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Yes, wherever possible. It is important that you inform your test administrator in good time of your requirements in order that s/he may try to satisfy them.
Our system does have Chinese options.However, you MUST undertake the test in the same language as the email that the invitation was sent to you. If you received the invitation in English you must do the English version of the test. If you undertake it in a different language you will be disqualified.
Depending on which test you are completing, you may be provided with a few questions that represent those found in the actual test. However, you will not be provided with a copy of the test prior to your testing session under any circumstance. This is because it is important to keep test materials securely locked away in order to prevent reducing the utility (reliability and validity) of our tests. Also, we wish to know your current level of performance or your preferred way of approaching the world. Providing you with a copy of the test would provide you with a learning advantage and therefore your results would not be reflective of the real you. This may lead to you being selected for an inappropriate job, unnecessarily rejected for a job, short-listed for inappropriate training and development or not put forward for required training and development.
Some of our tests may be taken at home and others must be administered in more controlled environments. Your administrator will be aware of the conditions and have made an informed decision as to where your test should be completed. If you were not provided with the option of testing at home, then you should assume this option is not available for your particular test. If you have been provided with the option of home-based testing, please ensure that you know exactly what is required of you prior to the testing session and that you will have an ample amount of time free from distraction of any kind.
There are various forms of test administration available. Research suggests that the form of administration does not have a detrimental effect on test outcome. You may be asked to complete a test in paper format, simply reading questions from a question booklet and marking your response on the answer sheet provided. Alternatively, you may be asked to log-in to a secure website and complete an assessment. Irrespective of the style of administration, all candidates are provided with clear, standardised instructions and ample opportunity to ask questions and clarify ambiguities. During the actual testing session, talking/asking questions is not permitted, this is in order to maintain a quality working environment for all involved. If you are taking the test on your own, possibly at home or in your office, please keep to this code by ensuring that you commence your test when you do not expect interruptions, remembering to silence the telephone and other similar distractions.
The British Psychological Society offer a review of UK-published psychometric tests. The review is fairly technical and requires some expert knowledge in order to fully understand it. Many tests provide information online at dedicated websites. Additionally, you may always ask the person that has asked you to complete the test for further information.
If you are sent practice materials, you should complete these as detailed in the instructions. If you get questions wrong, you should try to work out why. Your test administrator should send you some details about the test(s) that you are going to complete. Ensure that you read and understand all of the information you are given. Make sure you know where the testing session will be held (how to log-in if you are using on-line testing), the time the session commences and the time required to complete the tests. Make sure to bring any necessary aids with you such as reading glasses etc. If you are uncertain about any aspect of your testing session, please contact your test administrator as far in advance of testing as possible.
PsyAsia's Saville Consulting Oasys system will inform you if flash is not installed. However you can also check this out for yourself first at:http://www.adobe.com/software/flash/about/If you are told that flash is not installed, it is a simple procedure to install it from the website above. MOst modern browsers have flash pre-installed. If you encounter any problems, please consult your corporate IT team.
In the United Kingdom, the British Psychological Society maintain a database of individuals qualified to administer tests (Test Administration Certificate). PsyAsia is very particular about ensuring that individuals using our tests are appropriately qualified, thus, usually, this would have been ascertained prior to providing the individual with test materials and online access. The British Psychological Society also maintain a register of individuals qualified to administer, score, interpret and provide feedback on ability (Level A Certificate) and personality (Level B Certificate) tests.
Somestimes test candidates download the Preparation Guides before attempting the online tests and find that they don't understand why they got some of the example questions wrong.Unfortunately, we're not allowed to guide you any more than what you see in the preparation guides as this would not be fair to other candidates. Simply read the questions again, try your best to understand the questions and where you went wrong and then start your aptitude test.
Not really. Some unethical candidates come up with stories about how the test started suddenly on its own without them realising and so on. They ask us to reset the test for them in cases like this. Often we won't. Sometimes instead of resetting the same test we give them a different one. If the story is believable and we do reset the test, there is another issue for the candidate to consider as follows. Many of our clients use unsupervised aptitude tests to shortlist a large number of candidates into a more manageable group. Perhaps a candidate manages to get through this stage of the selection process. However most clients will then give candidates a FULLY SUPERVISED aptitude test at a later stage of the process. If the candidate does less well at this final stage, it indicates that they attempted to cheat in some way before. This leads to rejection of the candidate and of course threatens their professional reputation and integrity for life.
