HOW TO SHINE IN EVALUATIONS

Contrary to popular belief, assessment tests used in selection processes have a long history dating back to the Han Dynasty in the 3rd century, when Chinese imperial leaders pioneered the use of assessments to select civil servants based on knowledge, mental capacity, and moral integrity. This ancestral principle reflects a concern for objective and fair criteria in candidate selection, a theme that resonates to this day.

With the advent of the Second Industrial Revolution, behavioral, personality, and intelligence tests were formally introduced in the United States and Europe during World War I. Initially developed for the meticulous selection of military personnel, these tests soon became essential tools for businesses as they began to realize the need to structure their operations efficiently and systematically. This period saw the emergence of the modern concept of ‘organizations’, influenced by the systematic evolution of classical management schools. These schools were pivotal in shaping leadership and management principles that not only promoted organization and efficiency within companies but also encouraged the development of better work environments and the recognition of workers’ rights. They motivated companies to invest in the qualification of their employees, understanding that human capital is crucial for organizational success.

It is also worth noting that during the Second Industrial Revolution and the subsequent period, the department responsible for handling worker-related issues, often referred to as “Industrial Relations” or “Personnel Administration”, emerged. The term “Human Resources” began gaining popularity in the 1960s in the United States, reflecting a paradigm shift not only in the role of workers in organizations but also in how workers were hired, considering them not just as productive resources but as individuals with unique skills and needs that should be valued and developed. The transition to the term “Human Resources” was driven by the increasing importance attributed to human capital and strategic people management in businesses, significantly changing selection processes. From the 1980s and 1990s onwards, the term became the standard reference for the department responsible for personnel management and organizational development.

With that said, one can see the impact that psychological sciences have had on the organizational world, beginning to strengthen at the end of the 19th century and supported by advances in scientific psychological studies, later expanding their perspectives to include social behavior. The evolution of behavioral studies gave rise to behavioral and social psychology, highlighting the importance of social interaction and the environment in understanding human behavior in organizations.

The evolution of human sciences, especially social and behavioral psychology, played a crucial role in this development. These disciplines provided fundamental insights into human behavior, group dynamics, and decision-making processes, essential for enhancing candidate assessment methods adopted by professionals known today as Human and Organizational Cognitive Behavioral Developers (HOCBD). With the advancement of these theories, more refined and effective approaches to selection emerged, based on solid empirical and theoretical evidence.

From there, advances in neuroscience and the application of artificial intelligence significantly enriched candidate assessment practices in organizations. The emphasis on assertiveness, emotional intelligence, and resilience as crucial components for professional success reflects the continuous evolution of assessment and human development criteria. Moreover, the mentioned multidisciplinary integration not only enhances the accuracy of assessment tests but also opens new possibilities for understanding and optimizing human potential in the corporate context.

The fact is that it is a misconception to think that test days end after school. Recent research in advanced economies reveals that more than 80% of organizations with over 100 employees use assessment tools such as behavioral and personality tests to hire new employees or promote internally. This number is projected to exceed 90% in the coming years.

It is important to emphasize that this practice is not limited to screening junior candidates. The more senior the position, the greater the likelihood that employers will use tests to identify professionals with the necessary characteristics and skills. Global estimates indicate that tests are employed in about 80% of hiring processes for mid-level management positions in developed countries and up to 90% for senior-level positions, compared to an average of 65% for entry-level positions, including trainee programs.

Therefore, if you have never faced an assessment, it is likely that you have been in the same position for over 15 years. However, it is crucial to be prepared, as if you wish to change jobs, you are highly likely to encounter these tests during the application process.

So, how can you leverage these assessments to turn them into an opportunity to shine, rather than seeing them as a career obstacle?

After administering thousands of assessments in organizations with my clients over the past 14 years as a Human and Organizational Cognitive Behavioral Developer, I can confidently state that it is not easy to deceive well-designed and scientifically structured tools, especially nowadays with the use of artificial intelligence. These assessments are essential for companies to identify individuals with specific characteristics and skills necessary to perform key roles. Candidates who attempt to present themselves inadequately are quickly identified.

This is the central focus of my article today: discussing how being well-prepared for these tests can significantly help you demonstrate your full potential. Furthermore, I will explore how these tests offer a valuable opportunity to better understand the company, just as your potential employers assess whether you align with the desired profile for the position.

