Candidate Assessment
The aim of the LSC’s assessment process is to give you the best opportunity to show that you’re the most suitable person for the job and to ensure we make the right choice based on an objective assessment of each applicant’s merits. To this end we use various means to assess candidates during the selection process. Often assessment tools are used in addition to the competency based interview. Tools such as ability tests, offer us objective information about candidates abilities.
The nature of the role for which we are recruiting will dictate the nature of the assessments we use. In some cases candidates may be asked to do one or more, or a combination, of the following:
- Competency Based Interview
- Ability Tests
- Presentation Exercise
- Occupational Personality Questionnaire
If you are asked to complete any assessment exercises as part of the assessment process then you will be advised in advance of the particular tools that will be used.
Competency Based Interview
LSC interviews involve an assessment of the competencies and the knowledge, skills and experience required for the role. Competency based interviews are used to make the interview process as fair and objective as possible. The theory behind competency based interviewing is that past work behaviour is a good predictor of future job performance therefore you will be required to provide specific examples from your recent work history.
Ability Tests
These tools measure current ability and future potential for different work skills. These tests are usually presented in a multiple-choice question and answer format. Ability tests are recognised as the best single method of predicting job success. These are online assessments.
Verbal Reasoning is designed to measure a candidate’s ability to evaluate the logic of various kinds of argument as presented in written form. The test measures the ability to determine the support for conclusions drawn using content that typifies a variety of work settings.
Numerical Reasoning is designed to measure a candidate’s ability to make correct decisions or inferences from numerical or statistical data in a realistic workplace context.
Presentation Exercise
Candidates may be asked to carry out a presentation at the assessment stage. You may be provided with the presentation title prior to the day or you may be advised that you will receive the presentation title on the day. If you receive the presentation question on the day you will be provided with preparation time prior to the presentation exercise. You will be advised on the duration of the presentation and you will also receive guidance on presentation equipment that will be available. The presentation exercise will be followed by a short question and answer session.
Occupational Personality Questionnaire
Occupational Personality Questionnaires provide useful information on how people like to work and their behavioural style. Such questionnaires focus on how an individual approaches a job rather than to ability to perform that job.
