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Types of tests

The tests that can be conducted in an assessment or assessment centre can be divided into six categories:

  • Knowledge tests: language, IT, accounting, security
  • Proficiency tests: cognitive, administrative, technical spatial, verbal, numerical, memory, learning, planning and organising, arithmetic, tables and graphics
  • Personality questionnaires: general, commercial, managerial
  • Motivation questionnaires: motivation, values, reasons, integrity
  • Practical exercises: in-tray, role playing, cases, presentations, fact-finding
  • In-depth interview and feedback meeting

Below are examples and a limited list of exercises, tests, and questionnaires with short descriptions, which can be used in an assessment centre:

  • Personality and motivation questionnaire: provides a relevant picture of your profile and behavioural preferences in the workplace, as well as information on the motivating elements (intrinsic: autonomy, responsibilities, etc., extrinsic: pay, benefits, etc.), which are useful to better manage and integrate you into the team.
  • In-tray: The postal in-tray exercise measures the ability to set priorities, to manage time and ask for support.
  • Organisation exercise: This exercise puts you in a situation in which you will have to organise (your own tasks and staff), make plans, set priorities and manage problems.
  • Fact Finding & Decision Making: is an exercise that measures capacities in decision-making and information management.
  • Situational Competencies for a manager (questionnaire): is a questionnaire that measures proficiency to manage people.
  • Presentation: this provides information on communication and editorial style, but also assertiveness.
  • Communication Style and Conflict Management and/or Leadership Style: one or more questionnaires that assess the relational orientation.
  • Role playing and/or business case: Select HR has several role-plays and business cases that put you into specific situations. These situations can be selling situations, negotiation situations, or decision-making situations.
  • Specific Proficiency Tests: These test you abstract thinking and numerical and verbal reasoning.
  • In-depth interview: interview focused on competencies, experience, behaviour, and motivation. This is conducted by experienced Select HR consultants and takes about 2 hours. The consultant will learn more about your various experiences, skills, and motivation.