Tesco Job Application Form

miger

[QUOTE
Ive got copy of the template ill dig it out and put it up it was in use last year.
QUOTE]

Please do!:beer:

geeky_2

Isagorn wrote: »

Ive got copy of the template ill dig it out and put it up it was in use last year.

That would be great as my teenage daughter is currently getting more and more confused with how to answer these questions

SueC_2

Hmmmmmm, I'm not sure that simply copying the 'correct' answers is necessarily going to have a happy ending. These type of questionnaires are designed to identify the personality/skills attributes held by the candidate, so they can they be checked as a 'fit' with the needs of the role and the working environment.

By er, cheating, and simply giving the answers that they are looking for, if successfully recruited the candidate is effectively putting themselves into a job that they may not be equipped for.

Nothing wrong with square pegs and round holes, so long as someone has a blinkin' big hammer!

miger

True, but filling in the questionaire correctly may get you an interview, then that's when it's all up to you really

miger

:sad: No sign of the template being posted up then?

lazuli

I 'failed' a similar application form for M&S. The job was for a temporary catering assistant.
The irony is I ran my own catering company for 5years :rotfl:

With M&S though, you can't reapply within 6 months.
I hate the increasing trend for this impersonal approach to job applicants.
The computer says no :mad:

Premier_2

There are no 'correct' or 'incorrect' answers to psychometric tests - they simply help to display characteristic straits of the applicants.

Whilst Tesco may be seeking team players, they will want some team 'captains' but also some 'followers' that will obey orders correctly first time. They may also be seeking those with problem solving skills, but logical or whacky, only Tesco knows and it won't always be the same answer. Tesco may have identified that they are scoring low on customer care in one particular store (so may seek those who are prepared to spend time with customers resolving any issues) or may discover the store suffers from poor product replenishment (empty shelves because all the staff and too busy gassing with customers).
It may also be used so that Tesco can arrange suitable and appropriate training for their new recruits, knowing their existing strengths & weaknesses from the results of the test.

Proper psychometric test result analysis should also uncover 'cheating' i.e. where a candidate gives the results he thinks the employer wants rather than the genuine ones that apply to him (often by inconsistent answers)

As others have already said, the answers should be given rapidly and without too much deep thinking ... that's the only way to produce the 'right' result

jimbms

kymm wrote: »

Hi, my daughter has an application form to complete for job in Tesco's. Is there anyone that could give advice on how to answer the Questionnaire (Screening) on the back pages ie. Question 1,

I am the sort of person who....

A) Gives support to other people
Negotiates with others
C) Is able to problem solve
D) Speaks clearly

Your advice would be greatly appreciated.

Thanks

I would say none of the above applies to the average tesco employee.

bestpud

I don't know what they are looking for but I can say there is definitely a right and a wrong way of filling these in!!

I know a manager who has filled in one for several people who've failed the first time, and surprise surprise they've then got an interview.

Further, nobody I know has failed this part when they have filled it in for them.

Different store/area too so it's standard.

If you get an interview - people skills, lots of eye contact and smiles is the way to go!

miger

Thanks for all the advice Guys! ---much appreciated