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This test is usually employed in the hiring process of law enforcement such as police officers. You can either encounter this test as part of you face-to-face interview or online. It consists of three sections: ability test, work styles questionnaire, and life experience survey. Each part is scored separately, and the three results together make up your final score.
The purpose of pre-hire math tests is to assess a candidate’s ability to accurately and comfortably complete mathematical functions and interpret data. Your ability to understand and analyse graphs and other numerical data is necessary for many lines of work. Depending on your job level or the position you have applied for, the level of mathematics you will be tested on can vary.
Verbal reasoning tests focus on drawing logical conclusions from verbal information. These tests automatically assume you understand the meanings of the words and phrases used in the text.
The scenarios presented on SJTs always ask for a resolution of a given conflict which, although being hypothetical, might very much rely on, or represent, realistic situations that occur in a workplace. You will then be asked to choose a preferred method of action out of a number of possible options. You are encouraged to choose your responses spontaneously, based on intuition; however, analyzing the scenarios and choosing responses that highlight your skills will allow you to better present yourself on the test.
The abstract reasoning test is also known as inductive or diagrammatic reasoning and assesses general intellect rather than textbook knowledge. Via administering this test, JSLPS will be looking to see how you relate to new concepts and abstract ideas and can be used to assess 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. JSLPS will administer an abstract reasoning test containing symbols, diagrams and shapes to test your problem-solving abilities in two primary areas. Check the logical reasoning sample questions to get an understanding of the format of the assessment.
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JSLPS 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 curveball questions and open-ended questions 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 a few prospective employees are invited to have a conversation with a company’s high managers and become employed.
JSLPS administers a Situational Judgement Test to job applicants in order to assess critical thinking, decision making and judgement calls. Your future employer wants to understand what makes you tick and how your behavioural traits will add or subtract from the office environment. During the test, you will be faced with various office conflict scenarios and asked which course of action would best relieve the conflict. Answers can range from a single answer to the multi-layer solution presented in a multiple-choice format.
The best way to prepare for this and any test is through familiarisation and practise. JobTestPrep offers dozens of practise materials and study guides to encourage and strengthen your ability to outperform the other JSLPS candidates.
If you pass your pre-employment test and phone interview well, you will be invited to the JSLPS’s in-person interview. Usually, it takes place in one of the JSPS' 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 in 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 favourable impression in the face-to-face interview, you will be invited to another interview with top managers and given a job offer.
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