You are logged in as customer LOG OUT
9 PrepPacks™
60+ Prepared
600+ Questions

XXX

XXX
XXX

XXX

XXX
XXX

XXX

XXX
XXX

What Should You Do to Become Promoted?

There were times in the past, when climbing up the career ladder was more or less expected and automatic: you fulfil your tasks well, you invest energy and time into your work, you become noticed and appreciated by your higher managers, and, as a result of all this, you win your promotion. With competition in every workplace and among companies immensely intensified, promotion has long stopped being a forgone conclusion for good employees. Nowadays, no matter how excellent you are at what you are doing in your workplace, you need to put forth an extra effort to land a promotion. What does this extra effort consist in then? Below we are elaborating on several steps you can take to make yourself noticed and become recommended for promotion by your managers.

Do Research – It goes without saying that you need to browse the company’s website before you set foot in its interview room.  Prior to your conversation with recruiters, you do need to read about the company’s mission, goals, structure, and revenue to show them that you have got a full picture of the business and know well how to contribute to its growth. But to become promoted in the company simply possessing some knowledge about its aims is clearly insufficient. To climb higher in the company’s hierarchy, you need to understand who runs the show in it and what responsibilities are shouldered by your upper managers. Talking to the right people about your career goals and discussing your business ideas with them will get you noticed. If you are in your managers’ good books, you will be given interesting, challenging projects to work on and, in so doing, will be able to manifest your talents most vividly, winning a promotion, once the projects are successfully completed.

Do Self-Advertisement – Being modest about your achievements is counter-productive at work. You may be considered a braggart, if you blow your own trumpet really loud among your friends and family. But at work, talking about your strong points brings benefits. It is wise to inform your upper management about your success and new ideas that you are developing, if you want to be promoted. Keep your managers posted about your work through emails or during your meetings with them. By selling yourself and telling others that you are seeking promotion, you may earn it, when an opportunity arises.

Develop New Skills and Knowledge – You should always professionally grow. In our ever-changing world, acquiring new knowledge and new skills is what makes you an expert in your field. If you always strive to be at the forefront of science and technology, you develop personally and professionally and, thereby, earn the right to move upward in your career. Nor should you hone your skills and deepen your knowledge only within your area of specialization. Expand your horizons and move beyond your comfort zone, paying attention to trends and news in other, unrelated, industries and spheres. The more knowledge and qualifications you get under your belt, the more solid chances you have to become promoted.   

Ask for More Responsibilities – You should also be always attentive to the needs of your managers and colleagues, and the company overall. If you see that somebody in your team or co-workers working on other projects require assistance, land them a helping hand. Your willingness to help will increase your personal value within the organization. Your desire to work hard and take up additional responsibilities will prove to your managers that you may be trusted with more duties and tasks. They will see that you can be counted upon in force majeure situations and may, therefore, deserve a leadership role.  


Job Title Hierarchy

Although all organizations are structured differently, there is a general hierarchy common to all of them. The titles of this hierarchy are listed below. Not all of them will appear in a particular organization for which you apply, but understanding how companies are usually structured will help you orient yourself within your organization, once you are employed. The top three positions in most of organizations are these:

  • The Chairman of the Board of Directors;
  • Vice Chairman of the Board;
  • The Board of Directors.

Note that these individuals are external to the company in which you will work. Inside it, you will meet people performing the following roles or some of them, depending on the structure of your company and the field in which it works:

  • The Chief Executive Officer;
  • The Chief Operating Officer, the Chief Commercial Officer, the Chief Financial Officer, the Chief Technology Officer, the Chief Innovation Officer, the Chief Strategy Officer, the Chief Security Officer, the Chief Marketing Officer, and the Chief Human Resources Officer, among others;
  • The President of the Company;
  • The Executive Vice President;
  • The Vice President;
  • The Assistant Vice President;
  • The Associate Vice President;
  • The Senior Director;
  • The Director;
  • The Assistant Director;
  • The Senior Manager;
  • Manager;
  • The Middle Manager;
  • Employees, freelances, contract employees, temporary employees, and part-time employees.

Your company may dispense with some of the positions appearing on this list. But the above list still presents you with a clear idea of the trajectory your career may take. If you are currently employed, say, as a Manager, you can do your best to become promoted to the position above it in the hierarchy, which is that of the Senior Manager. If you are working as an Assistant Director, you can progress to a position of the Director and then move up to become the Senior Director.  Or if you are employed, say, as a Trainee Solicitor, you can become your company’s Solicitor, when you gain more work experience and receive a required certification. Working as a member of a team, you may strive to become the team’s Supervisor and, afterwards, the Manager of the department. 

To promote their employees to new positions, upper managers in many organizations often ask them to take the Aptitude Test, a reliable measurement of the employees’ cognitive abilities and suitability to excel in a new role. Not requiring any prior knowledge of the material, Aptitude Tests rather determine employees’ innate abilities and particular cognitive competencies.   


What Is the Aptitude Test?

Aptitude Tests are used by employers to ascertain employees’ cognitive capacities related to work. These tests also accurately show employees’ general aptitude for the positions in which they want to work. Their ability to perform specific tasks and reactions to different situations are tested as well.

There are two types of the Aptitude Tests: one group evaluates employers’ fluid intelligence; the second estimates their crystallized intelligence.

Fluid Intelligence

When we talk about fluid intelligence, we refer to people’s ability to think abstractly and strategically and solve various problems quickly and effectively. By measuring employees’ fluid intelligence, employers thus can make conclusions about their problem-solving skills, ability to understand and absorb new information, ability to deal with ambiguity, when solving problems. They can also clearly see whether employees will be able to learn new skills within a short period of time. Fluid intelligence tests are divided into several groups:

  • Abstract Aptitude Tests
  • Diagrammatic Reasoning Tests
  • Inductive Reasoning Tests
  • Logical Reasoning Tests

All these tests are timed. Test-takers usually have less than 30 seconds to answer each non-verbal question. They are also multiple-choice tests, including various scenarios and tests. Only one of the given answers to each question is correct.  

Crystallized Intelligence

When people talk about crystallized intelligence, they have in mind one’s ability to learn from experience and apply the conclusions they draw from it to different situations at work. By evaluating employees’ crystallized intelligence, employers can predict how well they will understand and produce written reports, comprehend various verbal instructions and figures presented in charts and statistical tables. Among the tests estimating employees’ crystallized intelligence are the following tests:

  • Verbal Reasoning Tests;
  • Numerical Reasoning Tests;
  • Spatial Aptitude Tests;
  • Mechanical Reasoning Tests.

These tests present employees with numerical, logical, and verbal problems, which they need to solve within a very short time. As a rule, employees have less than half a minute to answer each question. These tests are multiple choice. Every question is supplied with several answers, only one of which is correct.

Passing Aptitude Tests is not a small feat. Passing them without preliminary preparation is even more difficult. This is where JobTestPrep can help. Our rich arsenal of Aptitude Tests contains close simulations of the tests measuring fluid and crystallized intelligence. All of them are timed to give test-takers an opportunity to track their progress and improve their time record before they are administered the Aptitude Test in their workplace. While practising with our materials, employees can also sharpen their logical, mechanical, numerical, and verbal skills required in their new position.

If you are planning to ask for promotion, go through several dry runs of our tests, conveniently brought together in one sophisticated, all-inclusive PrepPack™. Our tests will increase your chances of climbing to the next position in your new company’s job hierarchy. Do not jeopardize your promotion by declining our help. Purchase our materials and become recommended for a higher position by your employers.    

Not what you were looking for?
?