelopmentandsocial situations.
Presentation skills and public speaking abilities are not limited certain special people - anyone can give a good presentation, performpublic speakingto aprofessional and impressivestanda
Likemost specialisms, this requirespreparationandpractice.
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The formats and purposes of presentations can be very differe
for example:
i. oral (spoken),
ii. multimedia(usingvariousmedia- visuals, audio,etc.),iii. PowerPointpresentations,
iv. short impromptupresentations,v. longplannedpresentations,
vi. educational or trainingsessions,vii. lectures, andviii. simply giving a talk on a subject to a group on a volunta
basis for pleasure
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Fear of publicspeakingandpresentations.
You are not alone if the thought of speaking in public scares yoOn the contrary, everyone feels fearful of presenting and pub
speaking to one degree or another. Giving a presentation is veworrying for many people. Presenting or speaking to an audien
regularly tops the list in surveys of people's top fears - more thheights, flying or dying. The key to managing and controllanythingis first to understand it, especially itscauses. The cause
fear is (a feeling of) insecurity and/or an unfamiliar
uncontrollable threat. In the context of presentations and pubspeaking this is usually due to: lack of confidence, and/or lackcontrol (or a feeling of not having control) - over the situatio
other people(theaudience) andour ownreactionsandfeelings
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Preparation and rehearsal are usually very manageable elemethat allow you to build confidence and take control in your han
It is a matter of making the effort to prepare and rehearse befothe task is upon us. Presentations which do not work well usua
do so because they have not been properly prepared arehearsed. Experience can be gained simply by seek
opportunities for public speaking and presenting to people agroups, wherever youfeel most comfortable.
So experience, is actually just another manageable element befothe task, although more time and imagination is required than
preparingandrehearsingaparticular presentation.
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Tipsfor effectivepresentations
1. Preparation and knowledge (of subject and the presentati
itself) arethepre-requisitesforasuccessful presentation, whimportantly produce confidence and control, in turn importafor relaxingthepresenter, andtheaudience.
2. Good presenting is about entertaining as well as convey
information. As well, people retain more if they are enjoythemselves and feeling relaxed. So whatever your subject a
audience, try to find ways to make the content and deliveenjoyable - eventhemost seriousof occasions, andthedriestsubjects, can be lifted to an enjoyable or even an amusinglev
one way or another with a little research, imagination, ahumour/humor.
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Tipsfor effectivepresentations
3. Research and studies generally indicate that in presentatio
you have between 4 - 7 seconds in which to make a positiimpact and good openingimpression. So make sureyou havegood, strong, solid introduction, and rehearse it until it 'second nature' to you and an action of 'unconscio
competence'.4. Smiling helps a lot. It will relax you and the audience.
addition to giving you a relaxed calm appearance, smilactually releases helpful 'happy' chemicals into your nervosystem, and makes you feel good. So does taking a few de
slow breaths make you feel relaxed - low down fromthe pityourstomach- beforeyoutaketo thestage.
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Tipsfor effectivepresentations
5. Research and collect as much data as possible on the subje Thensummarizeit into timeslot allotted to you. Incaseno suslot isprovided, pleaseaskfor it.
6. Try your presentation out. Stand up and practice it beforeyo
friendsorfamilyandseekfeedback. Act onit.
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7. If youareusingoverheadprojectors:
a. Be familiar with theoperation of the projector. Theuseo
projectorprovidesprofessional feel toyour presentation.b. With enough time and good graphics software, you c
prepareall sortsof prettypictures, graphs, piecharts, diagrametc. andimpresstheaudience.
c. In absence of software, you can write plain text on acetaand use the slides. Be certain you do not crowd the text on
singleslide.d. Place the slides correctly, the right side up. Do not standfront of theprojector anddo not hidebehindit.
e. Talkto theaudienceandnot tothescreen.
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8. If youareusingflipcharts:
a. Becomfortable; youdonothavetoworryabout technolog
b. It is quick and simple. Write your text on the paper withthickfelt pen.
c. Make certain your writing is large and can be seen by aUsetwo or threecolours.d. Place the slides correctly, the right side up. Do not stand
front of theprojector anddo not hidebehindit.
e. Talkto theaudienceandnot tothescreen.f. If you aregoingto write asyou speak, ensureyou write istraight line.
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Recruitment has now become a science and employers depscientific methods like verbal reasoning, numerical reasoninpersonality questionnaires, in-tray exercises, group exercis
presentations etc. for selection of a right candidate. Substantefforts and costs are incurred by employers in selection a
recruitment, hence they want to exercise enough care in selectiprocess. These scientific methods enhance the quality of selecti
process. If you are looking for an opening at a higher level, itabsolutelynecessarytobewell acquaintedwith thesemethodsa
acquirerequiredproficiency.
You can now be rest assured that you are fully prepared
successfullyfacethelongawaitedinterview foryour dreamjob!
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1. Why do employers resort to psychometric test for selecti
of candidatesfor thevacant jobs?
2. Describe numerical reasoning test and provide twexamplesof testscandidateshavetosolve.
3. What is a personality questionnaire? Why do recruitersu
it prior to interviews?
4. What qualitiesof the candidatesareassessed duringin-t
exercises?
5. Enumerate precautions you will undertake if you are ask
byarecruiter toarrangeforapresentationonagivensubject
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0
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Withthiswecomplete
& that is the end of our session o
Good Luck!