What is the Real Importance of Assessment Tests and When Can Their Use Be a Mistake

Before we delve deeply into this discussion, it is crucial to address some initial questions frequently raised by clients and friends not only about the application of tests but also about the interpretation and effectiveness of the results.

It is important to understand that tests often depict a specific moment in a person’s life. Although there are significant differences between types of tests, well-crafted and scientifically formulated ones can also reveal insights into behavioral deviations. Therefore, the concern is not limited to the application of the test itself but to the proper interpretation of the results.

Assessment tests play a crucial role in modern human resource management by providing objective and standardized criteria. They assist organizations in mapping and identifying candidates who best align with the profile and competencies required for desired roles. As we will see further, these tools not only help reduce subjective biases in decision-making but also increase the efficiency and accuracy of the selection process. In summary, pre-employment assessment tests play a crucial role in modern selection processes by providing objective criteria to identify candidates aligned with role requirements.

However, it is essential to understand that these tools should be viewed not as an end in themselves but as a means to informed and equitable selection. This discussion highlights that all these assessments can lead to common errors in interpreting their results, so it is crucial to ensure an effective approach to maximize their utility for both employers and candidates.

With my experience in Human and Organizational Cognitive Behavioral Development over these years, I have identified some recurring errors in the interpretation of assessment tests. One of the most common is the superficial interpretation of results without considering individual context and the specificity of the role. This can lead to inappropriate hiring decisions or the loss of valuable talent. Furthermore, the lack of proper feedback from a specialist can result in erroneous interpretations of results, compromising the effectiveness of the tests. I always recommend a more holistic approach, including careful analysis of the competencies and relevant characteristics for each position, ensuring more accurate and fair selection.

Feedback is essential and should be conducted by a specialist trained in the tool. This is crucial to contextualize the test results within the job and candidate profile, providing not only detailed clarifications but also valuable insights into strengths and development areas. This practice not only enhances selection accuracy but also promotes a deeper and more constructive understanding of human potential within organizations.

Let me share a practical example. As someone deeply involved in behavioral research, understanding current market practices is essential for my work and understanding the tools. This is not just a way to keep my knowledge up to date, but also allows me to directly apply and evaluate the tools that companies are using today. With this in mind, I can honestly note that I have observed that some tools do not provide adequate diagnostics, in addition to the improper use of assessment tools that are not aligned with the desired profile for the position or with the organizational culture itself. Some are clearly subjective and biased, which can compromise not only the accuracy and fairness of the selection process but also negatively influence candidates’ perceptions and self-confidence. Therefore, it is crucial to understand not only “why” but also “for what” the tool is being used. Furthermore, I reinforce the idea that all tools should be seen not as an end in themselves but as a means for informed and equitable selection.

Imagine a technology company deciding to implement a new personality test as part of the selection process for software development positions. The “why” of this decision could be to better understand how candidates behave in team-working situations, aiming to improve dynamics and collaboration among the development team members. On the other hand, the “for what” would be to ensure that candidates not only possess the necessary technical skills but also demonstrate personality traits that promote a collaborative and productive environment.

This means that the company is not just looking for individual competencies but also candidates who fit culturally and can contribute to a positive and efficient work environment. Clearly understanding the purpose of the test (improving team dynamics) and its objective (promoting a collaborative environment) allows the company to adapt the test application to accurately assess these aspects. This includes choosing or adapting the assessment tool to properly measure the desired personality traits, thus ensuring that the test is not just a formality but an effective instrument for achieving organizational and cultural goals.

Therefore, a deep understanding of the purpose and context of using a tool such as personality tests helps not only to improve the accuracy of hiring decisions but also to promote a business culture aligned with the organization’s values and strategic goals.

In summary, except for the aforementioned cases, assessment tests are powerful tools to assist in talent selection, providing objective and standardized criteria. However, their effective use requires a profound understanding of the subtleties involved in interpreting the results. It is essential for both employers and candidates to recognize the importance of specialized feedback to maximize the accuracy and fairness of the selection process. By adopting a careful and informed approach, we can ensure that assessment tests effectively contribute to the growth and success of both organizations and professionals.

