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The tests help to identify candidates who are best suited for a specific position and estimate the likelihood of them excelling in the role.Career test, aptitude test and personality test - Reliability and Validity
These assessments are not normally timed, cannot really be prepared for and generally feel less like an exam. Game-based Assessments — there is an increasing trend for organisations to gamify their psychometric tests using puzzles or simulations.
These games can be used to check logic, cognitive problem solving skills, natural behaviour, goal setting, decision making or even attention spans. For example, if a game allows you to score big points by taking risks, but the employer values caution over risk, then a high score is not necessarily a good thing!
Make sure you read the instructions carefully, be yourself while being mindful of the possible attributes being assessed, take the games seriously but try to enjoy the process.
Virtual Reality VR — a growing number of employers are actively embracing new technologies within recruitment activities one emerging trend is the use of VR at assessment centres. VR enables recruiters to create immersive and interactive environments in which candidates experience simulated scenarios and attempt to solve problems or complete challenges.
The activities can be workplace scenarios for example preparing for a meeting using items available in the VR scenario through to more imaginative activities such as breaking into a vault or an Egyptian Tomb!
Whatever type of assessment you encounter in the recruitment process make sure you follow this advice. Practise to familiarise yourself with the different types of tests and questioning styles.
Make use of practise resources and events, puzzle books and cognitive apps can help train your brain and ensure your basics mathematics is up to standard. Familiarise yourself with organisation values and potentially read some business reports or news articles and practise extracting key information from paragraphs of text through speed reading etc.
In other cases the results will form part of the selection process alongside the other information collected about you. The usual format of such tests is to present you with either paragraphs of text, numerical data or abstract symbols depending on the aptitude being tested. You will then answer a number of multiple choice questions based on this information.
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Aptitude tests are taken under timed conditions and you will need to achieve a certain score to progress to the next stage of the selection process. See our advice on preparing for tests below.
Personality questionnaire The employer will be looking for certain personal qualities required for the job. There are no right or wrong answers as what may suit one job will not necessarily suit another, so answer as honestly as possible. Questionnaires are designed to check for consistency of your responses, so it's difficult to maintain a false impression. Situational Judgement Tests SJTs pose typical work scenarios and ask you to select appropriate responses to the situation.
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You will need to take into account the role you are applying for when deciding how best to respond. Our information sheet provides advice on taking an SJT. This 'gamification' of assessment tests makes them more fun and engaging as candidates navigate their way through on-screen tasks, following the instructions to select from different options. Typically lasting minutes games-based assessments are fun activities but with a serious purpose, requiring your concentration and focus.
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They are likely to be testing the some qualities as traditional tests, such as aptitudes e. Employers using tests will normally provide you with clear instructions and practice examples. Generally speaking, organisations use them to: For aptitude tests, start by doing some un-timed example questions which provide the answers with explanations.