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Begin Your Rogers Assessment Preparation

Since 1960, Rogers is dedicated to making things easier for their customers by allowing them to experience new ways of living and connecting them with the newest technology. Rogers seeks candidates who will provide the best service and are motivated to make a positive impact.

The Rogers hiring process is outlined below:

  • Online Application: Candidates can submit the application form online, or through a campus recruiter or an employee referral. It is required for applicants to attach their CV as well for employers to assess their suitability for the career.
  • Telephone Interview: The following stage may be a brief telephone discussion held by a hiring manager who screens applicants.
  • Interview: During this phase, candidates may experience a one-on-one session with department heads and an HR recruiter. Group interviews may be performed along with the Rogers assessment centre day. This day includes tasks and activities to help employers decide if someone is a suitable candidate.
  • Tests: Taking psychometric pre-employment tests may be mandatory throughout the Rogers assessment process since employers will be assisted in gathering a more in-depth analysis of applicants’ cognitive abilities and skills.

Rogers Assessment Test

Taking psychometric tests demands that applicants have the knowledge concerning the specific skills being appraised. Aptitude entrance exams, such as the numerical, verbal, and abstract reasoning exams, are used to assesses applicants’ numerical analysis of detailed data, comprehension of written passages, and logical thinking skills. The situational judgement test (SJT) and personality assessment quantify one’s character qualities and potential work-related behavioural patterns. Microsoft Excel and Word exams may be distributed to enable employers with the chance of carefully measuring candidates’ Microsoft skills.

Prepare for your Rogers assessment test with our PrepPacks™.


Rogers Interview Questions

The interview stage is cultivated to consider job seekers’ knowledge and personality by asking both behavioural and technical questions. Below are examples of questions to practise with:

  • Tell us about yourself.
  • What is your greatest accomplishment?
  • How would you respond to a customer who has indicated that they have been on hold for thirty minutes already?
  • Where do you see yourself in five years?

 

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