What Assessments Measure

Analyzing all the variables that modern assessment tools can cover would require many hours of discussion. From interpersonal skills to complex and subjective issues like happiness, these are fundamental characteristics that can fit into the three essential pillars: competence, work ethics, and emotional intelligence. Each of these dimensions not only contributes to individual professional success but also forms the basis of the fundamental traits sought in candidates during the selection process. In summary:

Competence encompasses not only specific technical skills but also the ability to apply these skills effectively in the workplace, adapting to constantly changing demands.

Work ethics encompass integrity, responsibility, and honesty, essential for building trust relationships and maintaining high ethical standards in all professional interactions.

Emotional intelligence is crucial for managing one’s own emotions and those of others, promoting a collaborative and productive work environment. It includes skills such as empathy, self-awareness, and emotional regulation, which are increasingly valued in leaders and team members.

These pillars are not just evaluation criteria; they are fundamental to shaping organizational culture and ensuring that hired professionals not only perform their roles but also positively contribute to the work environment and the company’s strategic goals. This deep understanding of these pillars aims not only to select talent but also to cultivate a work environment that promotes mutual growth and lasting success.

Three Fundamental Aspects Employers Look for in Tests

Let’s analyze each of these three aspects in a structured way to understand the key points they bring about the candidate:

1. COMPETENCE

Competence is a critical dimension evaluated in selection processes, often measured through aptitude tests, which present questions or problems with objectively correct answers designed to assess raw reasoning ability. Ranging from generic IQ assessments to tests of specific capabilities or skills, aptitude tests are used to gauge what you know, what you can do, or what you are capable of learning. For employers, they are a valuable addition to resumes, especially when candidates are too junior, too similar, or too different to be compared solely based on experience.

It’s important to note that employers use aptitude tests simply to determine if you have sufficient reasoning and learning skills. In most cases, achieving a high score is not necessary, just reaching a benchmark level. There are various types of aptitude tests that measure different aspects of competence:

1.1. Reasoning and Skills

a. Verbal Reasoning: Evaluates the ability to understand, analyze, and interpret textual information. For example:

• “Complete the sentence: ‘The meeting was postponed because _____.'”
• “Read the following passage and answer: ‘The contract was terminated due to non-compliance with the agreed terms. This means that a) The contract was renewed b) The contract was canceled c) The contract was extended d) The contract was adjusted.'”

b. Numerical Reasoning: Measures the ability to work with numbers and solve mathematical problems. For example:

• “True or false: 8/16 + 7/16 = 3/4 + 1/16.”
• “If a product costs $50 and is sold with a 20% discount, what is the selling price?”
• “Identify the next item in the series: △, ○, ◻, △, ○, ____.”

c. Abstract or Logical Reasoning: Tests the ability to identify patterns, relationships, and solve problems involving abstract concepts. For example:

• “Castle is to aristocrat as sewer is to _____.”
• “Complete the sequence: 2, 6, 12, 20, _____.”

d. Specific Skills: Assessments that measure technical competencies required for a specific role. For example:

• A coding test for software developers where the candidate must write code to solve a specific problem.
• A sales simulation test to evaluate a candidate’s ability to negotiate and close deals.

These tests are valuable especially when candidates have limited experience or come from diverse educational backgrounds. For employers, aptitude tests complement resumes, helping to identify candidates’ potential for learning and adaptation.

1. Situational Judgment Test (SJT)

In recent years, Situational Judgment Tests (SJTs) have also been widely used to assess competence. Unlike aptitude tests, SJTs present scenarios based on real work situations, and candidates need to choose the most appropriate response. The questions do not have objectively correct answers; they are evaluated by experts who determine the most and least desirable responses. These tests focus more on tacit knowledge and practical know-how than on pure reasoning performance. When preparing for an SJT, it is important to consider the company culture that is administering the test, just as you would prepare for a scenario-based interview. Understanding the company’s values, mission, and expectations can help align your responses with what the organization values, increasing your chances of success in the selection process. For example:

a. Teamwork:

Scenario: You are working on a team project with a tight deadline. One team member is not contributing as expected, which is delaying the project progress.

Response Options:

1. Ignore the situation, hoping the team member will improve their performance on their own.
2. Directly talk to the team member about their performance and offer help to improve.
3. Inform the manager about the situation and request intervention.
4. IV. Take over the responsibilities of the team member and do their work to ensure the deadline is met.

