You’ll be presented with a series of statements which you’ll have to rank from ‘very true’ to ‘completely untrue’, depending on how you feel. Aptitude test pdf jawaban professional#It’s an indicator of how you’re likely to fit into the team and company, how they can engage and retain you, and how they can work with you to maximise your personal and professional success. The questionnaire looks at how you like to work, how you manage relationships, how you communicate and how you approach your daily tasks, as well as what motivates you to succeed. Dimensionsĭimensions is perhaps best summed up as a personality questionnaire. Here is an example of an Aspects Ability question take a look to familiarise yourself with the language and format.Īnswer: They are the same in rows 2, 3 and 5. Aspects Style - a questionnaire that assesses your workplace persona against the key competencies needed for success in the role.Aspects Ability - most commonly used for hiring sales or customer service positions, this test looks at a candidate’s verbal, numerical and accuracy skills. There are two different types of Aspects tests: The tests only take eight minutes to complete, so it’s low-time investment for both candidate and employer. AspectsĪspects is a competency-based test designed to assess your behaviours, and the character traits you’re likely to display in the workplace.Įmployers tend to use this test at the earlier stages of recruitment, when they want to get a quick and accurate picture of which candidates have the characteristics they’re looking for. Aptitude test pdf jawaban free#Multiply that by 12 months to get 36 hours of free calls per year. Have a go and see how quickly you can solve the problem:Īnswer: You can see above that a basic contract entitles you to 3 hours of free calls per month. Here is an example of a typical Elements numerical question. Practising these tests beforehand will help you to get faster and more accurate, which is essential as the Elements test is not easy. For the verbal test you’ll be required to answer 15 questions, and for the logical and numerical tests, 12 questions. Overall, you’re being assessed on how adept you are at spotting errors, patterns and inconsistencies.Įach assessment gives candidates a maximum of 15 minutes to work through all of the questions. You’ll be asked questions on passages of text, numerical data or the arrangement of various shapes and symbols (depending on whether you’re taking the verbal, numerical or logical test). Primarily designed for graduate and managerial recruitment, the Elements tests assess a candidate’s verbal reasoning, numerical reasoning and logical skills. There are five different Talent Q test categories: The different Talent Q tests are designed to cover all aspects of a candidate’s strengths, weaknesses, skills, motivations and competencies. The time in which you have to complete each test is another factor that makes Talent Q challenging, and is one of the many reasons why practising as many tests as you can is so important. Questions are made more complex by the inclusion of lots of irrelevant data or information, as well as more possible answers.Īll of these tactics are designed to throw people off the scent and make it harder to determine the correct answer. Talent Q tests are also more challenging than most comparable tests. Assessment types can be mixed together to analyse the individual taking it in different ways. This in turn allows a more nuanced assessment from an employer’s point of view.Īs well as being adaptive, Talent Q tests are also ‘blended’. The benefit of this for employers is that it ensures candidates are working at their maximum performance level. If the candidate gets a question right, a more complex problem will follow if they get one wrong, the next question will be slightly easier. What makes Talent Q tests different?įirstly, Talent Q tests are what’s known as ‘adaptive.’ This means they automatically adapt to fit the ability of the person taking the test. Now, Talent Q tests are available in over 40 different languages and used by firms including Lloyds, RBS and Ford. In 2014, Talent Q was acquired by the Hay Group, and since then the tests have been administered by Korn Ferry – so you’ll see this name used a lot in conjunction with Talent Q tests. This innovative approach is one of the reasons Talent Q tests remain so popular worldwide. He wanted to design a new approach to assessing people tests that adapted to the candidate taking them to get more insightful results. Talent Q tests were first developed in 2006 by Roger Holdsworth, a leading assessor who also co-founded the testing company SHL.
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