Shortlisting Procedures, Carying Out Interviews, Interview Techniques and Assessment Methods

Aptitude tests are suitable for jobs that demand specific job skills. They are aimed at testing wheater candidateshave these specific skills, an example would be to see if applicants have the aptitude to learn computer programming or a particular language.

There are many 'off-the shelf' ability and aptitude tests avaliable to employers. including computer programming, manual dexterity - the ability to handle and place small items such as elextronic components with ease -, word preccessing and verbal, spatial and numerical tests.

Emploers are often intrested in knowing about the personality and character of applicants as well as their abilities. A psychometric test can assess an indivduals ability, personality and intrest type. These test ask questions about how a person typically behaves in a given situation.

One particular form of psychometric test is the personality test. Usually presented in the form of a questionaire, the persionality test does not contain questions with any 'right or wrong' answers. Instead the test is structured to try and get a picture of how a person will bhave in a particular circumstances.

Some businesses use psychometric test to try and help them draw up a short list, by removing applicants who do not match up with the critera for the post. Others use them in the final section of the process as they believe the tests can provide them with a more accurate picture of the applicant. More recruiters are using these tests to help them to get a beter understanding of the candidates, rather than relying totally on the interview.

Most common form of assessment which consists of a range of questions to applicants providing information about their attitude to and knowledge of the job role. Provides applicants with a chance to ask apporpriate questions.

Open questions should be prepared and asked to all applicants, but also based on the person specification.

Careful questioning is of little use if the interviewer is not paying attention so it is important for the interviewer to;

• Maintain eye contact
• Nod
• Gesturing
• Keep an open posture
• Link questions to previours answers
• Making summaries of thje interviewee