Best Response: Directly talk to the team member about their performance and offer help to improve (option II), as it promotes open communication and support within the team.

b. Customer Service:

Scenario: An unhappy customer contacts you complaining about a defective product. They are very upset and demand an immediate refund.

Response Options:

1. Explain to the customer that the company policy does not allow refunds and suggest they contact the manufacturer.
   1. Listen patiently to the customer, apologize for the inconvenience, and offer a solution such as product replacement or refund, according to company policy.
   1. Tell the customer that you will forward the complaint to the responsible department and someone will contact them soon.
   1. Ignore the customer’s complaint because the company has a policy of not offering refunds.

Best Response: Patiently listen to the customer, apologize for the inconvenience, and offer a solution such as product replacement or refund according to company policy (option II), as it shows empathy and commitment to customer satisfaction.

c. Conflict Management

Scenario: Two members of your team disagree on the correct approach to complete an important task. The tension between them is starting to affect team morale.

Response Options:

1. Ignore the conflict and let them resolve it on their own.
   1. Call a team meeting to openly discuss the problem and seek a collaborative solution.
   1. Intervene immediately and make a decision on which approach to follow.
   1. Speak separately with each team member to better understand their perspectives and try to mediate an agreement.

Best Response: Speak separately with each team member to better understand their perspectives and try to mediate an agreement (option IV), as it allows for a better understanding of the situation before seeking a solution.

d. Time Management

Scenario: You have three important tasks to complete today, all with similar deadlines. One of these tasks is for a VIP client, another is for a team project, and the third is for an annual report requested by senior management.

Response Options:

• Complete the task for the VIP client first, as it is high priority, and then work on the other tasks.
  • Work on all tasks simultaneously, dividing time equally among them.
  • Prioritize the team task, as collaboration is essential for project success.
  • Complete the annual report for senior management first, as it may have a greater long-term impact.

Best Response: Complete the task for the VIP client first, as it is high priority, and then work on the other tasks (option I), as keeping a VIP client satisfied is crucial for the business.

1.2.1. Considerations for SJT

When answering questions in an SJT, it is important to consider the culture and values of the company administering the test. This includes:

• Knowing the company’s mission and vision: Aligning your answers with the organization’s strategic objectives.
• Understanding the organizational culture: Adopting solutions that promote collaboration, innovation, and customer satisfaction as valued by the company.
• Demonstrating key competencies: Showing communication, problem-solving, empathy, leadership, and adaptability skills.

In summary, SJTs not only assess practical skills and decision-making abilities but also reflect the candidate’s ability to align with the company’s values and goals.

1.3. Competence in Practice

In addition to tests, competence can also be assessed through practical examples and simulation exercises, such as case studies or problem-solving projects. These methods allow employers to directly observe how candidates apply their skills in situations that reflect real workplace environments. For example:

• Case Studies: Candidates analyze a real business problem and present solutions. This method evaluates not only technical knowledge but also critical analysis and decision-making ability.
• Group Projects: Simulate teamwork dynamics, allowing evaluation of collaboration, leadership, and communication skills.
• Presentations: Candidates are asked to prepare and present a plan or solution, demonstrating communication and persuasion skills.

When assessing competence, it is important for employers to use a combination of methods to gain a comprehensive understanding of candidates’ skills and potential. Competence is not just about what the candidate knows but how effectively and adaptably they apply that knowledge in the workplace, ensuring they can positively contribute to the organization.

• ETHICS AT WORK

What is Ethics?

Ethics at work refers to the moral principles and values that guide an individual’s behavior in the professional environment. It involves integrity, honesty, fairness, respect, and responsibility. Ethics is crucial for establishing trust and credibility among colleagues, supervisors, and clients, and for creating a healthy and productive work environment.

Importance of Ethics at Work

Ethics at work is crucial because it determines not only a person’s ability to perform their tasks but also their fit within the organizational culture and their ability to collaborate effectively with colleagues. Ethical employees are more likely to be trustworthy, act with integrity, and contribute positively to the workplace.

