Assessing you and your application

Your application has been received, so now it’s time for you and your application to be assessed.

The assessment method may vary slightly depending on the type of role and the employing organisation. Following are descriptions of the typical components and sequence of the assessment process.

Step 1: Initial assessment of written application

At this first stage, when written applications are reviewed and short-listed, the focus tends to be on:
	technical skills
	qualifications
	work experience

Step 2: Telephone interview

If your technical skills or training match the job’s requirements, you will be taken through to the first stage of the assessment process, which is usually a telephone-based assessment or interview. The interviewer will focus in more detail on:

At this first stage, when written applications are reviewed and short-listed, the focus tends to be on:
	your work experience and background
	specific technical skills, and
	will ask questions about what you want from your career.

If you are successful, you will then be invited to attend a group ‘assessment centre’, and / or one or a series of face-to-face interviews.





Step 3: Assessment centres

The competencies for some roles are better assessed in the group situation rather than, or perhaps as well as, the traditional one-on-one interview. For those roles, job applicants undergo assessment at an ‘assessment centre’. More 




And/or:


Step 3: Face to face interview

The short time you spend at a job interview could have a dramatic effect on your career prospects.

Preparation is the first essential step towards a successful interview. Interviewers are continually amazed at the number of applicants who drift into their offices without any apparent preparation and only a vague idea of what they are going to say. More 




And possibly:


Step 4: Psychometric testing

Psychometric assessment is one of the methods commonly used to match the right candidate to the right role.

The testing supports the interview process by identifying potential in a candidate to manage the specific job-related tasks and also fit into the environment and culture of the organisation.

For candidates, psychometric assessment is also beneficial. As well as being matched to a role that enables them to contribute to the success of the organisation, they are also more likely to be satisfied and rewarded in a role for which they are well suited. More 



And possibly:


Step 5: Case Study/Presentations

Job applicants may be required to make a formal presentation to a number of assessors. In some cases this will mean preparing a presentation in advance on a given topic. In other cases, you may be asked to interpret and analyse given information, and present a case to support a decision.