Job Description, Job Specification and Application form

When you apply for a job, you should receive an application form, job description and job specification.  It is so very important for you to read that Job Description and Specification form.  The selection process will be underpinned by this, therefore the more ‘essential’ and ‘desirable’ points you mention in your application form from the job specification form, the increased chance you will have of being short listed.

No gaps in employment history

If you have read the rest of this information, you will see that a potential Employer will be looking very closely at your employment history.  Make sure you do not lie about your dates, as this is likely to come out at the reference stage.  An Employer is entitled to withdraw their offer of employment if evidence you supply during the process is false or incorrect.

Absence Levels

Again, bear this in mind the next time you feel like having a ‘duvet day’ just for the sake of it.  Employers do look at absence levels and frequent short instances of absence, with no pattern to, will not necessarily go in your favour!

Assessment Centres

Dependant on the position, will depend on the level of testing selection criteria the employer may use;

Aptitude Testing (numerical, verbal and in-tray exercises are very popular).  It is worth brushing up on your grammar, spelling and basic maths before conducting a test.  Here are a few websites that offer free testing;

http://www.kent.ac.uk/careers/psychotests.htm

http://www.assessmentday.co.uk/

Psychometric testing;

Psychometric Tests are used by many employers and organisations as a tool to assess potential candidates for a specific job or role. A psychometric test is a way of assessing a person’s ability or personality in a measured and structured way.

The tests come in many different forms and it can be extremely difficult to prepare for them effectively. Some tests are used by employers to help them in their recruitment process, while other tests can help people with their career decision making.

Organisations believe tests help them to recruit the right people with the right mix of abilities and personal qualities. They are also useful for “sifting out” large numbers of applicants at an early stage and so saving the employers both time and money. Tests can be administered by pencil and paper or even by computer. You may even be asked to sit the tests as part of a selection process, at a test centre or even online. Employers usually set a particular score which you need to achieve in order to proceed to the next level.

Written by Victoria Brown  

(BSc MSc MCIPD)

HR Consultant/Occupational Psychologist

 e-mail: Victoria@highperformanceconsultancy.com