current trends in job asses
Post on 07-Apr-2018
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8/6/2019 Current Trends in Job Asses..
CAREER ADVICEWhat current trends are employers using in their job assessment centres
Significant developments in technology, and the Internet in particular, have had a m ajor
impact on the nature ofthe recruitment market and on selection processes, particularly for
graduate schemes. Organisations receive more applications and speculative approaches,
and they have become more efficient (or ruthless!) about how they assess them.
Increased use of online and computerised tests
Psychometric and, in particular, aptitude tests are now commonly administered online by
graduate employers. These might be verbal reasoning, numerical reasoning, logical or even
personality tests. The employer invites you to sit them at the appropriate point in the
recruitment process, often within a specific time frame. You will be issued with detailed
instructions and any access codes that you need. You will usually sit the tests remotely,
although you may find that you are asked to sit similar tests again as part of an assessment
centre, so the employer can verify your performance. Some organisations may ask you to
come to their premises to sit tests on a supervised basis.
Using selection exercises as 'early hurdles'
Many employers are now using selection exercises earlier in the recruitment process to
identify candidates who meet certain minimum performance levels in areas vital to the job.
Verbal and numerical reasoning tests are commonly used as an early hurdle. It is more
efficient for the employer to focus their recruitment efforts on interviewing and assessing
candidates who are most likely to be suitable for their roles. And you won't waste further time
and energy pursuing a job that you are unlikely to be offered.
Relating selection exercises to the job and the organisation
Increasingly employers are seeking to make their assessment centres relevant to their
organisation and the roles that they are recruiting for. Particularly in larger organisations,
there is a trend towards using bespoke simulations that reflect actual work based scenarios,
in place of generic exercises. These customised assessments al low them to see how you
might actually perform at work. They also mean that new graduates will experience some
realities of the job and therefore gain a better insight into the organisation's culture. Both
you and the employer should be able to make more meaningful assessments of each other.
Linking selection exercises
You may find that several different selection techniques are used to test your skills with the
same subject matter. For example, at an interview you might be asked to discuss your
approach and the decisions you made in an earlier exercise. Or you might have formally to
present your proposals from an earlier written exercise, or to discuss your findings in a
business case study during a dedicated case interview. Employers are becoming more
sophisticated in mixing the techniques they employ, particularly when using work based
Not just larger recruiters
Assessment centres have traditionally been widely used by larger organisations who recruit
graduates in significant volume. While this continues to be the case for the more formal
events over one or two days, some smaller businesses now use aspects of assessment and
selection testing in addition to interview to assist in their recruitment decisions.
Employers increasingly value the more objective nature of selection exercises, and the greater
insight into candidates' actual skills that they can obtain by these methods. Wider availability
of psychometric testing and the reduced cost ofadministering tests online have all contributed
to the more widespread use of selection exercises. This is a trend that is set to continue, and
it will be useful for graduates to practise some selection tests, as they are likely to be used
whichever sector you might be interested in working in.
8/6/2019 Current Trends in Job Asses..