Founded in 1979, JYSK is an international line of stores, selling products for the home. JYSK has more than 2,500 stores in over 50 countries and has over 22,000 employees as well. They are owned by Lars Larsen, a Danish tradesman who owns several companies.
Steps involved in the JYSK hiring process are:
Application: You can go through the JYSK application process by filling an online application form along with submitting your CV. Other methods of applying can be done with an employee referral or recruiter.
Telephone Interview: You will then obtain a confirmation that your application was received and reviewed by the hiring committee. You may be contacted over the phone to discuss the following steps and be invited for an in-person interview.
In-Person Interview: If the selection committee deems candidates as qualified, they will be invited for an in-person interview by a hiring manager and/or a member of the selection committee. The interview process differs for each job and may include one-on-one or panel interviews which are often conducted by about 10 people, such as various faculty members. Applicants may also be asked to prepare a short presentation on an explicit topic.
Test: Taking psychometric pre-employment tests, such as the PLI exams, may be required during the recruitment process. The hiring team use these aptitude tests as a way to evaluate candidates’ cognitive abilities.
Aptitude tests give employers more insightful information about each applicant, allowing them to choose the right candidates for the vacant positions. One of the various aptitude tests which may be administered is called the Predictive Index Learning Indicator (PI LI) test. This assessment intends to measure applicants’ cognitive abilities and skills needed within the work environment. The three reasoning skills assessed are the numerical, verbal, and non-verbal reasoning.
Furthermore, the Predictive Index (PI) Behavioral Assessment seeks to evaluate the core personality and important qualities needed in an employee. Test-takers’ are evaluated and specific traits are scored, such as extroversion, formality, patience, and dominance. Assessments such as this one help determine applicants’ potential attitude within the office and their behavioural tendencies.
The JYSK interview procedure is conducted in a professional and communicative way. Interviewers aim to pinpoint the most capable and impressive candidates by using competency and technical based questions.
Examples of such interview questions are listed below:
|JYSK FRANCHISE||Jysk Oy||Actona||SengeSpecialisten A/A|
|Iddesign A/S/||JYSK France SAS||JYSK Linen 'n and Furniture Ltd/||Jysk AB|
JYSK, Microsoft, Predictive Learning Index (PLI), and other trademarks are the property of their respective trademark holders. None of the trademark holders is affiliated with JobTestPrep or this website.