These differ from occupational tests as there are no right or wrong answers, each person answers what is correct for themselves. Each questionnaire generally measures a number of scales or attributes rather than just one. It is often possible to use the information from personality questionnaires in a qualitative manner to help build up a general picture about the suitability of an applicant. These are sophisticated rating processes designed to ensure that each participant is given equal opportunity to demonstrate their ability across a range of standardised situations. A variety of assessment techniques are used to ensure comprehensive coverage of skills.
Several assessors are involved to increase objectivity and impartiality.
Several candidates are observed together to allow interaction between participants. Several methods can be used within an Assessment Centre, such as interviews and psychometric tests. This is a situation test which simulates administrative aspects of a job. Candidates are asked to deal with various items in the tray. The content of an in-tray is usually made up of letters, reports, memos, telephone messages and background material.