A Careers Questionnaire Or Pre-Employment AssessmentCareers Questionnaire Information & Free TestsA Careers Questionnaire may take many different forms because employers use them to assess your ability to do different tasks. So you may come across questionnaires that are for numerical testing or for verbal reasoning tests or psychometric tests that aim to measure aspects of your personality. Assessment or careers questionnaires are structured systematic ways of evaluating how people perform on tasks or react to different situations. They all have standardized methods of administration and scoring so that the results may be quantified and compared with how others have done under the same conditions on the same tests (norm groups). Careers Questionnaire are increasingly administered on a computer. See the free questionnaires further down the page. Online Career Tests and the Definition of Career PersonalityFelicitas Heyne, developer and founder of the iPersonic Personality Test which is a useful Careers Questionnaire. She is a well-known psychologist and book-author. She has written numerous articles on personality development and appeared on various radio and television programs. She is an international affiliate of the American Psychological Association (APA) and member of the German Psychological Association (BDP). Take the free test right here on this page by comparing the two sets of statements. Click where it says 'Start the free test' below: Scroll down this page for the link to more free practice questionnaires. Career Aptitude Test - Pass Your Career Aptitude Test and Land the JobBy Catherine Z JonesSome 40% of employers now use some form of career aptitude test as part of their employee selection process and this number appears to be rising. This is because employers recognise that choosing candidates on the basis of a job interview only is very subjective. They know that it's not always the most suitable candidate who performs best in the interview and making a recruitment decision based on 45 minutes is not ideal. So many choose to base their recruitment decisions on selection test results as well as a job interview to add an element of objectivity to the decision making.
But some employers use a career aptitude test as a way to select candidates for job interview. In this case, employers review resumes and CVs as usual, choose suitable candidates, put them through testing and invite only those who do well in the selection tests for an interview. Your potential employer may do either or may not do job testing at all - you can always ask when you apply, so you can be ready whatever the case. Common career aptitude tests include: Verbal Reasoning Tests or Logic Test Questions These are designed to see how well you can understand and interpret written text. Usually there is a time limit but applicants are not always expected to complete all the questions in the time allowed. Here's an example question, the answer and an explanation. Heart disease is so common that almost all businesses will have employees who either suffer from or will suffer from this condition. Research indicates that between 55-85% of all people who suffer a heart attack can't return to work, because either their work is physically demanding or it's high-pressure, stressful work. Based on the paragraph above, for each statement which follows, state whether it is: a) False b) True c) Or not possible to say either way Physical or stressful work may bring on a heart attack. The answer is c) - it is not possible to say either way. You may know from life experience that physical or stressful work may bring on a heart attack but the statement does not tell you this or deny this. You can practice logic test questions to improve your performance in actual tests. Maths or Numerical Tests Maths or numerical tests are designed to measure your ability to do basic mental arithmetic, not complex maths. Tests are usually multiple choice and timed. If it's been a while since you studied maths, take some time to brush up on basic mental arithmetic such as addition, subtraction, multiplication, division, percentages, fractions and reading graphs. It will give you more confidence in the test and improve your test scores. Here's more help on career aptitude tests including logic test questions and numerical tests. Article Source: http://EzineArticles.com/?expert=Catherine_Z_Jones Psychometric Testing Shows How You Will Fit InBy Peter FisherPsychometric testing is increasingly seen as the best way to get a good corporate fit with new recruits. Because recruitment is an expensive business it is extremely important to get it right first time and psychometric testing provides a useful aid for recruitment but should only be used as part of an overall process. Poor selection decisions can result in further recruitment costs, additional training and orientation costs, reduced profit, loss of competitive advantage, as well as damage to image and reputation. As a candidate, taking a psychometric test now will forewarn you to what an employer or recruitment agency will learn about you when you take a psychometric test for them. Reading your own psychometric report is a big help when writing your CV or preparing for an interview. If an applicant goes into an interview fully aware of their own faults and prepared to defend them and present their strengths, then the applicant is at a great advantage. In theory, physcometric tests would be used as a pre-interview measure, to highlight areas that the candidate should be quizzed on in interview. Having said that depending on the type of position you are seeking, some employers prefer to go through the interview process and use the psychometric testing to confirm their own impressions. The combination of competency based interview and objective assessment techniques (psychometric testing) is the best way of predicting an individual's suitability for a job. Tried and tested human resources tools like interviewing the candidate and talking to people given as references are equally important. While hard skills testing and interviews have long been a part of staffing firms' value-add proposition, they alone are no longer enough to assure your customers that the candidate will fit in the position or the work environment. Psychometrics have a valuable role to play but should be used in conjunction with a competency and biographical interview and potentially other exercises (case studies, team exercises etc) that give a better insight to the candidate. They can even go so far as to offer trigger questions you can use in a follow-up interview – for example, someone may seem to be a very good networker but their attention to detail might appear to be lacking, which gives you an area to concentrate your interview questions on. Psychometric testing is now a fundamental part of recruitment. The whole point of psychometric testing is that it presents a snapshot of your potential and while you can't swot for it, having a handle on how they work can help you to improve your score. Peter Fisher is an expert Author, Career Coach and Publisher of Tests: How To Pass where you can research Psychometric Tests any time you need. Article Source: http://EzineArticles.com/?expert=Peter_Fisher  Free Example QuestionnairesAssessment or careers questionnaires are structured systematic ways of evaluating how people perform on tasks or react to different situations. They all have standardized methods of administration and scoring so that the results may be quantified and compared with how others have done under the same conditions on the same tests (norm groups). Careers Questionnaire are increasingly administered on a computer.There are the following timed, careers questionnaires and free practice aptitude tests on the University of Kent web site which will help you, including answers and working out:
Careers questionnaire tests are usually only part of the overall assessment procedure when you apply for a job. Employers will use them alongside face to face interviews, standardized application forms and other selection methods, so your numerical or verbal reasoning test results are not the only information considered. You are here: Careers Questionnaire Return to Your Career Change home page. For a free careers questionnaire and report, I recommend you to visit Personality Tests because although personality tests are also becoming more common as pre-employment assessments, they often cause some concern over 'what they might find out' about you. The most common remark I hear from clients is "What if it tells them I'm..." The truth is that a careers questionnaire will work for you just as much as for the prospective employer. Above all, what they want to discover by using personality tests or psychometric tests at the pre-employment stage, is whether you are the right 'fit' for the job. And by that they mean is your personality and personal style compatible with the other employees. Be sure to visit our Career Books Shop for extra reading and information about Careers Questionnaire. You can also search this site for more about Careers Questionnaire, or the whole of the web from here.  
   
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