RECRUITMENT PROCESS

Interviews

This is a pivotal part of the selection process. At AgResearch our interview is designed to enable you to meet us, find out more about the position and ask any questions you may have. It is an important opportunity for you to make your own assessment about the job and AgResearch as an employer. The interview provides the interview panel with the opportunity to further assess your suitability for the position. We do this by asking competency based questions that are linked into the requirements of the job.

Understanding Psychometric Tests

Psychometric tests may be used as part of our selection process. These form part of our decision making process and ensure we assess all candidates fairly and objectively against predetermined criteria and competencies outlined in the job description.

Aptitude and Ability Tests

Aptitude and Ability tests assess your ability in a specified domain, e.g. numerical analysis, verbal comprehension. Ability tests are normally timed tests. You may find you can not answer all of the questions within the given timeframe. The types of tests we use are job related and we select these specifically for each position.

Personality Questionnaires

Personality tests are linked to the required competencies of a job. There are no right or wrong answers in these questionnaires; they are designed to provide an indication of your preferred work style and the type of work you prefer to do.

Practice Tests

Examples of personality questionnaires and ability tests can be found at www.shldirect.com.

References

As a standard measure, we interview two of your referees. The basis of these interviews is a carefully developed, standard list of questions. This question list may be added to, guided by specific job requirements arising from the interview or psychological assessment.