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About JobTestPrep’s Amlin PLC CEB SHL-Style Packs

Do you want to get a better sense of what type of questions, formats and time constraints your upcoming Amlin PLC CEB SHL test will come in? Well, with Jobtestpeps PrepPack™ you get full answer explanations to over 750 questions, numerous study tips, video tutorials and more to fully prepare your for all relevant tests challenges.

 

The Right Preparation Tool is Key to Passing Your Amlin PLC CEB SHL Tests

Sitting a CEB SHL pre-employment assessment can be rather nerve-racking, especially if aren’t sure of what to expect. Go through the length of the Amlin PLC recruitment process fully prepared with JobTestPrep!

 

Amlin PLC Interview Policy

During the Amlin PLC interview process, you should expect to be interviewed in a number of different ways. This process will generally begin with an initial screening interview held over the phone with a representative from the HR department. This first interview will include questions regarding your prior work experience, availability, and salary expectations.

A successful phone interview will often be followed up with a request to attend a face-to-face interview. Companies like Amlin PLC will either hold their face-to-face interviews in a one-on-one format, as a group or panel.


Amlin PLC Assessment Centre Objective

The Assessment Center has lately gained popularity among employers as a more comprehensive method of evaluating job candidates. It presents a more sophisticated alternative to drawing a conclusion about applicants’ aptitude for the job based only their test results and impression made during interviews. Employers maintain that test results and interview impressions do not convey a just picture of applicants’ personalities and professional abilities. The Assessment Centre offers a deeper analysis of applicants, because it invites them to participate in a large variety of activities, from delivering a presentation in front of their peers to participating in group and simulation exercises and role-playing. Qualities that assessors look for in candidates are abilities to communicate well, solve problems efficiently, think quickly, and inspire others with own example. While applicants are performing these activities, assessors are giving them points, which they sum up at the end of the event. Those who get more points are invited for an in-person interview with their prospective managers. If they are offered a job position, they can start negotiating for salaries.


How are Verbal Tests Evaluated?

There is no passing score on the verbal test. But this does not mean that you cannot fail the test. Whether you have done well on your verbal tests is determined relative to the results of other job candidates vying for a similar position or employees who already work in similar roles. Evaluating your test scores relative to other employees allows companies to hire people with the best results. This method of scoring your verbal test maybe disadvantageous, even if you receive a good mark on it. Even if on your pre-employment assessment, you correctly answer, say, 27 questions out of 30, your results may still be considered poor compared to scores of other applicants. If the majority of your competitors get 29 questions right, you will not pass your test and will not be invited for a face-to-face interview. Because your results on the Verbal Test so obviously depend on other people’s comparative intellectual inferiority to you, practising for it is crucial. You need not only to score high but also leave others behind to excel on your verbal test and be invited for the interview.

What Negative Traits Are Revealed on the Personality Test?

The Personality Test has long become an indispensable part of many companies’ pre-employment assessment. Employers insist on inviting their future employees to take this test, because they want to ascertain that they will be the perfect fit for the advertised position. They also want to predict that their potential co-workers will not be engaged in sabotaging the equipment, stealing, blaming others, and displaying verbal or physical aggression. The Personality Test allows them to build an exact personal profile of each of their job candidates. The Personality Tests are not difficult but may appear so due to their length. As a rule, they contain around 80-120 questions that may take up to 3 hours to be answered. Because the Personality Test is so lengthy, it is better to familiarise yourself with its format so that you do not take more time than necessary on your actual examination. Make yourself acquainted with questions posed on the Personality Test with the help of our exclusive Personality PrepPack™.

Why Do Companies Ask Applicants to Take the Numerical Reasoning Test?

Many companies ask their job candidates to take the Numerical Reasoning Test as a part of their hiring process, because they want to evaluate how well their prospective employees understand and analyse numerical data. Most of the positions require working with numbers; employers, therefore, make an effort to ascertain that job applicants can perform at least basic numerical operations such as adding, subtracting, multiplying, and dividing. The Numerical Reasoning Test is a reliable evaluation of applicants’ numerical skills and utilised by many companies. If you want to succeed on your pre-employment assessment, practice with our Numerical Tests designed to increase your chances of becoming employed.

How Does CEB SHL Testing Help Amlin PLC During for the Recruitment Process?

More and more companies are adopting CEB SHL assessment tests because of the insight these tests provide into the true abilities of the candidates. Amlin PLC wants to know that your competencies meet their rigorous standards.

 

Amlin PLC, CEB SHL, and other trademarks are the property of their respective trademark holders. None of the trademark holders are affiliated with JobTestPrep or this website.