Your performance can be judged on behaviors demonstrated, advice given, or in general how well you helped the employee solve the problem. Assessment centers are expensive to set up so they are mainly used by larger public and private sector companies which can afford them. However, in recent years, assessment centers have gained in popularity. Many private consulting firms have been set up to design assessment center exercises. So, even if you are applying to a smaller company, you might be asked to participate in assessment center-type exercises.
Some employers administer personality and interest inventories to job applicants.
Employers administer these types of measures because they are looking for applicants with particular interests or personality traits and because they have found that employees with these characteristics are successful on the job. Unlike ability tests, personality and interest inventories attempt to assess noncognitive, underlying characteristics of individuals. These inventories can help an employer evaluate your motives, needs, values, goals or dispositions. Personality inventories, such as the California Psychological Inventory and the Hogan Personality Inventory, can he used to assess such characteristics as self confidence, sociability and flexibility. Unlike many other types of tests used for personnel selection, there are no right or wrong answers to personality and interest inventories.