What can you expect before, during and after an assessment at hrmforce? If you still have questions after reading this page, feel free to contact one of our advisers or use the chat on the website.
Would you like to practise first before taking the assessment? We have developed a special practice assessment so you can experience how it works and be perfectly prepared. Good luck!
After completing an assessment you gain insight into your talents, what drives you in your work and where your development potential lies. An assessment gives you a nuanced insight into your qualities. Assessments can consist of online tests and questionnaires.
An assessment provides more certainty about the qualities and development potential of the candidate through a nuanced insight. In this way, clients receive a clear description of the participant. Assessments can be used in various phases and departments within organisations, for selection, onboarding and internal mobility, among other things.
Hrmforce offers various types of assessments. For example, you can come to us for a selection, development and career assessment, but also for a team assessment/group analysis in which the talents and development points of a team are made visible.
The advantage of an online assessment is that it can be taken almost anytime and anywhere. Assessments can be completed either at home or on location; this can be adjusted at the client's request.
First, the candidate receives an email with an invitation to take the assessment. This contains both practical information and personal login details. The email also contains a link that directs you to a secure online environment. Here you can take the assessment.
If a client wishes you to take an assessment in a controlled environment, they can propose a place within their organisation for this.
Assessments can be practised in advance. In fact, this is even recommended. By taking practice tests beforehand, you get a clearer picture of the assessments you need to take. You also learn to deal with the time pressure and know what kind of questions you can expect. This allows you to start the real assessment better prepared and more relaxed. Here you will find a practice test for the ability test.
First of all, it is important that you are aware of the purpose of the assessment and that you know what the assessment is about. For many assessments it is possible to practise in advance or to read up on the subject.
Next, it is important that you are well rested and can take the assessment in a quiet environment where you will not be disturbed by (external) factors.
Cognitive ability tests fall under the category of intelligence tests and are the most effective predictors of success in the workplace. These tests often consist of analytical insight (number series, figure series), logical reasoning, spatial insight and numerical and/or verbal abilities.
A cognitive ability test, also known as an 'Ability Analysis assessment', measures how quickly a person can understand problems, form an opinion and/or learn new things.
With a personality questionnaire, the personality of the candidate is examined. There are no right or wrong answers here. The test is based on the five most important personality factors for behaviour in work situations: Neuroticism, Extraversion, Openness, Agreeableness and Conscientiousness.
Use a recent browser. Internet Explorer 9 or lower is no longer supported by Microsoft, so there is no guarantee that these browsers are compatible with the assessments. The assessments can also be taken on Mac computers, laptops and the Safari web browser.
On most tablets the assessments and tests can be taken, however no guarantee can be given. Due to the wide variety of tablets, it is not certain whether the assessments and tests can be taken on all the different variations. It is therefore recommended to take assessments or tests on a desktop computer or a laptop.
Taking an assessment on a mobile or tablet is certainly possible. Just make sure that the internet connection is stable.
If you have been invited to an assessment day, you are expected in the morning at the indicated location. During this day, various assessments will be administered and interviews and (simulation) conversations will be conducted. The purpose of this full day is to gain a clear picture of the candidate in terms of development, ambition, drives and wishes.
The duration of the assessment varies and can range from 4 to 8 hours. You will always receive information about the duration of the day before the start. The exact content of the day depends on the wishes of the client and will always be communicated in advance.
The time can differ per assessment. At the beginning of the assessments it is always indicated how long they last. Assessments that you can take at home do not last longer than one and a half hours.
To prepare for an assessment interview, it is above all important that you know who you are and how you can show this. Requested competencies: provide concrete examples that demonstrate that you possess these competencies.
Make sure you have an overview of your ambitions and motivation. Be honest about your weak and strong points. If applicable, you can talk about the common thread within your career and your development. It is recommended to practise an assessment interview in advance.
This differs per interview.
In a selection assessment, the focus is (mainly) on job-related competencies. Ambition and motivation are also discussed and questions are asked about strengths and weaknesses.
In development assessments, the focus is (mainly) on career opportunities and development potential. Options within the client's organisation are considered here. Ambition, motivation and career are also discussed here.
In assessments focused on career development, the focus is (mainly) on motivation and drives. Linked to ambitions, a suitable next step is considered, which can be both within and outside the current organisation.
During a practical simulation, a situation from practice is re-enacted. During this simulation, your conversation partner is usually an actor who plays their role realistically. By simulating a practical situation, it is possible to observe how someone reacts in a particular (work) situation. The results of the practical simulation are linked to the results of the interview assessment, the personality questionnaires and any other assessments.
During a practical simulation, the social and communicative skills of the candidate are examined. The behaviour and conversation techniques of the candidate are observed.
It is advisable to dress the way you should dress for your future work or the way you go to your current work. It is important here that the dress code fits the environment where you will end up or for which you are taking the assessments.
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Want to prepare even more thoroughly? These books help you get familiar with assessments, aptitude tests and personality questionnaires.
If you still have additional questions after reading this page, please contact us. You can do so by filling in the contact form or by calling one of our advisers. Our advisers are available Monday to Friday from 08:00 to 18:00.