With more and more employers in our sector realising the benefits of pre-employment testing, many of our clients are implementing these tools as a standard part of their selection process.
As a job seeker, trying to 'fake' a psychometric test is actually detrimental to you personally. If you are the successful candidate after 'faking' a test, you're likely to be offered a job that doesn't suit your preferences, may be stressful or demotivating, or sits outside of your skill set.
What many people don't understand is that candidate responses on both ability and attribute assessments are often compared to a unique organisational profile or industry comparison group.
Here is an example. Let’s say you were applying for an Accountant position but didn't think you were really the typical ‘Accountant type’. Your natural inclination might be to present more of a typical ‘Accountant flavour’. In a test you might choose responses which are traditionally more strongly associated with accounting types such as introversion, mathematical orientation, being highly task focused and compliant. However, the problem is that this particular organisation might actually be looking for candidates who have strong interpersonal skills and are more creative or innovative thinkers - in fact, nothing like the traditional traits you might expect in an Accountant. What if they’re actually after an out-of-the-box Accountant? What if they’re after you?
By answering these assessments as honestly as possible you are actually doing yourself a favour in the long run, should you be successful in gaining the position or not. If you are tasked with pre-employment assessments through a Sportspeople Recruitment process, our testing partner Revelian will send you an e-mail with more important tips on how to best complete the process.
The most important thing to remember is that you are your own biggest asset. With all your imperfections, quirks and development areas, you could be are exactly what organisations are looking for!
RM - Sportspeople Recruitment
First Published 2016
