Don’t panic, full instruction and examples are given, just take your time, make sure you can follow the example and then answer the question.Question five is different because it tests if you can follow a set of instructions, with no example given, and the instructions are slightly opaque, but the errors you find if you misinterpret the instructions are pretty obvious.
So yet again just read the instructions and take your time.
The tests are conducted with pencil, so take a retractable pencil and a good quality eraser." These are used in order to determine your typical reactions and attitudes to a range of situations.
Spatial reasoning tests predict the ability to work with complex plans.
Spatial reasoning involves mentally rotating two dimensional representations of three dimensional shapes.
They ask about your preferences and try to identify how well you get on with others, your normal reaction to stressful situations or your feelings about the kind of people you like to work with. They help the selector find out your style and way of doing things.
Sensible organisations will use the questionnaire in conjunction with your application form, interview and other information to make decisions rather than in isolation.SJTs also give candidates clear understanding of the role and kind of work situations they may encounter. A typical question may ask "If you saw your line manager stealing at work, what would you do?" and then there would be three options to choose from.Aptitude tests are structured systematic ways of evaluating how people perform on tasks or react to different situations.They have standardised methods of administration and scoring with the results quantified and compared with how others have done at the same tests. Many people have a fear of tests, but these are usually only part of the overall assessment procedure.You may also be interviewed about your answers, and dishonesty may be found out during the interview.Ultimately, there is little point in pretending to be the kind of employee a firm is looking for if you are not right for them. A Situational Judgement Test (SJT) allows recruiters to gain an insight into the candidates decision-making within the relevant environment.If you have a disability contact the test administrator in advance as they may be able to make allowances.Population studies show strong links between intelligence and mental and physical health.These tests are becoming increasingly common and are used by Accenture, PWC, Mc Donald's and many others.I'm not personally convinced of their reliability in recruiting the right graduates as often the answers are very ambiguous in these tests.