Sometimes PsyAsia receives emails similar to this from psychometric test candidates:"I am in receipt of the emails from PsyAsia inviting me for the aptitude assessment. I would be highly obliged if you can kindly send me the links again for the preparation guides for Verbal, Numerical and Diagrammatic Analysis tests, as the one which you have sent are not working."The solution is:The links do work! However it is most likely that they arrived in your email software as two lines and when you click on the link only the first line is being followed. You simply need to ensure that you copy and paste the entire link that we sent you into your internet browser rather than just clicking on it.
Of course you are unhappy. Most people who are assessed by our tests are already very desirable candidates. The fact that you were asked to complete the test in the first place demonstrates how highly the employer thinks of you. Tests are not cheap and they would not waste their money on candidates who they do not believe in!However, don't forget that along with you there may be another 1000+ candidates completing the assessment. So even though you think you are the best person for the job, there are bound to be other strong candidates.Any company who uses our psychometric tests are already aware that test results alone should not be used to make selection or rejection decisions. So, if you have not been invited to the next stage of the process it is not due to your aptitude test results alone. Following your aptitude test, all information that the employer holds on you was reconsidered alongside all other applicants and the evidence pointed to other applicants as being stronger in the competencies required in the job than you. You were not rejected on the basis of your aptitude test results alone. In fact some
If you received this or a similar message from the Saville Consulting Oasys Test System:You have pressed the back button too many times.As a security measure your account has been locked.Please contact support to proceed.Do this:Simply email our psychometrics department with your username and first and last names. We will reset your test as soon as we can*. We will only do this once. Please ensure that next time you read the instructions fully before staring the test. They ask you NOT to use your back button during the test. Thank you.*If our logs show that you have viewed the test questions in any detail we may not be able to reset your assessment and may need to assign you an alternative test to complete. We will need to contact the person who requested your test first and this may take time. Please be patient.
After the session, your responses are analysed and a report produced. You should receive feedback on your results soon after the session and should have received an explanation about this prior to your test session. Your feedback will be in a non-technical form that you can understand. If there is anything that you do not understand, then ask the person providing feedback to clarify. Usually, an interpretation of your results will be given to the person or group of people that have/has asked for testing to be carried out. You will be aware of who these individuals are because you gave permission for them to see your results prior to test administration. Your results will not be seen by anybody that you have not given permission to view. Finally, your test results will be considered alongside all other sources of information that we have about you before making any final decision on selection or development. Test results alone are never used for decision-making.
Your results always remain strictly confidential in accordance with the Hong Kong Privacy Law, UK, Australian Data Protection Acts and similar international legislation. If you are completing an internet-based assessment, your data will initially be stored in a secure database maintained by a UK or Australian Internet Service Provider and thereafter the responses will be forwarded directly to the trained person who has commissioned your assessment. Unless specific arrangements have been made, the data will thereafter be stored securely by the test publisher for six months, after which, it will be anonymised, i.e. all reference to the original source will be removed. This allows the developers to continually monitor the quality of the assessments. If you are completing a non-internet based assessment, the Internet Service Provider and publisher are still involved in the process as your responses will be added manually to the system. We do arrange data-sharing with some organisations, again to allow us to monitor the quality of our assessments. Where this happens, you will be duly informed and have the right to request that we do not hold your data. Again, any data held will b
A psychological test is a well-founded method of assessing your ability or personality. Many years of research have demonstrated the utility of these tests in workplace prediction of job performance. Ability tests have right and wrong answers and generally are designed so that candidates are not able to answer all questions; so, do your best, but do not be too concerned if you are unable to complete the whole test. Personality assessments are simply measures of your personality, so do not have right and wrong answers, you just need to be honest when completing these assessments. Personality assessments generally have inbuilt measures of response style, meaning that it is possible to tell if you have not paid attention to the questions or if you have been dishonest in your responses.
Psychological tests, along with other relevant information (resume or employer references etc.), allow us to make accurate predictions about how well you are likely to fit into a given job or career area, your likely performance in that position and your potential training and development needs. They assist the decision-maker and you by helping to ensure that the right person is selected for a position, that you will enjoy the work and that any significant development needs are addressed appropriately.
