During the recruitment process, you'll be asked to take a number of different Sandvik tests. You are asked to complete these tests online. These tests are in general provided by Matrigma. To successfully move on to the next stage of the hiring process, utilise JobTestPrep's comprehensive preparation packages to give yourself the best chance of success.
In the Matrigma test, you are presented with an incomplete 3x3 matrix of figures. Your task is to identify the missing figure from a series of six possible alternatives within 40 minutes. The symbols in the figures have no particular meaning, but all matrices always follow a logical sequence, either across rows, columns, or both. The correct alternative is the one that adheres to the logic of the matrix. The questions becoming more difficult as you progress in the test.
Situational Judgment tests (SJTs) are a popular psychological tool used by assessment companies, employers, and organisations to evaluate applicants' behavioural and cognitive abilities when introduced with hypothetical, daily work-related situations. SJTs do not consist of one uniform format and do not focus on strict criteria, but rather they serve as a tailored evaluation tool for a variety of positions and business sectors. Therefore, different companies and diverse positions within an organisation require different questions and formats.
Those who administer personality assessment tests claim there are no "right" or "wrong" answers and often refer to personality tests as personality "questionnaires" instead of "tests." This is untrue. A personality assessment serves as a tool to help find the person who fulfil the criteria of a specific position. Therefore, there are right and wrong answers associated with specific positions. Preparing for the personality test in advance will allow you to become well-acquainted with the types of questions asked and what the optimal answers are.
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The Sandvik invites job applicants for several types of interviews. The first interview is over the phone. You will speak with a Human Resources’ representative. Expect to answer questions about your education and working experience. During this interview, you may also ask about the Sandvik’s structure and benefits. After you have passed the Sandvik’s pre-employment assessment tests, you will be asked to come for the second interview, where you will meet the company’s representatives face-to-face. Recruiters will measure your cognitive abilities and your aptitude for the applied position. They may also ask you situational questions. Try to answer them according to the STAR format, focusing on a certain problematic situation that you faced in the past, tasks that you set for yourself to solve it, actions you took to fulfil the task, and results that ensued from your actions. Many recruiters grade your answers to situational questions. Following the STAR format will help you sound coherent and organized and will bring you a high score on the interview.
An assessment centre may be the final stage of your application process. The assessment day takes place either at the company campus or at a hired venue. You are evaluated by a series of assessment centre exercises, including both individual and group tasks. These exercises may include an aptitude test, a role-play, a case study, a presentation and an interview. This day gives your prospective employer a rounded profile of your competencies and an insight into your performance in the workplace.
You can expect to find between 25 – 50 scenarios on any given SJT. The scenarios are usually engaging and challenging. After you are presented with a scenario you will then have to either find the most (or least) suitable response to the scenario or rank/rate the responses in order of effectiveness.
Many employers think that just asking applicants to take a test and interviewing them cannot create a full picture of their professionalism. When you ask them to perform various activities, however, their personalities shine through more vividly. Hence, many companies now invite job candidates to participate in the assessment event organized by the Assessment Center. There, applicants make short presentations, have group discussions, participate in case studies and simulation exercises, and engage in role playing. These activities are intense and better reveal applicants’ suitability for the job.
As part of the hiring process Sandvik may perform a background to check into your criminal (or lack thereof) history. They will call former companies to fact check your claims regarding positions and accomplishments and scrutinize your social media outlets to see if you will mesh with the company culture. Be honest and upfront, it is getting a lot harder to pull the wool over anyone’s eyes.
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