Q

Good Housekeeping (Philippines) - - Ask The Experts -

CA­REER COUN­SEL

I took a psy­cho­me­t­ric test at a com­pany I was ap­ply­ing to, but wasn’t hired be­cause I ap­par­ently failed said test. Should I be con­cerned about my ca­pa­bil­i­ties? Are th­ese tests ac­cu­rate and ef­fec­tive for screen­ing can­di­dates?

Com­pa­nies im­ple­ment as­sess­ment tests to en­sure they are able to re­cruit the can­di­dates most fit for their par­tic­u­lar needs. Be­yond ap­ti­tude or IQ tests, th­ese tests may help them screen for their needs when it comes to ex­pe­ri­ence, skills, or per­son­al­ity type. th­ese tests have high va­lid­ity and re­li­a­bil­ity rates; oth­er­wise, they would not be ap­proved for use. that said, it is likely that the com­pany may have iden­ti­fied a par­tic­u­lar pro­file best fit for them, which is not nec­es­sar­ily in­dica­tive of your par­tic­u­lar strengths, ap­ti­tude, or ca­pa­bil­ity.

Don’t take the re­sults to mean that you are not ca­pa­ble. In­stead, use this as an op­por­tu­nity to find out more about what job you are best fit for. there are var­i­ous per­son­al­ity tests you may take to val­i­date this, and some are avail­able on­line. Dur­ing the job search process, try to match what you ver­i­fied as your par­tic­u­lar skills and strengths to job open­ings, which would need your par­tic­u­lar pro­file. In this way, both the em­ployer and your­self will find a bet­ter match in terms of their needs and your abil­i­ties, en­sur­ing sat­is­fac­tion for both par­ties.

—malou tre­nas del Castillo q At the end of most in­ter­views, the re­cruiters of­ten ask if I have ques­tions for them. What is the ap­pro­pri­ate re­sponse to this?

In­ter­views pro­vide an op­por­tu­nity for both in­ter­vie­wee and em­ployer to screen each other. In ad­di­tion to dis­cussing your abil­i­ties with the po­ten­tial em­ployer, this is the right time for you to check if the com­pany meets your pref­er­ences in terms of cul­ture, man­age­ment style, train­ing, ca­reer path, and other val­ues. Af­ter you have dis­cussed your work his­tory and pre­vi­ous ac­com­plish­ments, and an­swered their ques­tions sat­is­fac­to­rily, most in­ter­view­ers will ask if you have any ques­tions for them. Be­fore you head straight to ask­ing about your par­tic­u­lar con­cerns, it’s best for you to show the in­ter­viewer that you are gen­uinely in­ter­ested in the com­pany’s busi­ness, prod­ucts, or ser­vices.

start with gen­eral ques­tions about the com­pany and its fu­ture plans. You may demon­strate what you learned about them from your re­search (e.g., “I read that your head of­fice plans to [insert what you have learned here]. How will this im­pact busi­ness in the philip­pines?”).

You can also ask about the depart­ment you are join­ing, and even­tu­ally ask ques­tions about the job you are ap­ply­ing for, in­clud­ing its roles and re­spon­si­bil­i­ties, scope, re­port­ing lines, and ca­reer path. You can even ask about the pro­file and ten­ure of ex­ist­ing em­ploy­ees to see if you would fit in with this em­ployer (e.g. “What is the pro­file of em­ploy­ees who thrive in this com­pany, and how long is the av­er­age ten­ure of em­ploy­ees in this depart­ment?”).

Make sure to ask each ques­tion tact­fully and with fi­nesse, giv­ing the im­pres­sion that you are in­ter­ested in their op­er­a­tions rather than screen­ing them for mis­takes. Ask­ing about com­pen­sa­tion and ben­e­fits is in­ap­pro­pri­ate dur­ing the in­ter­view process and should not be done at this point. rather, re­serve th­ese ques­tions for when a for­mal writ­ten of­fer has been pre­sented to you.

—malou tre­nas del Castillo

Pre­pare a list of ques­tions you’d like to ask the in­ter­viewer about the com­pany and the job you are ap­ply­ing for.

Newspapers in English

Newspapers from Philippines

© PressReader. All rights reserved.