The JobTestPrep PLI & Hudson test PrepPacks™ include dozens of practice tests, study guides, and more to ensure that you are properly prepared for the Air New Zealand recruitment process.
With JobTestPrep’s renowned Air New Zealand PLI & Hudson-style PrepPacks™ you will be able to gain familiarity with not only the format of the test, but the types of questions you will likely encounter during the assessment. Becoming familiar with the PLI & Hudson tests is crucial to successfully completing them in real-time. Prepare with JobTestPrep today and blaze through your Air New Zealand assessments tomorrow!
The Air New Zealand interview process will usually have several steps, including a phone interview and two face to face interviews : first with a professional hiring manager, and then with HR. The higher the position, the more rounds of interviews you will need to go through, including with VPs and even CEOs. Note that during the final interview you have to present a report or personal project.
Assessment Centres are becoming more and more popular among recruiters, because they are considered to offer more accurate tools for measuring job candidates’ aptitude for applied positions. Assessment Centres are preferable because in addition to estimating applicants’ skills and personalities on tests and interviews, they require them to participate in other activities as well. By asking job applicants to participate in case studies, group discussions, in-tray exercises, and social events, recruiters create their exact personality and professional profiles unavailable through simply testing and interviewing. Traits that assessors seek to evaluate in job candidates are adaptability, commercial awareness, analytical thinking, decision-making, and leadership, to list only few of them. When the assessment event comes to an end, recruiters sum up points given to each participant and invite for a final interview only those of them who have the highest score.
The Aptitude Tests evaluates those cognitive abilities that are related to your job performance and your general aptitude for the role for which you are applying. Cognitive abilities that are measured by the Aptitude Test are abstract reasoning, conceptual reasoning, verbal reasoning, and numerical reasoning.
The Personality Test is now given to job applicants almost by all companies. Employers have long been concerned with hiring only honest and pleasant people able to light up the working environment with their personalities. The Personality Test is designed to help them employ the right sort of people and weed out those who possess counterproductive tendencies. The test is so constructed that it enables employers to see who will likely to work slow and take long breaks, steal the company’s property, show favoritism, gossip, and become rude and aggressive. The Personality Test is usually longer than most of pre-employment assessment tests. There is no time limit on this test; answering all questions may, therefore, take you about 3 hours, which may be tiring. JobTestPrep offers you sophisticated materials specifically designed to prepare you to the Personality Test. Our resources can show you how to build an impressive personality profile and leave a lasting, positive impression on your recruiters.
There are different types of questions on the Numerical Reasoning Test. The most common type is the Word Problems Test. On this test, you will be given the description of a situation involving people who either buy some goods for a specified price or provide some services and ask certain amounts of money for them. Your task is to calculate how much money these people either spend or receive. You may need to work with full numbers, decimals, and fractions.
Yes! Keep a diary or log of your interviews regarding questions, responses and the flow of the conversations. Perhaps there is a question you receive often that you could have answered differently? Perhaps the interviewer gave you a signal to stop talking or to keep talking that you missed? Study you past successes and failures and keep trucking.
The best way to prepare for your PLI & Hudson test is to take a practice test whose simulation is similar to the test you will end up taking in real-time. Thankfully, JobTestPrep offers dozens of practice PLI & Hudson tests for you to use, as well as full answer explanations and study guides to facilitate your ability to pass your Air New Zealand recruitment process successfully.
JobTestPrep always carefully researches on a given company and its hiring process. It aims to create tests most closely approximating to the company’s real tests. So thoughtfully developed, our tests do not only give you a clear idea of the test’s format but also familiarize you with questions that you will be asked on your test. Even if you take the pre-employment test for the first time, you will feel familiar with its questions and will know answers to them, after you have practiced with our test simulations and drills. We also often put into our PrepPacks™ additional materials so that you can bring your knowledge of the subject to even higher level. As a testimony to our thoughtful research and dedication to helping people get hired, the majority of applicants who prepared for the examination with our materials receive a job offer.
There are a number of steps that comprise the Air New Zealand Recruitment Process, including PLI & Hudson test and exercises at an assessment centre. Be well prepared for each and every stage only with JobtestPrep.
On the phone interview, you will mostly talk about your education, work experience, and career goals. An interviewer may tell you about the Air New Zealand, its business structure, and mission. You may also discuss your future role in the Air New Zealand and benefits you will get, if you become employed.
Many employers think that just asking applicants to take a test and interviewing them cannot create a full picture of their professionalism. When you ask them to perform various activities, however, their personalities shine through more vividly. Hence, many companies now invite job candidates to participate in the assessment event organized by the Assessment Centre. There, applicants make short presentations, have group discussions, participate in case studies and simulation exercises, and engage in role playing. These activities are intense and better reveal applicants’ suitability for the job.
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