- Give some quick thought to what might happen as a result of the option you might choose, sometimes later consequences might make it less appealing
- Try not to over-think it too much, go with your instincts as this will be the answer which is most true to you
- Read each question a couple of times- it can be easy to get the wrong end of the stick if you are rushing
- Try to get some practice of this type of test in advance, as this will mean you are much better prepared.
The beauty of this sort of test, from an organisational point of view is that it provides a quick ‘snapshot’ of how you think and whether you are a good fit for the role. It is easy and cheap to administer and can reduce candidate numbers. From the applicants point of view it can be hard to know how you have done, or how you can do better next time. You may find out that you were unsuccessful and never really know why. You won’t usually be told which questions you got wrong or why
Passing the test
It’s important for you to understand exactly what is required and exactly what you must do to be successful. If you don’t get enough ticks in the right boxes you will be back to square one e.g. all the effort you’ve put in to completing a top notch application has been completely wasted because you have failed the SJT.
What we wouldn’t recommend is trying to second guess what the test is looking for too much. You will get tied up in knots if you ignore all your instincts.
However, you can make sure you are fully prepared to face this test, and practice is very valuable to help you get a sense of what works and what doesn’t.
Other types of psychometric test explore personality e.g. what your preferences, motivations or character choices may be. There isn’t a right or wrong element to this sort of test, your answers will simply give your assessors more of an insight into the sort of person you are, what you value and how you are likely to behave.
Personality tests probably won’t have a set time scale but you may be advised to try to work through the questions quickly and that the test should take around 40 minutes or so.
Personality test results are not usually used as part of selection decisions but can be useful to inform any later development plans.
Next Page: Assessment & Development Centre (ADC)
Some FRS are using ADCs as a key part of their promotion procedure. Some FRS….