Be Ready for Tests and Assessments in the Interview

Companies want to make sure they hire the best employees. Using tests and assessments are two common methods used to help evaluate a job candidate. But that doesn’t mean you should go into an interview unprepared. In today’s blog we discuss a number of potential test and assessment-style interview questions that might give you a better idea of what you can expect in a manufacturing interview.

Theoretical Questions

A fairly common way that employers test a job candidate is by asking theoretical questions and evaluating a candidate’s thought process in addition to their outright answer. One such question, as asked of a manufacturing engineer at a motor company, included the following scenario: You are in charge of a production line and one of the safety guards is missing on the conveyor, but the production supervisor wants to start production. What do you do?

 The point of this question is to test what you know about current safety standards in the manufacturing industry; however, but it is also your communication skills and interpersonal skills that are being evaluated as you describe how you would manage conflicting priorities and collaborate with the production supervisor to ensure safe and timely production.

Manufacturing Pre-Employment Testing

Many companies rely on a test known as the Optimize Hire Pre-Employment Test to assist them in making staffing decisions. This is a 15-minute test designed to assess mechanical aptitude through evaluation of a variety of different professional traits a candidate might have including cognitive ability, personality, and motivation. Tests like this, while not necessarily technical in nature, help to identify reliable candidates with the right sort of personality and attitude for the workplace. A lot more than simple technical skill goes into successful hiring decisions and helps reduce turnover.

Technical Assessments

Many manufacturing jobs require specialized training and skills that employers need to know their potential hires possess before signing a contract. It is one thing to read about a candidate’s qualifications on a resume, but employers are looking for workers who are able to do the job right the first time requiring minimal supervision. Expect to be tested on daily manufacturing tasks related to your particular field of expertise. For example, many welders are asked to provide a sample weld on-site during the interview. These skill assessments are the manufacturing equivalent of an online portfolio. You should be prepared to show your prospective employer what you can do so they know what sort of work to expect from you.

Likely the most important factor in whether a candidate gets hired for a particular position or not is related to how the candidate clicks with the interviewer or team. Interpersonal skills might seem like an afterthought when compared with the technical demands of a manufacturing job, but you can be sure that you are being evaluated on your communication and professional skills as well as the training and experience listed on your resume.

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