The upside to a down employment marketcan be the push it gives organizations to make an inventory of their assets – not the least of which is their human capital. To do this they employ a wide range of sophisticated assessment toolsthat can highlight strengths and identify areas for professional development in their managers. However, research has told us that the typical interview – even when conducted by a well-trained professional – can only reveal a person’s leadership style(what he or she does to influence others). Simulation based assessments, on the other hand, can go a little deeper and determine a person’s thinking style, how he or she makes decisions “when the door is closed.”
However, when asked to take an assessment, many job seekers are hesitant. After all, many people dislike tests – especially when they’re designed to identify personal strengths and weaknesses. An algebra test only tells you how much algebra you know (or don’t know), but an assessment exposes the insecurities and flaws you’ve tried to conceal your whole career, right? Well…Not exactly. Here are some recommendations from experienced executive recruiters on how to easily “ace” an assessment test:
- Help the assessor understand your own interpretation of the results.
As a stand-alone, assessments are not sufficient for making hiring decisions. However, when combined with all the information that is available about you, the data they provide are an excellent supplement and can add an important dimension toward understanding who you are. They can also offer another level of confidence that you will thrive in a new position. This process not only helps to maximize the hiring organization’s investment in top talent, but also helps you to maximize your talent to perform at your best, even when the job market is struggling.