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Many companies use numerical reasoning assessments to gain a better understanding regarding your abilities to perform mathematical functions and interpret numerical data. JobTestPrep offers a variety of numerical reasoning practice tests with accompanying answer keys and explanations for many different job levels.
Verbal reasoning is the understanding of concepts framed in words within the use of reasoning. Such tests and exercises evaluate one's ability to think constructively and do not rely on a person’s language fluency or vocabulary recognition.
The IRDP Situational Judgement Test or SJT is used as a means to gauge your ability to approach real-life work conflicts and scenarios accordingly. You will be tasked with choosing the most and least effective responses, or to rank them in order based on their effectiveness. The IRDP SJT will assess a number of invaluable workplace skills. This test is usually comprised of 100 or more questions which measure 32 specific traits.
The abstract reasoning test are also known as inductive or diagrammatic reasoning and assess general intellect rather than text book knowledge. When administering this test, IRDP will be looking to see how you relate to new concepts and abstract ideas and can be used to asses a wide range of positions within the company. So, be creative, quick and use your fluid intelligence to solve the issues you will be confronted with on the test.
IRDP’s hiring process does not have to be difficult. Go through the IRDP recruitment process with confidence and ease using our extensive PrepPacks™. Receive dozens of practise tests, comprehensive study guides, score reports and more!
IRDP will most likely begin with a screening interview phone call. After seeing that your resume fits the bill, a representative will call you to ask a series of brief background and technical questions to further weed out unwanted candidates. The next stage will usually entail a sit-down face to face interview where you will be asked more in-depth questions on subjects not covered during the initial phone screening or written application. Be ready for curve ball questions and open-ended question that provide your interviewer with more background info. Feel free to ask your own follow up questions to gain clarity and better focus your remarks.
Assessment Centres have lately gained popularity in many countries as a more efficient way to select new employees. Many companies have come to believe that job candidates do not show their true personalities and professional qualities on tests and during interviews. More fully their professionalism is revealed in the Assessment Centre, where they are required to participate in numerous activities. Job candidates spend a day or even two days participating in group discussions, playing roles according to pre-given scenarios, making short presentations on different topics related to their jobs, engaging in social events and case studies. There is also testing in the Assessment Centre. Applicants take personality tests and various assessments evaluating their analytical skills, reading and numerical comprehension, and decision making, among other skills. Job events organized in the Assessment Centre are highly intense and may be stressful. Unsuccessful candidates are sent home after each stage of evaluation. Only few prospective employees are invited to have a conversation with a company’s high managers and become employed.
More often than not, a candidate’s CV is not able to paint the full picture regarding abilities and competencies being looked for by IRDP. The IRDP aptitude tests give more insight into your talents and strengths which are necessary in a workplace setting. If your assessment profile matches the company’s standards for employment, you are more likely to be offered the position you seek.
Personality tests are used to assist your interviewer in obtaining a better-rounded profile of your workplace suitability, more so than a written resume can. IRDP uses these tests to ensure that they will be hiring someone who fits the position’s competencies and their company standards. There are technically no right or wrong answers on a personality test, however, certain answers can have an adverse effect on your overall personality profile and may hinder your ability of being considered for the position.
If you pass your pre-employment test and phone interview well, you will be invited to the IRDP’s in-person interview. Usually, it takes place in one of the IRDP’s locations. In your face-to-face interview, you may speak with a Human Resources’ representative and two or free of your prospective managers. Questions posed on the interview will be competency-based. You will also have situational questions, where you will need to tell your recruiters about a challenging situation which you faced in your past working experience and which you successfully resolved. You will need to elaborate on the decision you made to achieve the resolution of the conflict and what were the alternative options that you discarded. To give more comprehensive answers, use the STAR format, when you are talking to your recruiters. This will give them a fuller picture of your personality and your ability to arrive at firm and fair decisions. If you are vying for a technical position, brush up your knowledge of technical concepts and operational principles behind them. Provided you create a favorable impression in the face-to-face interview, you will be invited to another interview with top managers and given a job offer.
JobTestPrep offers a number of preparation materials for the IRDP assessment centre. Our Assessment Centre pack is an essential part of our IRDP PrepPack™ as it contains tips on how to compose yourself while participating in the assessment centre and simulations of the sorts of activities you will be engaging in while there. The assessment centre is an important means for IRDP to obtain a well-rounded profile of all participants in regard to their suitability for the position, as well as their compatibility with the company’s standards.
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