Practical Examples of Ethics at Work

• Integrity in Communication: An employee who consistently communicates information honestly and transparently, even when making mistakes or facing difficulties. For example, if a project is delayed, they promptly inform the manager instead of attempting to conceal the issue.
• Responsibility: A team member who takes accountability for their actions and decisions, avoiding blaming others for their own mistakes. For example, if a report contains errors, they take responsibility and promptly correct the issues.
• Confidentiality: Respecting the privacy and confidentiality of company and colleague information. For example, not sharing confidential information about a new product under development with individuals outside the company.
• Fairness: Treating all coworkers fairly and equitably, regardless of their positions or personal relationships. For example, a manager who evaluates all team members based on the same criteria and without favoritism.
• Collaboration: Demonstrating a willingness to work in teams and assist colleagues, promoting a cooperative work environment. For example, an employee who volunteers to help a colleague overwhelmed with urgent tasks.

Assessing Ethics at Work

Self-report questionnaires, such as personality tests, are often used to assess these qualities, revealing typical behavior patterns. These tests can provide insight into how individuals manage the tension between achieving success and relating well with others — a skill increasingly valued by employers.

To understand how this concept aligns with company culture, a few years ago, I assisted a multinational technology company in selecting an immersive personality test designed to attract candidates driven by creativity. This test was crafted to identify individuals who frequently acted in a transcendent and holistic manner. This example highlights how different organizations, and even different departments within the same company, may have distinct projects and standards of success.

Examples of Ethics Tests at Work

a. Ethical Dilemma Test:

These tests present candidates with a series of ethical dilemmas and ask them to choose the best course of action in each situation. The responses help reveal how the candidate thinks and acts in situations involving ethical issues.

Example:

“You are working on a critical project for the company with a tight deadline. Your colleague, who has access to confidential information, offers you a quick solution, but you know it involves using data without permission. What would you do?”

Options:

1. Accept the solution to ensure timely project delivery.
   1. Reject the solution and seek another way to complete the project, even if it takes longer.
   1. Inform your supervisor about your colleague’s offer.
   1. Use the solution but inform the team afterwards.

b. Integrity Test:

These tests focus on evaluating the honesty and reliability of the candidate by asking direct questions about past behaviors and attitudes toward ethical practices in the workplace.

Example:

“In the past five years, have you been responsible for making significant financial decisions? If so, describe a situation where you had to choose between the company’s benefit and an ethical action.”

c. Honesty Test:

This type of test may include questions that assess the candidate’s predisposition to honesty and unethical behaviors, such as theft or fraud.

Example:

“You are aware that a colleague regularly takes office supplies home without permission. What would you do?”

Options:

a) Confront the colleague and ask them to stop.

b) Immediately inform your supervisor.

c) Ignore the situation as it’s not your concern.

d) Join the colleague and start taking materials as well.

d. Values and Principles Test:

These tests assess the candidate’s fundamental values and principles to understand how they align with those of the company.

Example:

“What is more important to you at work: achieving quick results, even if it means cutting some corners, or following all ethical procedures, even if it takes longer?”

e. Culture and Ethical Fit Test:

These tests evaluate how well the candidate fits into the ethical culture of the company through scenarios that reflect the organization’s values and norms.

Example:

“The company is implementing a new financial transparency policy. How would you ensure that all members of your team adhere to this policy?”

Importance of Workplace Ethics Tests:

These tests are important because they help ensure that new employees not only have the necessary skills but also share the organization’s ethical values and standards. They help create an ethical workplace environment where trust and accountability are prioritized, contributing to the development of a strong and ethical organizational culture.

• EMOTIONAL INTELLIGENCE

Since Robert Cooper and Ayman Sawaf developed the theory and tests to measure emotional intelligence in companies (EQMAP) in the 1980s, this topic has gained prominence and its concept has been continuously refined. Today, emotional intelligence is considered essential by employers, and for good reason. Various studies in behavioral psychology, social sciences, and neuroscience show that EI is closely linked to overall professional performance, entrepreneurial potential, and leadership capability. Furthermore, its importance transcends specific roles, being vital in virtually all areas of operation.

In behavioral psychology, EI is seen as a crucial skill for adaptation and success in the workplace. Studies indicate that individuals with high EI are better at managing stress, resolving conflicts, and maintaining healthy interpersonal relationships. These behavioral skills are fundamental for efficient performance in any role.

Social psychology emphasizes the role of EI in group dynamics and social cohesion. Emotionally intelligent individuals can navigate complex social interactions in the workplace, promoting a collaborative and productive environment. They are adept at perceiving and responding to others’ emotions, which is essential for effective leadership and building strong, cohesive teams.

