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INTERVIEW PREPARATION
CHAPTER 16
GET READY FOR SCIENTIFIC METHODS USED IN SELECTION
Interview Preparation
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LEARNING OBJECTIVES
After studying this chapter you should be able to:
Need to deploy psychometric and other tests for recruitment
Verbal reasoning tests
Numerical reasoning tests
In tray exercises
Group exercises Problem solving
Presentation
Interview Preparation
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That is the reason why more and more organizations are turning to
so-called scientifically proven methods to select their staff.
You are more likely to come up against psychometric testing and
other high tech methods if you apply to a large organization.
Small to medium sized enterprise (SMEs) still rely to a great extent
on the traditional interview for their recruitment decisions,
although this is undergoing a change towards use of scientific
methods.
16.02 Why are scientific methods used?
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Despite the name, verbal reasoning papers are written tests, which
are conducted in exam-like conditions. Verbal reasoning is
understanding and reasoning using concepts framed in words. It
aims at evaluating ability to think constructively, rather than at
simple fluency or vocabulary recognition.
Large graduate training schemes are increasingly using verbal
reasoning tests (verbals) to distinguish between applicants. The
types of verbals candidates face in these assessments are typically
looking to assess understanding and comprehension skills. As an
applicant you will be presented with a short passage of text and
will need to answer a True, False or Cannot Say response to each
statement.
16.04 Verbal reasoning
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The passage says: about one quarter of female workers are parttime.
We have no information on the size of the total pool of part-time
workers, nor any information of how many women work in relation
to men. The 23% of all female salaried workers that are part-timers
could make up 1% or 100% of the (genderless) part-time workers in
Japan.
As these two statements mean different things, the statement is [C]
CANNOT SAY: you have insufficient information to answer using just
the information in the passage.
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You will find the questions are all of the same type, i.e. all number
sequences. Number problems can be presented in a variety of
ways; they could be
Graphs,
Sequences,
Pie charts and
Plain figure work.
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Example 16.01
Test:
Answer
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A
13
B
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C
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D
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Example 16. 02
Test:
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Answer
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C
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D
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Questions like: What is your overall strategy can tell the ambitions
of a person in life and his progress in career.
Some open questions like: How will you tackle the problem when
you have not finished a job in time, will say whether the person is
able to manage negative stress.
Questions like: Will you work with a person even if you dislike that
person shows whether the person works towards the project
completion regardless of ego clashes.
Thus different types of questions in a personality questionnaire
help to determine various personality traits of an individual.
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Name ofIndividual:
Address:
City:
State:
PinCode:
Phone#:
emailid:
Age:
Questionnaire
Q1:
Whatsortofpersonwouldyourateyourself
tobe?
Q2:
Whatdoyoudowhenfacedwithpressure
situations?
Quiet
Energetic
Calm
Active
Staycalm
Avoidthesituation
Allotworktoothers
Getloudandhyper
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Q3:
Whatdoyouwhenangry?
GetLoud
Throwthingsaround
Becomequietand
keeptoyourself
Q4:
Whatdoyouprefermore?
Stayingindoors
Stayingoutdoors
Q5:
Howwouldyourateyourselfinsociability?
Verysociable
Sociableonlywhen
needed
Preferbeingalone
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Their popularity with recruiters makes it crucial that you are aware
of how in-tray exercises work and what they test. Additionally, it is
important to practice them to maximize your chances of achieving
your true potential.
Most in-tray exercises are designed to test a particular set of key
competencies which the employer deems to be important. For
example they might focus on your delegation skills, your readiness
to share problems with others, your independence, or your affinity
or aversion to procedures. It is important that you think about what
competencies each employer is looking for, and to emphasize these
traits when answering their in-tray exercise. Each different
employer may be looking for different attributes in their new
recruits.
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In-Tray FAQs
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The two most common ways in which your response to the in-tray
items will be assessed are via
(a) Your response to questions in a multiple choice format, or
(b) Your performance in an interview with an assessor in which you
need to explain and justify your actions and decisions. Sometimes,
you will be assessed via a combination of these methods.
Before you start, you should be sure to check how you will be
assessed, and whether or not you are allowed to write on your intray items.
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If you know you will not have the opportunity to talk through your
answers with an assessor at the end, make sure you write down
everything you have thought of otherwise you will not get the
marks for it.
