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Preparing for The Hiring Process at Trafikverket

The recruitment process involves several interviews with different heads of departments as well as several tests. Judging by the requirements they post on their job applications, they primarily look for people with the following skills:

  • Excellent communication and presentation skills required 
  • Ability to follow directions of Supervisory staff

 

The Interviews at Trafikverket

To some, the interview process at Trafikverket may prove long and difficult, while to others it may prove easy and short. The reason for this is that different job positions require different skills, and to test these skills, interviewers implement different techniques which include:

  • An initial phone interview. Multiple phone interviews with HR representatives and department heads. These are usually preliminary screening interviews with a rather limited questioning. You will be required to go over your resume, tell about your salary requirements, work history, availability and answer some basic behavioural questions. These could last between 15-30 minutes.
  • You may be required to participate in video interviews. There are two types of video interviews, a live one, and a pre-recorded one. A live video interview involves using Skype, or a similar program. It’s as simple as that. It can take 40-60 minutes to complete. In a pre-recorded video interview, candidates will have to answer given questions, record the answers on video and send them to the interviewer. employers usually send a link to a specific platform where this can be done.
  • A number of in-person interviews. If the initial phone interview is successful, you will be invited by Trafikverket to participate in one or more face-to-face (in-person) interviews with a member of the management team, a mix of managers, HR representatives, and potential co-workers.

 

The Tests at Trafikverket

During the hiring process at Trafikverket, you will be required to partake in the Ascend Testing System. The Ascend system is provided by the Assessio company and includes all of their assessment tools. It provides employers with scientifically validated tools that offer predictive insights into the selection process of their future employees. The assessment tools included in the system are:

  • The Matrigma Test: Measures General Mental Ability (GMA) and is the single most powerful predictor of work performance. Matrigma measures cognitive ability and is used to predict career success and job performance. Cognitive ability concerns, among other things, a person’s aptitude for accurate problem solving, logical reasoning and the ability to grasp new information – capabilities that are critical in the world of work. Matrigma is a non-verbal type of reasoning test that captures fluid intelligence, i.e. the ability to solve problems with no prior knowledge or experience. The test results will help predict behaviours such as critical reasoning skills, clear thinking, learning skills and sound decision making. Candidates with a high score on Matrigma tend to be rated as high performers at work. They are effective in dealing with complex job tasks, they require less attention from their supervisors, and they can handle a high pace of work.
  • The MINT Test: Measures Integrity and assesses the risk for Counterproductive Work Behavior. MINT, Measuring Integrity, is a web-based personality test that measures fundamental personal characteristics that are important in different types of jobs. It is based on the five-factor model of personality. Candidates with a high MiNT result are more often rated as high performers at work, both with regards to handling job tasks well, as well as being friendly and effective in their relationships at work. With a low score on MINT, there is a higher risk for counterproductive work behaviours (CWB), such as tardiness or being rude.
  • The MAP Test: Measures work-related personality traits and is a comprehensive Five Factor Model (ffm) personality test. MAP, Measuring and Assessing individual Potential, is a personality test based on the Five Factor Model of personality, which is the most robust and empirically documented measurement model of personality. The test can be used for screening and selection to predicts workplace behaviour, both at the managerial and the co-worker levels. MAP is a powerful predictor of personality-driven critical behaviours at work. There are clear links between the results on MAP and various outcomes, such as performance at work, job satisfaction, individual-organizational fit, and leadership and sales performance.

 

Possible Interview Questions

While the exact types of interviews may vary, depending on the candidates, there are some common interview questions which include:

  • What do people most often criticize about you?
  • Describe a difficult work situation/project and how you overcame it.
  • Describe a conflict you were involved in at work. How did you resolve the conflict? What happened next with that coworker or team?

 

To work for Trafikverket could prove to be very beneficial. You can hone your skills and perfect your craft. Getting a job at Trafikverket, however, can be rather difficult. It has a series of interviews and other assessments which you will have to pass. JobTestPrep can help you with the hiring process. Practice answering those questions before you apply, and make sure you are ready for whatever Trafikverket throws at you. Join us today!

 

Trafikverket, Microsoft, and other trademarks are the property of their respective trademark holders. None of the trademark holders is affiliated with JobTestPrep or this website.

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