Neuroscientifically, EI is related to the activation of specific brain areas such as the prefrontal cortex and limbic system, which are responsible for emotional regulation, empathy, and decision-making. Research shows that individuals with high EI exhibit greater neural connectivity in these regions, enabling them to process and react to emotional information more efficiently. This not only enhances individual performance but also contributes to organizational success.

Employers often assess EI through face-to-face interviews; however, the use of psychological tests for this purpose has grown significantly. While many of these tests resemble personality tests, their focus is specifically on measuring interpersonal and intrapersonal tendencies. For example, a test may ask the candidate whether they find others’ sadness contagious or if they tend to avoid problematic situations. Such responses help reveal levels of empathy and self-awareness, fundamental aspects of emotional intelligence.

Another effective way to assess EI is through Situational Judgment Tests (SJTs). These tests present scenarios that require decision-making under pressure or challenge the candidate to demonstrate appropriate social formality. A notable example is a multinational client in the food industry that uses SJTs in interviews, placing candidates in unexpected or uncomfortable situations—such as prolonged eye contact or an interviewer simulating a faint—to assess resilience, interpersonal skills, and teamwork capabilities.

In addition to SJTs, some employers are adopting “performance tasks” to assess EI. Similar to IQ and aptitude tests, these tasks involve problem-solving where the decision-maker defines which responses are best. An example is the “Reading the Mind in the Eyes” test, developed by Simon Baron-Cohen, director of the Autism Research Centre at the University of Cambridge. In this test, participants view a series of images of human eyes and must identify the emotion expressed (e.g., happiness, sadness, anger, surprise). This test assesses the ability to interpret emotions from facial expressions, a crucial skill for empathy and emotional intelligence.

While psychological assessments and other types of EI tests may seem trivial at first glance, for organizations they represent a window into candidates’ emotional perception and social insight—qualities indispensable for many roles and organizational cultures. The ability to manage one’s own and others’ emotions, promote a collaborative and productive work environment, and demonstrate empathy are increasingly valued skills in leaders and employees.

In summary, emotional intelligence is a crucial component in assessing candidates, contributing not only to individual performance but also to organizational cohesion and success. Understanding and applying these assessments enable companies to select talents that not only perform their tasks but also enrich the work environment and promote sustainable growth of the organization.

Examples of Emotional Intelligence Tests

a. Example of a Psychological Test Question:

“You are in an important meeting and notice that a colleague looks visibly uncomfortable. How do you react?”

Options:

I. Ignore the situation because it’s not relevant to the meeting.

II. Try to comfort the colleague after the meeting.

III. Request a break to check if the colleague is okay.

IV. Send a discreet message asking if they need anything.

b. Example of an SJT in my client:

“During an interview, an interviewer pretends to faint. How do you react?”

Options:

I. Stay still, unsure of what to do.

II. Immediately call for help.

III. Try to help the interviewer get back up.

IV. Continue the interview as if nothing happened.

c. Example of a Performance Task:

“In the eye test, you see a series of eye images and must identify the emotion expressed (e.g., happiness, sadness, anger, surprise).”

These examples illustrate how different methods can be used to assess emotional intelligence, highlighting the importance of this competency in the modern workplace.

TAKING SELF-CONTROL IN TESTS

Understanding the types of tests and employers’ expectations is just the first step. Now, let’s explore practical strategies to improve your performance in these assessments and maximize your chances of success.

The Importance of Accurate Assessment

Accurate assessments benefit everyone: employers find ideal candidates, and candidates find positions that best fit their skills and personalities. Even those desperate for a job may regret accepting an unsuitable position. Therefore, it’s crucial to give your best in every assessment.

Strategy 1: Training and Preparation

Regular Training: Just as students prepare for important exams like college entrance exams, job candidates should train for assessment tests. About half of the candidates engage in some form of preparation, and for good reason: training can significantly improve aptitude test results, with an increase of up to 30%.

Here are some resources and methods to enhance your skills:

• Workbook Exercises: Use study materials, such as GRE workbooks, to practice verbal, numerical, and logical reasoning.
• Online Tests: Look for psychological tests, SJTs, and other online assessments to familiarize yourself with different formats and question types.
• Test Simulations: Conduct full simulations to get used to the testing environment and time pressure.

