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Selection Processes: Getting them Sorted
It is also worth gaining practice with many of the What they don’t assess
sample tests available (with particular emphasis The tests and exercises are not designed to
on your weaker areas) so that your performance discover facts about your childhood or other
better reflects your natural ability. Doing crosswords, personal details: they are searching for work-
number games and puzzles found in newspapers related abilities and competencies. Neither
and magazines will also sharpen your natural ability. are the assessments aimed at evaluating your
technical skills and knowledge (although
Assessment centres
drawing upon them may aid your performance).
Once you have successfully passed both the
application form and psychometric testing, you
Advantages for applicants
move to the assessment centre stage (if this is part of
Assessment centres do not benefit the employer
the employer’s selection process).
alone. There are many advantages for the
potential employee as well, including:
Assessment centres are commonly used by large
companies throughout Australasia. So what are
 You are given an opportunity to share your
working style and strengths.
they? They are collections of tests and exercises that
 Your success does not hinge on one or two
are designed to simulate an employer’s business
interviews.
environment and generate information about
 Should you be successful in securing the
applicants.
position, you can be more confident that it will
Common activities include work-typical exercises,
suit you and that the employer feels you have
group discussions, role plays and (in some
the potential to advance.
instances) psychometric testing (see previous page).
 It is a fairer, more equitable hiring practice.
Assessment centre testing can last from half a day So you’re in
to three days and is usually held at the offices of the If you are one of a handful (out of sometimes
employer or recruitment company. thousands of applications) invited to an
The aim of assessment is to uncover which applicants
assessment centre, give yourself a pat on the back.
have the most suitable personal attributes, problem
Then start preparing…
solving skills and general aptitude, and which Your careers service will have examples of
candidates would fit best and excel within the typical tests and can advise you on preparation.
organisation’s structure and culture. Make sure you are familiar with the role on offer
Research has validated assessment centres as one
and desired competencies, and read all test
of the best methods for predicting successful on-
materials carefully and thoroughly. Do some
the-job performance as they generate objective,
internet research on the employer, industry and
observable data on candidates.
assessment centres.
On the day, dress as though you are attending a
job interview and be yourself. There are benefits
Not into the next round? Remember...

on both sides to fitting the right person to the
Your results only reflect your performance on the
day you were tested (which can be affected by
right job. Expect to feel nervous before and during
many factors).
the assessment: the experience will involve some
 You are being assessed against the needs of one
stress but will also be of great benefit to you.
organisation, so you won’t be viewed identically
Not successful...this time
by other employers, or by the same organisation
If you are not selected for further interviews/the
in the future.

position after psychometric and/or assessment
You have gained valuable practice for next time.
Evaluate your performance and any feedback
centre testing, do not let it undermine your
given.
confidence! See the tips to the left and look to
 You may have avoided a position which would
the future!
not have been right for you in the long-term.
Updated by Will Blott, University Program Manager,
Google Australia.
GO for it! //
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