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It is very common to participate in several interviews prior to becoming an employee with Apex Life Sciences. The initial interview or screening interview will most likely be held over the phone with an HR representative. In this interview you will be asked several questions covering your availability, salary expectations, work experience, etc.
If you happen to pass the initial screening interview, you should be invited to participate in one or several face-to-face interviews which may be held either one-to-one, in a group, or before a panel.
The Aptitude Test is a more sophisticated alternative to existing methods of pre-employment assessments and usually administrated together with a phone and face-to-face interview. This test is designed to evaluate job candidates’ various cognitive abilities, ranging from the numerical reasoning to the verbal comprehension. The Situational Judgement Aptitude Test tries to analyze job candidates’ reactions to different situations usually occurring in workplaces. To predict applicants’ future performance at work even more exactly, the Aptitude Test uses a relative scoring method. That is, it is not important how many questions on the test you answered correctly, since your score will be evaluated relatively to the score of other candidates. This comparative method allows employers to choose the best employee from the applicant pool. For job applicants, however, this method carries obvious disadvantages. For even if your score is objectively high, it may still be not good enough, if compared to the higher scores of others. Because of such scoring method, it is of paramount importance to receive the best scores on the Aptitude Test. You can get them only if you practice for your test in advance. Purchase our top-notch resources and pass the Aptitude Test with ease and confidence.
The Personality Test is usually offered to job candidates in addition to other tests they take during their pre-employment assessment. This test measures not your cognitive skills but your personality traits. By inviting their applicants to pass the Personality Test, employers want to ascertain that they are people who will get along with their co-workers. They also want to winnow out those who might engage in such unseemly behavior as pilfering, harassing, and time wasting. To achieve this evaluation with more precision, the Personality Test is divided into several parts containing different sets of questions. One of them will ask you to look at pictures with people and predict their attitude to certain situations. Another type of questions will require you to rank your agreement with statements concerning different rules at work on the scale from 1 to 10. There are more than 80 questions on the Personality Test overall. You need to answer them impromptu and honestly, if you want to build a reliable, impressive personality profile. Yet even though you are advised to answer questions on the test sincerely and off the cuff, you will still benefit from JobTestPrep’s personality kit. We will give you valuable tips on how to improve your self-representation and avoid incriminating yourself accidentally.
The STAR format is a method to answer interview questions. When you are asked situational questions on your interview, it is better to answer them according to the STAR format, because this behavioral technique makes your answer more coherent and comprehensive. Employers like to use the STAR format on interviews due to its higher degree of predictability of applicants’ future performance at work. The acronym STAR stands for Situation, Task, Action, and Result. To follow the STAR format in your answers means the following:
Tell your recruiters also what you learned from your experience.
If you follow the STAR technique while answering the interviewers’ situational questions, you will sound more organized, persuasive, and clever. To learn more about the STAR interview method, please consult our resources.
As the general intellectual level of applicants grows, so does the difficulty of pre-employment tests. It has lately become almost impossible to pass these tests without preliminary preparation. Applicants should practice before the examination, if they want to be invited for an interview, since interviewers shortlist them for interviews based on the results of their tests. Do not jeopardize your chances of moving onto the next level of the hiring process. Practice with JobTestPrep’s high-quality resources and impress the interviewers in a face-to-face conversation.
The importance of asking relevant questions during the interview cannot be overstated. You need to show yourself interested in the company and in your future position. Focus your questions on the employer’s expectations from you and your contribution to the company’s growth and how it will be measured. If you know you may be nervous in the interview and forget some questions you wanted to ask, prepare a list of questions at home. You will look professional and prepared, if you refer to them during your interview.
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