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:
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.
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:
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