Very often, even in large public companies and flagships of world business, there are facts of serious fraud, discrimination and other things that, in the common sense, do not meet the requirements of normal behavior. As one of the measures to counteract or reduce the number of such situations, many companies came up with a code of ethics or code of business conduct. It is called differently in different organizations, but in fact the meaning of this document is approximately the same: shareholders and management declare things that are unacceptable for the company and do not correspond to the philosophy of its shareholders.
We challenge ourselves to see our strengths and weaknesses more clearly, and to identify priority areas for developing and improving our skills. Through continuous introspection and assessment methods, you can track your own growth and development. We test other people for the same purpose, especially when we want to involve them in certain tasks. Such tests are very popular and common in a professional environment. Situational judgement tests and personality test are used at pre-employment or promoting, as well as when employees themselves or their employers want to learn more about their level in relation to a specific professional skill or personality traits.
Every day we experience certain emotions, positive and negative, inspiring and demotivating, contributing to the achievement of our goals and, on the contrary, contradicting them. All our life we are subject to this seemingly uncontrollable energy. But is it so uncontrollable? And what about emotions in business? Can emotions of employees help to do business for their employers? In this article we will discuss emotions in business and situational judgement tests to assess emotions – emotional quotient (EQ, emotional intelligence, social intelligence) that help employers to pick the right candidates.
Historians say that first pre-employment aptitude tests were used in ancient China about 600 years ago. Candidates for government posts needed to show how good they were by several examinations in calligraphy, math and legislation. Modern psychometric aptitude tests appeared in 1940 in the USA to assess candidates for the US army. Starting 1950-th American employers started to use pre-employment tests and currently 87% of large and medium-sized employers all over the world massively use all kind of psychometric tests. In this article we will see why employers love psychometric aptitude tests and why you if you are a job-seeker, need to love them as well.
What are personality questionnaires
Personality questionnaires (PQ, OPQ, OPQ32) are designed to assess such characteristics of a candidate as shades of feelings, attitudes, motives and other personality (often subjective) traits. Such questionnaires are usually presented as a lengthy aptitude test that cannot be prepared for, and the results of which cannot be influenced. But the truth is, you can and must prepare for personality tests. The core of PQ is that the applicant receives direct questions about his character traits to which he must answer following the given pattern. Personality questionnaires use the ability of people to self-analyze and analyze their own experiences. They are conducted in a question-and-answer format, this type of assessment is also known as self-report.
Situational judgement tests (SJTs, behavioral tests, psychological tests or situational cases) are a popular assessment tool among HR agencies and large business. Managerial positions, sales, customer support and administrative jobs require good interpersonal skills and the ability to find effective solutions in any work situation. Situational judgement tests are the most convenient tool to assess candidates for having these and other competencies.
Each job position or vacancy has its own requirements for the qualities of applicants: their experience, abilities and skills. The first step when employers try to find them is situational judgement testing. But there are qualities that are valuable for any employer and any job. If you are a job applicant, then you will have more chances to get a job of your dream, if you have 12 basic qualities shown below, and you can successfully demonstrate them in the process of employment.
Psychometric testing companies offer a wide range of tests of various types and difficulty levels. These can be aptitude tests for intellectual abilities, personality tests and tests for determining professional skills. In this article, we will cover psychometric and personality tests that are used to assess the intellectual abilities and skills of applicants for call center and customer support jobs. You will learn about the types of tests that are most widely used to assess the knowledge and skills of candidates for vacancies in call centers and what qualities employers expect to find in the test results.
Many people think that when a company hires a new manager, he or she can be evaluated only after an interview and a trial period, but for a manager of any level, from the head of the department to the CEO, psychometric aptitude tests for managers are even more relevant than for junior employees.
Surveys conducted in early 2020 showed that 79% of companies in Europe and about 71% of all companies in the world with more than 100 employees use pre-employment psychometric tests. And by 2021 this number worldwide will reach 84-85%.
Abstract reasoning tests, also known as logical reasoning tests or diagraamatic reasoning tests measure your ability to perceive and understand abstract forms, sequences, matrices and figures and logical rules behind these forms. These tests assess your skills of imagination, visualization and abstract thinking and play a major role in determining the level of logical thinking skills required to solve any logical task you may face at work. In an article you will find examples of various types of abstract reasoning tests, an explanation of their solutions and preparation tips.