Benefits of Training

Training for tests offers several advantages supported by scientific studies:

• Anxiety Reduction: Familiarity with tests reduces anxiety. The more you practice, the more confident and calm you’ll feel during the actual assessment.
• Strategy Development: Practice allows you to learn effective strategies, such as skipping and reviewing difficult questions, ignoring irrelevant information, and minimizing interpretation errors.
• Skill Enhancement: Continuous training can develop qualities that employers value, such as concentration and pattern detection. Neuroscientific evidence suggests that brain training programs, including video games, can improve these skills.

Strategy 2: Get to Know the Employer

• Research the Company and Tests Used: Training is most effective when you know exactly what type of test the employer will use. Here are some tips to gather this information:
  • Ask the Recruiter: Don’t hesitate to inquire with the recruiter about the type of test you will face.
  • Talk to Current Employees or Former Candidates: Speak with people who work at the company or have recently gone through the selection process. They can offer valuable insights into the format and content of the tests.

Strategy 3: The Importance of Self-Awareness in Test Performance

Self-awareness involving personality, circadian rhythms, and the use of stimulating substances plays a crucial role in your test performance. Studies indicate that traits such as extraversion, conscientiousness, and how you handle substances like caffeine can significantly influence your performance. Here are some tips to optimize your performance based on these factors:

a. Personality and Circadian Rhythms

People with different personality traits and circadian rhythms may benefit from different strategies:

• Agreeable and Conscientious Individuals: Generally perform better in the morning. Avoiding caffeine during this time may be beneficial as they are naturally alert.
  • Extroverts and Creatives: May need caffeine to enhance morning performance, but should avoid consumption in the afternoon when they are naturally more productive.

b. Test Timing Choice

If possible, influence the test timing by choosing a time of day when you are naturally more alert and focused. Observing your daily energy patterns can help you make this strategic decision.

c. Care with Food and Drinks

In addition to timing, also consider what you consume before the test:

• Light Meals: Opt for light meals that provide sustained energy without causing drowsiness.
  • Adequate Hydration: Stay well-hydrated, as dehydration can negatively affect concentration and cognitive performance.

Understanding how your personality, circadian rhythm, and dietary choices influence your test performance can make a significant difference. By adapting your personal logistics, you maximize your chances of success. Pay attention to your body’s signals and adjust your strategy as needed to achieve the best possible outcome.

Strategy 4: Continuous Practice and Feedback

Continuously Practice and Seek Feedback: Continuous practice is essential. Regularly take practice tests and seek feedback to identify areas for improvement. This will allow you to adjust your strategies and focus on developing the necessary skills.

Strategy 5: Take Care of Your Well-being

Maintain a Healthy Lifestyle: Your physical and mental well-being directly influences your test performance. Make sure to:

• Get Adequate Sleep: A good night’s sleep improves concentration and memory.
  • Eat Properly: A balanced diet provides the necessary energy to keep your mind alert.
  • Manage Stress: Practice relaxation techniques such as meditation and physical exercise to keep stress under control.

Strategy 6: Authenticity in Professional Assessment

1. Avoiding the Biggest Mistake: Authenticity over Perfection

One of the most serious mistakes when facing assessment tests is trying to appear perfect. Employers are not looking for perfection; they value authenticity and compatibility with the organizational culture. Lying or exaggerating compromises not only integrity but also significantly reduces the chances of finding a workplace aligned with your authentic skills and values.

Imagine this scenario: by inflating your skills or adjusting your personality to fit a specific profile, you might end up being hired by a company that does not correspond to your true professional essence. This not only affects your happiness and job satisfaction but can also deprive you of opportunities that truly align with your genuine competencies and aspirations.

Honesty during assessment is not just a matter of moral integrity; it is strategic. Companies value genuine candidates as they contribute more meaningfully to the work environment and the achievement of organizational goals. By presenting yourself authentically, you build trust relationships from the start, essential for long-term success in any professional environment.

