Careers and Jobs

I guess to purpose of this post is to highlight that interviews can be more complex and varied than you may think. For this reason it is essential that you prepare properly and that you get as much information about the interview process as possible. This information combined with preparation will help improve your confidence and your performance which will increase your interview to job offer ratio.

Different types of Interviews – There are a wide variety of possible interview scenarios that you can face when notified that you have been called for interview. Some of these types of interview include:

Traditional Interviews
Competency / Behavioural Interviews
Panel Interviews
Phone Interviews

Different types of Assessments – To confuse things more many organisations are combining interviews with objective assessments in the form of psychometric testing and assessment. Some of these include:

Personality Questionnaires
Ability Tests
Aptitude Tests
Skills Tests
Assessment Centres

Different types of interviewer and interviewer styles – Finally you can face different types of interviewers who use a different style. It will help you to understand these different styles but more importantly have a strategy to cope with the different styles. Six of the possible interview styles include:

Absentee Interviewer
Inquisitor Interviewer
Buddy Interviewer
Laser Beam Interviewer
Shotgun Interviewer
Silver Bullet Interviewer

In later posts we will provide information on the above interviews, assessments, interviewer styles and more importantly how you can prepare. If you would like more information about the different types of interviewers visit this post.

Need help with competency based interviews ?

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This post is for the benefit of employers thinking of introducing psychometric assessment into recruitment processes. Having said this jobseekers can see why clients use assessments.

What are the benefits of psychometric testing or objective assessment?

Psychometric Testing enables more informed hiring decisions by providing additional information about an applicant
- Testing has been proven to work better than just an interview. Stand alone interviews put too much emphasis on the ability of the interviewer (they may not be an interview specialist or even trained).
- Testing provides you with objective information enabling objective and defensible decisions

Psychometric Testing will improve the efficiency of a recruitment process
- Help you identify unsuitable applicants early on in the recruitment process which means that you spend less time and money and resources on them
- Help you identify and measure the key competencies required for the job. This will help you get a closer fit and enable the hiring manager to be more productive and effective

Psychometric Testing allows you to investigate beyond just the hard skills
- Testing enables you to assess an individual’s potential rather than just hard skills.
- Testing provides information about the way someone goes about daily duties which is just as important as their hard skills
Psychometric Testing prepares you for beyond recruitment and selection
- Testing provides information about the candidate in terms of likely strengths and weaknesses. This means you can manage and develop new hires effectively.

Psychometric Testing portrays a good company image
- If you uses testing you will be viewed as a fair organisation and progressive if you use online testing.

If you are an employer and you want more information about psychometric testing – contact Measurability. Measurability provide assessment services to organisations nationwide (Dublin, Cork, Limerick, Galway, Sligo & Galway) in a variety of industry sectors.