Unlocking graduate assessments:

psycho-babble or key to success?

Ainsley Gilkes
Senior Advisor
Sourcing & Talent Pipelines

Karen Linehan
and

Attraction & Selection

Consultant

About us
Ainsley
Manages graduate and talent pipelines strategy inc recruitment direction, niche
sourcing & high potentials program for grads and entry-level employees
Graduate of Macquarie and former staff member!
Interest in identifying extraordinary talent and communicating for best cultural fit

Karen

Recruitment Consultant for OneSteels Distribution business and currently running

a project around psychometric assessment of wages staff
Psychology graduate now pursuing registration
Interest in psychometric testing and reliability of selection tools to select talent

About us
At OneSteel we dont just do steel.

Were an integrated portfolio of diverse yet complementary businesses,

which leverages its value chain to to deliver to customers & shareholders.
Mining and external iron ore sales
Recycling
Manufacturing and value add steel products
Our own Distribution network

Niche market positions

Were a TOP 50 ASX-listed company

10 000 people

> $6 billion revenue

Over 200 locations in Australia and 39 offshore

Market leader in all products

Quick Quiz
Which 8 of the following are what
graduate employers most look for?
Initiative

Problem-solving

Communication skills
Conceptual thinking
Previous experience
Leadership potential
Intelligence

Teamwork

Supervisory skills

Presentation skills
Business etiquette
Cultural fit

Critical thinking
Creativity
Intercultural awareness

Influencing skills

Emotional intelligence

Judgement

Negotiation
Vision

Quick Quiz - Answers

The best employers are looking for future leaders
Initiative

Problem-solving

Communication skills

Leadership potential
Intelligence

Supervisory skills

Presentation skills

Conceptual thinking/analysis
Previous experience

Teamwork

Critical thinking

Business etiquette

Cultural fit

Intercultural awareness

Influencing skills

Emotional intelligence

Creativity

Judgement

Negotiation
Vision

Example: What OneSteel look for

Six Graduate Competencies

Working across OneSteel

cooperate with others

Taking the initiative is decisive in a

time sensitive situation

Passion for outcomes creates own

measures of excellence

Influencing others uses direct

persuasion

Conceptual thinking sees patterns

& trends

Confident communicators
Genuine interest in OneSteel

Current Organisational Approaches to

Selection Processes

Increased demand for graduates

means employers are now
running more rigorous selection
processes to select the best
people into their organisations

Increased applications has

resulted in selection processes
being designed to help the
employer make quick and
informed decisions at each stage
of the process

A typical grad selection process

will involve a application form,
telephone interview,
psychometric assessments,
assessment centre, final
interview and reference checks

OneSteels Graduate Selection Process 2009

Online application through http://careers.onesteel.com
Attach your resume, transcript & IELTS results

Online Assessment 1 (20 mins)

Short Telephone Interview (15 mins)
Assessment Centre (3 hours)
Meet senior managers & learn more

Timeline
Applications close 6 April
Late Feb early April
Late April
Early May
Major capital cities

Online Assessment 2 (60 mins)

Individual & group exercises

Final Interview
References
Offer

Mid May
Early June
June

What are Psychometric Assessments?

Psychometric Assessment refers to the process of measuring a
candidates relevant strengths and weaknesses and then using this
to make a prediction about their future behaviour
Generally used at start of selection process by employers
Traditionally administered using paper and pencil. Now widely
available online as tests or questionnaires
Organisations use a series of aptitude, cognitive and personality
measures to make appropriate selection decisions
An Aptitude Test measures the capability of a person for
performing a specific task or skill. Available in single tests or as a
test battery
A Cognitive Ability Test aims to measure a general construct akin
to intelligence
Personality Questionaire measures the traits, qualities or
behaviours that determine a persons individuality

Why do we need Psych Testing?

Testing has been correlated with high performance
Example
Source

Correlation with Academic Performance

Biodata alone
Biodata + 1hr interview
Biodata + Test Scores
Biodata+ Test Scores +
2hr interview
Based on data in Kelly E.L. and Fiske. D.W. (1951)

.26
.13
.36
.32

Examples of Psych Tests

Numerical Reasoning

Examples of Psych Tests

Numerical Reasoning

Examples of Psych Tests

Numerical Reasoning

Examples of Psych Tests

Verbal Reasoning

Examples of Psych Tests

Verbal Reasoning

Examples of Psych Tests

Abstract Reasoning

Examples of Psych Tests

Abstract Reasoning

Examples of Psych Tests

Abstract Reasoning

What lies behind a Psychometric Test or

Questionnaire?

Psychometric tests have been designed by Psychologists to

measure and assess an individuals abilities, personality,
motivations, values and interests under standardised conditions
in line with a particular role.
While there extensive types of assessments available to employers
all have been designed to assist an employer to build a profile on
you and more importantly to determine how you will fit in with
their team.

OneSteels Psychometric Assessments

Confidential this slide is only

available by attending the
workshop in person

Tips

For aptitude and cognitive tests, you can practice if you want to.

The Macquarie Library has a number of books with practice tests

Find out what kind of testing the employer uses (Testgrid, Onetest, SHL, Previsor)
and check their web site for sample tests

For personality questionnaires, you should be yourself.

The employer is looking at whether you fit what they are looking for and all
employers are different!

You wouldnt want to end up with a company or job that didnt suit you!

Its important to be honest and answer naturally - go with your first instinct.

Tips

For personality questionnaires, it is best to understand what graduate

competencies they employer is looking for, then think about whether you have
these competencies and how youd respond to questions about them
Westpac

Unilever

Questions?