JobTestPrep has put in its top-notch PrepPack™ materials needed to bring job applicants to success. Among our resources, they can gain access to tests modeled on the tests that the InfoScout offers to them during their pre-employment assessment. Our tests contain questions that you are likely to meet on your examination. We have also added to them detailed study guides to enable you to measure your progress and eliminate your mistakes before you come to your test. Because our tests are timed, you can improve your time record, if you go through a few dry runs of them and check your answers with our answer keys. By practicing with our materials, you will get a solid grasp of the subject and will inspire the InfoScout’s representatives to make a hiring decision in your favor.
If you want to sail through your pre-employment assessment with ease, practice with JobTestPrep’s exclusive tutoring resources. Purchase our high-quality PrepPack™ and start making a successful career in the InfoScout.
Preparation is key to having a successful series of interviews with InfoScout. The first type of interview you will likely need to go through with InfoScout is the phone interview. This type of interview generally lasts from 10-30 minutes and includes questions regarding your availability, salary expectations, and work history.
If the initial phone interview is successful, you will be invited by InfoScout to participate in one or more face-to-face interviews. The face-to-face interviews are either held one-on-one with a member of the management team, or in a group/panel with a mix of managers, HR representatives, and potential co-workers.
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.
Some graders base scores on a sliding scale, while other grade each test individually. When taking the test you will be presented with either singular remedies to office conflicts or rank various possible solutions from the most to least effective outcome. At the end of the day, however, there is no right answer in the technical sense of the term, and your tester will be responsible to judge the effectiveness of your solutions.
Some companies organize panel interviews instead of a regular face-to-face interview. The difference is that on the panel interview, you get an opportunity to meet more representatives of the company than on the usual in-person interview. As a rule, during the panel interview, you will talk with 6 or 7 people, including Human Resources representatives and several of your prospective managers and team leaders. They will take turns to pose questions to you. The recruiters may walk you through your résumé and ask you competency-based questions to ascertain whether you have knowledge and experience to succeed in the new role. Other questions will be situational. The interviewers will expect you to tell them about a difficult situation at work that you successfully resolved by taking certain actions. Sometimes, they will rank your responses on the scale from 1 to 5, while you are answering their questions. If you pass the panel interview well, you may be invited to talk with the higher managers of the company or simply offered the job.
It is almost unheard of in this day and age for a company to hire someone based solely upon their resume alone. The purpose of the aptitude tests is to find the strongest applicant who will be able to easily assimilate into the InfoScout culture and perform all of the duties associated to the open position.
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