Therefore, instead of trying to fit into a mold that does not match your true professional identity, invest time in knowing your authentic skills and seek opportunities aligned with your career vision and values. This will not only increase your chances of finding the right job but also contribute to significant and rewarding professional development.

b. Discover Yourself: Know Your True Competencies

Often, we possess competencies that we are not even aware of. Investing in self-awareness can reveal unique and valuable skills that you can offer. Consider the help of personal or career development experts who can provide deep insights into your strengths, areas of development, and how you can present yourself more authentically and confidently during assessment tests.

c. Genuine Development: Building the Best Version of Yourself

Instead of trying to conform to preconceived expectations, focus on developing a genuine and impactful version of yourself. This involves not only highlighting your qualities but also recognizing your limitations and being committed to continuous growth. Employers value candidates who show genuine interest in learning and evolving, adapting to the demands of the workplace, and making positive contributions.

d. Building Trust Relationships

By adopting an approach based on authenticity and self-awareness, you not only increase your chances of success in assessment but also establish work relationships based on mutual trust. This is essential for sustainable and satisfying professional development, where your skills are genuinely recognized and valued.

The fact is that investing in knowing and developing your true competencies is not just a smart strategy but a journey of personal growth that can open doors to significant opportunities in your career.

Finally,

As companies continue to evolve their hiring practices, pre-employment assessments become increasingly diverse and sophisticated. Traditionally based on self-report questionnaires, these tests are now complemented by innovative tools such as video game-style online tests and algorithms that analyze social media activities to predict candidates’ potential. Artificial intelligence plays a crucial role in this advancement, offering predictive analytics and data-driven insights that help recruiters make more informed decisions.

The integration of these new technologies not only expands assessment possibilities but also raises important questions about validity and privacy that need to be carefully considered. Despite the challenges, the trend is for these innovative methods to become more common in the selection process.

For candidates, preparation goes beyond simply answering questions. Each test provides a unique window into understanding the company’s culture and values, how it defines success, and what it prioritizes in its employees. This not only aids in interview preparation but also facilitates decision-making about mutual suitability between the candidate and the organization.

Therefore, when preparing for a pre-employment assessment, it is essential to be ready not only to demonstrate your skills and competencies but also to interpret what these tests reveal about the work environment, with the increasing influence of artificial intelligence. Approach these tests not as obstacles but as valuable opportunities to genuinely present yourself to the company. This positive approach can make a difference, not only in securing the desired job but also in building a solid and satisfying career.

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Hello, I’m Marcello de Souza! I started my career in 1997 as a leader and manager in a large company in the IT and Telecommunications market. Since then, I have participated in important projects of structuring, implementation, and optimization of telecommunications networks in Brazil. Restless and passionate about behavioral and social psychology. In 2008, I decided to delve into the universe of the human mind.

Since then, I have become a professional passionate about deciphering the secrets of human behavior and catalyzing positive changes in individuals and organizations. Doctor in Social Psychology, with over 25 years of experience in Cognitive Behavioral and Human Organizational Development. With a wide-ranging career, I highlight my role as:

– Master Senior Coach and Trainer: Guiding my clients in the pursuit of goals and personal and professional development, achieving extraordinary results.

– Chief Happiness Officer (CHO): Fostering an organizational culture of happiness and well-being, boosting productivity and employee engagement.

– Expert in Language and Behavioral Development: Enhancing communication and self-awareness skills, empowering individuals to face challenges with resilience.

– Cognitive Behavioral Therapist: Using cutting-edge cognitive-behavioral therapy to help overcome obstacles and achieve a balanced mind.

– Speaker, Professor, Writer, and Researcher: Sharing valuable knowledge and ideas in events, training, and publications to inspire positive changes.

– Consultant and Mentor: Leveraging my experience in leadership and project management to identify growth opportunities and propose personalized strategies.

My solid academic background includes four postgraduates and a doctorate in Social Psychology, along with international certifications in Management, Leadership, and Cognitive Behavioral Development. My contributions in the field are widely recognized in hundreds of classes, training sessions, conferences, and published articles.

Co-author of the book “The Secret of Coaching” and author of “The Map Is Not the Territory, the Territory Is You” and “The Diet Society” (the first of a trilogy on human behavior in contemporaneity – 05/2024).

Allow me to be your companion on this journey of self-discovery and success. Together, we will unravel a universe of behavioral possibilities and achieve extraordinary results.

By the way, I invite you to join my network. As a lover of behavioral psychology, social psychology, and neuroscience, I have created my YouTube channel to share my passion for cognitive behavioral development with more people.

Please note that all data and content in this article or video are exclusive, written, and reviewed by Marcello de Souza based on proven philosophical concepts and scientific studies to ensure that the best possible content reaches you.

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