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The term assessment center is derived from the fact that these extended assessments are usually conducted in a single-center or location. An assessment center can be at the office of the recruiting organization or a third-party venue. Assessment centers may vary in structure, but their core purpose is to create an environment in which you, and sometimes together with other candidates, demonstrate key workplace skills. The Recruiters use assessment centers to find out how candidates perform in various situations, which are often based on real work-based scenarios. By analyzing the skills and abilities of potential employees, recruiters try to determine if the candidates are suited for a role within the particular organization. Assessment centers are frequently used by large employers who want to hire a relatively large number of people.
Candidates may be subjected to a pre-screening before being invited to participate in the assessment center. These exercises are designed to make an in-depth analysis of the strengths and weaknesses of the candidates and other skills they might possess.
Candidates may be tested for their ability to work together with their peers in order to determine how well they perform as a team player.
Interviews are usually used to analyze the interviewee and assess their skills, capabilities, experience and career goals using direct questioning.
In-tray and E-tray Exercises
These exercises assign the candidates tasks that may involve paperwork or online work and should be completed within stipulated deadline and based on priority. These determine the time management and prioritizing abilities of the participants.
The communication and persuasion skills of candidates are put to the test by assigning them topics on which they should gather information and give a presentation.
These tests are usually used to assess the logical, numerical and verbal capabilities of the interviewees.
The candidates may take note of a few tips and strategies that can help them master the assessment center.
Research the Company’s Background
Knowing about the company whose assessment center a candidate is about to attend, usually helps to give an indication of what the company does, their objectives, their products and services, and the direction in which the company is headed. This can help the candidate evaluate their goals and find out how they are co-aligned to those of the company. They may also make queries to the interviewers if possible to establish the fact that they have a comprehensive knowledge of the same. Candidates who know about the job position generally have a higher chance of passing the assessment center.
Be Knowledgeable of the Job Profile
Researching the job position that a candidate has applied for may help make them aware of what skills and abilities are required. With this knowledge, they may analyze their strengths and weaknesses to determine why they are the best fit for the job. Background research usually makes a candidate aware of multiple areas regarding which questions might be posed, thus helping them prepare their answers.
Dress to Impress
Clothes may not reflect an individual’s abilities, but they may be the foundation of the impression they will leave on the interviewers. To make a favorable first impression, the candidate should dress appropriately.
Carry the Necessary Documents
Resume and other required documents should be placed in an organized file and carried along with other stationery, including a calculator, pen, and paper. Calling the company office and asking for the documents and identifications that may be needed at the assessment center may be beneficial for the candidate.
The candidate should be punctual and reach the venue of the assessment center on time. If the venue is far away from the candidate’s location, appropriate arrangements should be made by them.
Practice for the Probable Tests Beforehand
The age old saying of “practice makes perfect” seems true for the assessment centers as well. An individual should be well-informed of the probable tests that might be conducted at the assessment center and should prepare and rehearse for the same beforehand. They should gain knowledge of the concerned areas and should take notes and practice questions related to them.
While participating in these tests, the candidate can consider a few factors to help them ace these exercises and interviews.
Assessment-Training.com is your number 1 online practice aptitude test and assessment provider. Our aim is to help you ace your assessment by providing you practice aptitude tests that mimic the tests used by employers and recruiters. Our test developers had years of experience in the field of occupational psychology and developed the most realistic and accurate practice tests available online. Our practice platform uses leading-edge technology and provides you feedback on your scores in form of test history, progress and performance in relation to your norm group.
The Assessment-Training.com data science team found that through practice, candidates increased their scoring accuracy and went into their assessments more confident. Remember, you need to practice to make sure you familiarize yourself with the test formats, work on your accuracy and experience performing under time-pressure.