Selection processes

Understanding the assessment process

Good employers go to great lengths to match people to the right jobs. 

Since we spend between a quarter and a third of our time at work, it is important that our abilities and interests fit with the requirements of the job. People who are well matched to their jobs use their talents more effectively and are happy, fulfilled and motivated.
Employers will consider what behaviours and abilities are required for good job performance. These are often described in terms of competencies. Competencies are a combination of "behaviours" that lead to high performance in the role. To measure an individual’s competencies, employers may use tests, interviews and other assessment tools.
In development situations, the same competencies are usually reviewed once an employee is in the role, to ensure the employee continues performing at a high level. It also helps identify where an employee may need more support in enhancing their skills or potential for future roles.

Assessments for Selection

The way individuals are selected varies greatly from one employer to another and the process may involve several stages. Every stage of the process should be designed to clearly assess your ability and aptitude for the job you are applying for.
The following are all methods of assessment you could come across:

CV and application form

Employers will look for a match between your experience and qualifications and the requirements of the job. Interviewers are likely to ask you questions based on the information which you have included in your CV so it is essential to be relevant, honest and succinct wherever possible. Potential employers usually have several CVs to read through and that they will often check the accuracy of the information you have provided.

Interviews

Questions are likely to be based around your experience as well as the job competencies and requirements that were detailed in the advertisement. The key is to be honest and to use relevant examples from your career, studies or private life that provide evidence to the interviewers of any skills being discussed.

Ability tests

Ability tests look at the extent to which you are able to carry out various aspects of a job; for example, your verbal reasoning and numerical reasoning abilities. Often employers are interested in your potential to perform a task. In this case, they may use assessment methods that aim to simulate aspects of that task (see Simulation exercises below).

Personality questionnaires

Personality questionnaires look at behavioural preferences, that is, how you like to work. They are not concerned with your abilities but how you see yourself in terms of your personality; for example, the way you relate to others and how you deal with feelings and emotions. There are no rights or wrongs in behavioural style, although some behaviours may be more, or less, appropriate to certain situations.

Simulation exercises

These exercises are designed to simulate a particular task or scenario needed for the target job and it should be clear what kinds of skills are being assessed. Examples include:

• Group exercises
• Presentations
• Role plays

Assessments for Development

Personality Questionnaires

Personality questionnaires are also frequently used in a development context as they can be used not only to identify your strengths and development areas in your role today but also potential for future roles in your organisation.
Some questionnaires may focus on a particular subject such as motivation, looking at various work situations and the effect they have on personal motivation. There is overwhelming evidence supporting the connection between motivation, job performance and job satisfaction so by understanding what factors energise, and sustain behaviour for individuals in the workplace, managers can ensure they are meeting the needs of their employees.

360 degree feedback

360° feedback typically provides employees with performance feedback from managers, co-workers, peers, reporting staff and occasionally customers. Receiving feedback on your work styles and behaviours from all angles gives you a more objective and broader perspective of performance The performance feedback is then usually used to create developmental plans or facilitate coaching.

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Hints and tips to help you

Applying for jobs and going through the recruitment and assessment process can be daunting, but there are several actions you can take to give yourself the best chance of success. Employers need to assess you against your peer group but you need to make a choice too - take the opportunity to ask questions and be sure that if you are offered a role, it is the kind of place you want to work.
Take a look at our Hints and tips for each stage of the recruitment process, and good luck!

Before applying

Spend some time carefully evaluating whether the job is really suitable for you by asking yourself the following questions:

• What are the demands and rewards offered by the job?
• What does the job offer me in terms of my career prospects and interests?
• Look at the organisation - do I think their values and image are ones that I feel comfortable with?

When applying

• Apply in the format which the company requests, such as application forms or CV.
• Follow the instructions carefully.
• Include any information specifically asked for.
• Make your achievements and skills clear - this is not a place for modesty.
• Know yourself; draw up a list of your strengths and weaknesses in relation to the job.
• Ensure that you can describe yourself and your experiences in and out of work - be prepared to give examples of particular skills.

Before the assessment

If you have special requirements, make sure the employer understands them as early as possible.

• Make sure you understand what assessments you will be taking and what they will tell the employer about your fit to the job or role.
• Prepare yourself fully using the facilities on this website.
• Think through what your strengths and weaknesses are - this will be important for the interview.

During the assessment

Assessors will be looking to see how you perform on the exercises themselves rather than how well you understand the instructions so listen carefully to the instructions, you are given. Don't be afraid to ask if you are unsure about what you have to do.
If the assessment involves interviews, team exercises or role-playing, recognise your non-verbal signals such as eye contact, facial expression, and gestures.
Don’t make assumptions about the way you should respond. If you try to guess what the assessors are looking for, you may be wrong. It is usually best to be yourself, and respond honestly. It’s not in your interest to get a job to which you are not well suited.
If there is more than one exercise, you will have plenty of opportunities to show what you can do. If you feel you have performed poorly on one exercise, don’t give up. Your performance on all of them will be taken into account.

After the assessment

In recruitment situations many organisations will offer you feedback, regardless of whether or not you are successful. In development situations, feedback is usually the next stage in creating your personal development plan. Feedback is important as it provides you with an insight into your strengths, any areas for improvement as well as the focus for your future development. If feedback is not offered, ask if it can be made available.