Archive for December, 2010
In this post, I’d like to introduce a few potential selection processes that you may have to navigate in your journey to a new job or career. I do not present this as an exhaustive list, as certain industries or occupations may have particular specialist processes that are not covered here. However, I think this provides a good list on which to base your preparation and to give some thought to.
Depending on the industry in which a position exists and seniority of the position, the selection processes used may vary widely. However, there are some commonly used methods to filter candidates; some of these such as application or CV screening may take place before you are involved more formally in the process.
Possible selection processes
Some of the potential selection processes that you may encounter are listed below:
- Telephone screening interviews – used to screen candidates before inviting them onto the next stage of the selection process. Questions are likely to be similar to those that would be asked face-to-face.
- Reasoning or aptitude tests – can come in many different forms such as mathematical or verbal reasoning, problem solving, types of intelligence or key skills testing. These are usually run under strict time conditions and require you to correctly answer questions. Many will provide a result that compares you to a representative population
- Personality tests – by assessing areas such as values, motivation and beliefs these tests look to explore your behaviours, how you do things, way of thinking etc. They are then used to assess how well your personality matches the softer skills of the role.
- Presentations– a presentation may be used as part of the selection process for several purposes:
- see how you present yourself
- to find out how you react in a pressured situation
- assess your ability to research topic areas and present concise findings, arguments or recommendations
- Interviews – there are numerous types of interview and approaches to interviews. However, they are used to assess skills and competency matches to the role, look at you as a person, how you react in a stressful situation, present yourself etc. However, they may also present you with the opportunity to market yourself and find out more about the company and role.
- Assessment Centres – an event, not a location. Generally, these are a combination of activities to test your suitability for the role and the organisation that you have applied for. Typical activities could include an individual problem solving exercise, a group exercise and an interview