Selection Processes: Getting them Sorted
The growing demand for graduates means more employers are
running graduate programs and relying on rigorous selection
processes to ensure they recruit the best candidates. Although the
structure and timing of selection processes can vary, they follow a
common pattern.
Employers typically receive a large number Aptitude tests
of applications, so their selection process is Aptitude tests are used to measure your mental
constructed to allow quick, informed decisions reasoning ability, most commonly your numerical,
at each stage to help them efficiently shortlist verbal, comprehension, and abstract or spatial
the most suitable candidates. reasoning skills. These tests are usually timed and so
A typical selection process will usually include
the pressure can be quite intense. Work quickly but
the following (although the order may vary):
accurately, but don’t be surprised if you don’t answer

all questions.
Application form
 Telephone or face-to-face interview
Personality inventories
 Psychometric assessment
Sometimes incorrectly called ‘personality tests’,
 Assessment centre (may include
inventories are designed to reveal your interests
psychometric tests) and motivations. The typical format is preferential
 Final interviews questions (where you select from a series of choices).
Psychometric assessment
There are no right or wrong responses, just individual
Many graduate employers now use
answers which psychologists use to develop a profile
psychometric assessment early on in their
of you, which is then compared to a profile of the
selection process.
person the employer is seeking.
Traditionally paper-based, assessment is now
Emotional intelligence (EI) tools may be used to
often administered as a series of online tests
identify candidates who possess a good level of
and inventories. Psychological assessment may
‘emotional competency’. In summary, EI is your
also be a precursor to or part of an assessment
capacity to:
centre (see next page).
 Recognise and manage emotions in yourself and in
your relationships
Designed by psychologists, psychometric
 Use feelings to guide your thoughts and actions
assessments are used to assess a candidate’s
 Motivate yourself and others
abilities, personality, motivations, values and
interests under standardised conditions in line
Be prepared
with a particular role. There are many different
Prepare yourself for psychometric testing by finding
types of assessment, all with the aim of
out from the employer relevant information such as:
helping the employer build an overall profile  What sort of tests they conduct and what do they
of you and, importantly, how you would fit
measure?
within their workplace.
 How long will the tests go for?
 Can a calculator be used in numeric tests?
Psychometric assessments typically fall into
two categories, aptitude tests and personality
inventories.
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