Aptitude tests these tests are practical tests designed to test an – applicant’s skills e.g. an electrician might be asked to wire a plug Psychometric tests these are tests designed to determine levels of – intelligence and personality Group assessment tasks these tests are designed to identify – particular qualities such as leadership and organisational abilities One day assessment (often used for apprentices) this is used to carry – out testing on a large group of people at one time and identifies a range of skills, abilities and qualities STEP 2 SELECTION PROCESS – An INTERVIEW is really an opportunity for the potential employee and employer to meet face to face and discuss the role. The employer will want to ask specific questions to all of the candidates and it also allows the potential employee to ask any questions they may have about the role. Interviews can be carried out on a: One to one basis Panel interview where 2 or more people interview the potential employee – Reasons for carrying out an interview Relatively cheap to undertake and it lets you get information about the person which you cannot get from a CV or application form, such as: Conversational ability- often known as people skills Natural enthusiasm or manner of the applicant See how applicant reacts under pressure You can make queries on comments or details missing from CV or application form REFERENCES this is a written statement from previous employers which – can act as the final check that all the information given by the candidate is correct.
Aptitude tests – these tests are practical tests designed to test an applicant’s skills e.g. an electrician might be asked to wire a plug Psychometric tests – these are tests designed to determine levels of intelligence and personality Group assessment tasks – these tests are designed to identify particular qualities such as leadership and organisational abilities One day assessment (often used for apprentices) – this is used to carry out testing on a large group of people at one time and identifies a range of skills, abilities and qualities STEP 2 – SELECTION PROCESS An INTERVIEW is really an opportunity for the potential employee and employer to meet face to face and discuss the role. The employer will want to ask specific questions to all of the candidates and it also allows the potential employee to ask any questions they may have about the role. Interviews can be carried out on a: One to one basis Panel interview – where 2 or more people interview the potential employee Reasons for carrying out an interview Relatively cheap to undertake and it lets you get information about the person which you cannot get from a CV or application form, such as: Conversational ability- often known as people skills Natural enthusiasm or manner of the applicant See how applicant reacts under pressure You can make queries on comments or details missing from CV or application form REFERENCES – this is a written statement from previous employers which can act as the final check that all the information given by the candidate is correct.
Outcome-2-core-notes-nat-5-PF.docx