Interview assessments: Discussions, Presentations, Written and Psychometric assessments

When applying for a job, be prepared to face multiple interviews and an interview assessment, which is common practice in many organisations today.
Interview assessments: Discussions Presentations Written and Psychometric assessmentsAssessments such as aptitude tests, ability tests and personality tests, typically take the form of group discussion exercises; presentations; written reports or case studies, written assessments and psychometric testing (which include the measurement of knowledge, abilities, attitudes, personality traits, and educational measurement).

Interview assessments: Group Discussions, Presentations, Case studies, Written and Psychometric assessments

Group discussion exercises (practical problem solving exercises) tend to follow a common style or format. Possible competencies being assessed include: co-operation, team work, confidence, inter-personal/social skills, logical arguments, decisiveness, critical thinking ability and influence.

What to keep in mind:

  • Participate and contribute to the discussion exercise
  • Communicate in a clear concise and confident manner
  • Each person should speak and contribute, do not be over-bearing
  • Bring your points across, if criticised, own your opinions and present your argument in a diplomatic manner

Presentations these usually last for about 5 to 15 minutes. Possible competencies being assessed include: subject knowledge, verbal communication, confidence, time management, information handling and thinking on your feet

  • Be aware of your audience – what is their background and level of knowledge on the subject. Present in a manner that is appropriate for your audience.
  • Content – you won’t have time to do extensive research so ensure you have read any documents that were sent to you and have a look at the company’s website. The presentation is more often than not, a current challenge the business is facing.
  • Structure your content in a meaningful way. It will have a beginning, middle and end. Mandy people choose what is known as the ‘rule of three’ – an introduction, core and summary.
  • Delivery – Keep it Short and Simple.
    • voice – audible, enthusiastic, command the room and maintain eye contact
    • key cards – use as a reminder but do not read verbatim from them
    • visual aids – use sparingly for emphasis, allow time for the audience to read them
    • pace – vary this to maintain interest
    • timing – Keep within the allotted time, rehearse.
    • Questions – Prepare for possible questions
    • Smile!

Take the Free Motivational Appraisal of Personal Potential Assessment (The free career test takes 15 minutes to fill out and gives you a wealth of information to help you make wise career choices).

Written reports and case studies some case study problems require you to individually analyse the problems and then present your summary and findings in a written report or essay form.  Possible competencies being assessed include: information handling, written communication, analytic or clarity of thinking, reasoning and business/commercial awareness, initiative, judgement and customer service.

The essence here is to think clearly.  You will be assessed on how you use your skills to present focused information that others will understand, the reasoning for your decisions and to test you on your written skills (spelling, grammar, etc.)

Alternatively, e.g. based on the information presented, you may be asked to write a letter (clearly and tactfully!) to a customer explaining why you will not extend their contract to supply a specific product or service.

Possible competencies being assessed include:  Information handling, written communication, analytical/clarity of thinking, reasoning and business/commercial awareness, initiative, judgement and customer service.

Written assessments are questions relating to the particular role for which you have applied and have been known to be part of internal selection procedures. Possible competencies being assessed: Systems, processes

Psychometric testing

Some employers, test scores play a major role in the selection process whilst others look at candidates’ test scores alongside other evidence. These assessments are usually conducted under examination conditions and strictly timed.

Take a Free psychometric test to prepare (time required: 8 – 12 min).

Psychometric testing and other similar assessments are prohibited unless;

  • The test or assessment has been scientifically shown to be valid and reliable,
  • It can be applied fairly to the candidates/employees and
  • Is not biased against any candidate/employee or group.

The results of such testing must be used by a registered psychometrist.

Take a Free personality questionnaire to determine your personality type (time required: 20-30 min).

Image courtesy of watiporn /