INVEST IN YOUR CAREER PATH
Your CV is your MARKETING PAMPHLET
Ask yourself these questions:
- Does it sell ME and does it do so accurately?
- Does it do justice to me as a BRAND?
- Does it make compelling reading?
If not, look at your CV again and follow these guidelines:
Download our guide to drafting an impressive and professional CV CLICK HERE
Background to Assessments
The word psychometric basically refers to the measurement of the mind. Unlike facets such as education, skills, experience, appearance and punctuality, the behavioural traits and personality of a candidate can be much more difficult to assess during an interview.
Some employers choose to use psychometric testing during their recruitment process to help give a better overall evaluation of a candidate and hopefully secure the best fit for the role. There’s some debate over the value of psychometric testing, but those who use it believe that it can give a more objective overview of a candidate’s character, strengths, weaknesses and working style. Typically, a psychometric test will never be used in isolation, but as one component of a wider, integrated evaluation strategy.
Some of the tests in the assessment battery:
1. Occupational Personality Questionnaire (OPQ32):
The OPQ questionnaire invites participants to describe their own behavior, preferences and attitudes, in relation to different aspects of their working life, by identifying from blocks of statements, the one that was most, and the one that was least, like themselves. Their responses are compared against those of a large relevant comparison group (SA Managerial Professional) to yield a profile of the participant’s perceived preferences for ways of behaving at work.
2. Reasoning Ability Assessments (Verify Verbal, Numerical and Inductive):
Verbal, Numerical and Inductive reasoning ability assessments indicate the participant’s critical reasoning ability when compared to a large and relevant comparison group (SA Banking, Finance and Professional) that completed the same level of assessment (SA Managerial / Professional level).
Verbal Ability: Indicates the level of ability in understanding and evaluating written reports and documents.
Numerical Ability: Indicates the level of ability in understanding or interpreting numerical data and mathematical calculations.
Inductive Ability: Indicates the level of ability in understanding incomplete information and solving novel problems by creating solutions from first principles.
3. Cognitive Personality Profile (CPP)
Broadly speaking, the CPP measures an individual’s capacity for judgement and decision-making in increasingly unfamiliar and more complex environments. It therefore provides information on the level/s complexity at which an individual is comfortable operating with a view to establishing a level of flow or match between the individual’s capability and work environment. It also provides information on information processing styles, approaches and preferences in unfamiliar environments.
Dealing with complexity. Read more...
The CPP measures a construct called CAPABILITY. This describes a person’s capacity to apply judgement and discretion to make decisions in increasingly unfamiliar environments. This competency element becomes critical as work becomes more ambiguous and complex – as one no longer can refer to past knowledge, structure or short-term feedback to base decisions on. The CPP measures where one is currently best able to apply this judgement and, where one has the potential to do so, should various factors be understood and resolved.
The World of Work:
Increasing uncertainty → Increasing complexity → increasing judgement in decision making Structure → Chaos Short term → Long term orientation Pragmatic → Ideas Orientation Detail → Dynamic Complexity
In the World of Work, as one moves away from the Operational to the Strategic domain, uncertainty increases. With this, structure reduces and chaos increases. The need for a long-term orientation becomes critical and, one needs to be able to look at possibilities rather than practicalities; and suspend detail to become aware of the dynamics of the situation. As this happens, work becomes more complex and the need for judgement in decision-making increases. The CPP describes the work environment, where an individual currently applies his/her judgement (current capability environment) as well as the work environment where that individual has the potential to apply judgement and discretion but is constrained by certain cognitive, emotional and/or meta-awareness factors that could constrain or facilitate judgement.
Competency in a role is reliant on an individual meeting the capability requirements (capacity for judgement and discretion in increasingly unfamiliar and more complex environments) as well as the relevant competency elements relating to relevant knowledge, skills and psychological attributes for that role.
For a successful interview
A few tips for a successful interview
- Dress for Success
First impressions go a long way, especially when meeting with potential employers. The first thing that strikes and employer is what you are wearing and how you present yourself, so why not make it count!
Recruitment has evolved over the years so whether it is a face to face interview or via an online platform such as Skype, always put in effort with regards to your appearance. Regardless of the nature of the job you are considering, it is important to dress neatly and professionally in order to make a good first impression, especially when interviewing for a corporate role. This gives you the opportunity to sell yourself on more than just qualifications and experience.
To assist you in making a great first impression for your new dream job, we have put together a few tips on how to dress for success for both men and woman.
Dress for Success. Read more on how to dress for success....
- Neat and professional hairstyle, not too trendy or over the top
- Limit your perfume or aftershave
- Neatly trim and clean your nails and refresh your nail varnish
- Avoid stained or tatty clothing
- Your clothing should be in your current size, not too tight or too baggy
- Carry recruitment documents in a portfolio or briefcase
- Avoid smoking prior to the interview as it will impact on your interviewer
- If in doubt, the default is to look conservative.
Tips for Ladies:
Generally ladies are more complicated and varied when it comes to fashion. There are a number of things to consider such as make up, what bag to wear and how much jewellery to put on. The tip is to keep it simple and sophisticated!
Below are a few tips to make a professional appearance for an interview:
- Suit (navy, black, or dark grey) – make sure the suit’s skirt is long enough so you can sit down comfortably
- Coordinated shirt or top (watch for too much cleavage, be conservative)
- Elegant dress on or below the knee
- Coordinated shoes (check for scuffed or damaged heels)
- Limited jewellery (no dangling earrings or arms full of bracelets)
- No jewellery is better than cheap jewellery (don’t over accessorize)
- Light make-up that compliments you and gives you confidence (try to avoid lipsticks in red, purple, black or overly fashionable bright colours)
- Light perfume
Tips for Men:
For a professional interview, men can default to wearing a suit or smart shirt and pants with a jacket.
Here are some essential items for men to ensure a professional interview:
- Good fitting suit (solid color – navy, black, or dark grey)
- Good fitting long sleeved shirt (white or coordinated with the suit)
- Tie (stick to a conservative look and avoid overly fashionable)
- Socks that match your shoes
- Formal shoes (check for scuffed or damaged shoes and remember to polish them!)
- Little or no jewelry
- Limit the aftershave
2. There is often more than 1 interviewer so build rapport with both, make eye contact and be pleasant and friendly.
3. Give lots of relevant examples from your previous or current role.
4. Please do company research and ensure that you understand what the business is about.
Competence relates to knowledge or technical skills a person displays in the work they do.
It typically shows as:
- What the person delivers as outputs, tasks, functions or objectives
- Functional skills and knowledge that enable performance
- Examples are proficiency in Excel, knowledge of legislation or product etc.
Competencies relate to behaviour and how they are supposed to act when performing work duties.
It typically shows as
- How the person delivers the work
- Behaviours by which things are achieved
- Examples of behavioural competencies are planning, meeting deadlines, building relationships, making decisions etc.