WorkSafeBC promotes safe and healthy workplaces across B.C., supporting injured workers in their rehabilitation and recovery. They serve about 2.3 million workers and 210,000 employers in their jurisdiction. WorkSafeBC employees are passionate and committed to providing excellent customer service. WorkSafeBC seeks to hire remarkable and hard-working individuals who are dedicated to making sure that their clients are free from workplace injury and disease.
A description of the WorkSafeBC hiring process is detailed below:
Application: Applicants will find descriptions of available job positions online, along with the career qualifications and required experience. Job seekers can then apply for a position by highlighting their relevant skills and uploading their updated CV.
Telephone Interview: An HR recruiter may give applicants a call for the first interview stage. These phone calls are made to screen out unfitting candidates, assessing their background and personality.
In-Person Interview: For the next part of the employment process, candidates are asked to come in for face-to-face interviews. These interviews can be held by a panel of employers or one interviewer.
Tests: If a candidate is short-listed for a position they may be asked to come to their office to take one or more aptitude tests. These psychometric evaluations are used to assess one’s capabilities and knowledge.
The Hogan entrance exams help employers assess one’s personality to determine how they will behave in the office. Some assessment tests may be used to evaluate candidates’ cognitive abilities and skills more in-depth. The Hogan test aims to assess one’s strengths, ethics, and problem-solving skills. Additionally, Hogan tests measure one’s characteristics by using distinct examinations, such as Hogan’s HPI, HDS, MVPI, HBRI, and judgment tests. Together, these exams build on a candidate’s personality profile and portray their persona.
The Hogan Personality Inventory (HPI) measures one’s standard, everyday behavior and portrays how well one communicates, leads, and follows in a group setting. The Hogan Development Survey (HDS) appraises one’s tendencies to react a certain way in challenging scenarios. The Hogan Motives, Values, Preferences Inventory (MVPI) considers the very reason why an individual is the way that they are by referring to their values and goals. The Hogan Business Reasoning Inventory (HBRI) assesses applicants’ cognitive abilities and the Hogan judgment test evaluates how one acquires knowledge, forms their own opinion, and adapts to new situations.
Face-to-face WorkSafeBC interviews often take place on-site and include competency-based questions, which assess candidates’ knowledge and ability to succeed in their future career. Situational questions pose tough and challenging scenarios and appraise how one would, or has, resolved them. Practicing before the interview stage is important, as it helps build confidence and assuredness when candidates prepare to answer difficult questions.
Interview questions which may come up are:
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