Make a note of diary clashes, time commitments, resource
constraints, appointments, interactivity between people
...anything you think is important to consider in your
answer.
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Remember that it is crucial that you identify the key issues arising
from the in-tray items: while you should aim to complete every task
in the limited time allotted, do not lose sight of prioritizing more
important tasks.
You will be assessed, after all, not simply on your ability to get
things done quickly, but on your ability to spot whether some tasks
are more urgent than others, and on the balance you strike
between working quickly and working effectively.
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The best approach is to quickly read through every item in your intray before answering any questions. But do make notes on your
thoughts as you read through each item.
It is best to wait until you have read everything before responding
because an item which comes up might affect how you react to an
earlier item, or even contradict it. The assessor will not look
favourably on you just ploughing in to the questions..
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As well as keeping in mind what type of job you are being assessed
for, and so which particular competency you should display, it is
important to work in as organized and logical manner as you can.
Try to approach the exercise in an orderly manner, ensuring that
you neither miss out anything nor spend too long on any one task.
One great strategy is to scan through every in-tray item right at the
start of the exercise, and to sort them into an order than makes
sense (whether it is chronological, or perhaps topic-based)
keeping an eye out for items that affect each other.
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Also remember to show what you know, rather than assuming that
an assessor will credit you with characteristics that you do not
actually display during the exercise. So, for instance, be sure to
make notes of reasons for your decisions, and to explain your
thought processes either during the role-play, or in the test or
interview following it.
Keep calm as you go through the in-tray items, and being
methodical in your approach to handling them. Making brief notes
in relation to each decision you make is important, too especially
if an assessor asks you to explain one of your decisions, but also to
ensure you do not lose track of what you are doing as well as how
and why you are prioritizing the tasks you need to do.
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One final word of advice for your in-tray exercise: be sure to take
into account the personality and style of the fictional organization
you are asked to imagine working for. Then ensure that your
actions, decisions and any work you produce reflect your
awareness.
It might be that your role-play requires you to be highly
independent, or, alternatively, to be very much a team player but
in either case, be sure and do your best to show your ability to fit
with the organization for which you are pretending to work. This is
important to employers, and is something you should consider in
any recruitment situation
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You can attempt these positive roles that you can play in a group:
Leader: Keep things on-track, coordinate resources and
people well, and take initiatives. Recognize the skills of others
and put them to good use. However, be careful that you do not
turn out to be domineering.
Motivator: Be enthusiastic or use light, funny comments to
break tensions.
Team-builder: Draw out shy people, ask their views and
make them feel comfortable. Create a congenial environment
and learn to compromise.
16.08 Group Exercises (GE) or group tasks
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You can attempt these positive roles that you can play in a group:
Visionary: Come up with creative and innovative ideas to
solve a problem. You can be original and radical, if not always
practical.
Summarizer: If you are calm and cool, and a good observer,
you can help in clearing out group objectives, work as a
mediator, and tie-up loose ends.
Rationalizer: Logical, analytical and objective, a rationaliser
points out the practical points in implementation of a solution
or idea. You can play quite an important role in crucial decisionmaking stage.
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Do not lose focus and do not distract others from the topic.
If you do suggest a negative side of an idea or argument, be
ready with the alternatives.
Do not shout. Keep your tone in check. Speak clearly and
confidently.
Do not play the victim. Here is a group competing with you.
It is not there to nurse your self-confidence or ego issues.
In the end, if you are preparing for a
group exercise round, be prepared to
back up your arguments with logic and
defend your actions with logic during
the
personal
interview
round. (GE) or group tasks
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Exercises
Best of Luck!
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Finally, make a decision on which course of action to take decision making is an important skill in itself and we
recommend that you see our pages on decision making.
Implementation: This stage involves accepting and carrying
out the chosen course of action. Implementation means acting
on the chosen solution. During implementation more problems
may arise especially if identification or structuring of the original
problem was not carried out fully.
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If your CV has been shortlisted, these days, you can get call to
make a presentation at the interview you are invited to attend in a
weeks time. If you are lucky you may get an opportunity to select
your topic. It is quite likely that your potential employer may
provide you the subject for presentation which could be common
for all candidates or , luckily, one picked from interests you included
in your CV.
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With this we complete
Good Luck!
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