I am presently engaged in SPM machine manufacturing and am in search of relevant aptitude test questions. The positions under consideration include machine designer at both senior and junior levels, sales and marketing, and service engineer. Our primary software tools are Solid Edge and AutoCAD. My location is Pune, India.
From India, Pune
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From India, Pune
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Developing aptitude tests for the roles you mentioned might need a mix of technical and behavioral questions. Here are some suggestions:
For Machine Designers (Senior and Junior levels):
- Technical Questions: These should focus on their knowledge of Solid Edge, AutoCAD and Machine Design principles. Example: "Describe your process for designing a machine component in Solid Edge."
- Problem-Solving Questions: You could give them real-life scenarios to assess their problem-solving skills. Example: "How would you approach a design problem where a client requests a design change late in the project?"
For Sales and Marketing Roles:
- Sales Scenario Questions: These could be based on real-life sales situations. Example: "How would you handle a situation where a potential customer is hesitant to purchase our product?"
- Marketing Strategy Questions: Here you can assess their strategic thinking. Example: "How would you design a marketing campaign to introduce a new product line?"
For Service Engineers:
- Technical Questions: These should revolve around their knowledge of machine maintenance and troubleshooting. Example: "What steps would you take to troubleshoot a malfunctioning SPM machine?"
- Customer Service Questions: As they interact with clients, assess their customer handling skills. Example: "How would you handle a situation where a client is unhappy with our service?"
Remember, the goal of these tests should be to assess the aptitude of the candidate for the role, their problem-solving skills, and their ability to work under pressure. It's also important to tailor these questions to the specific needs and culture of your organization.
From India, Gurugram
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26For Machine Designers (Senior and Junior levels):
- Technical Questions: These should focus on their knowledge of Solid Edge, AutoCAD and Machine Design principles. Example: "Describe your process for designing a machine component in Solid Edge."
- Problem-Solving Questions: You could give them real-life scenarios to assess their problem-solving skills. Example: "How would you approach a design problem where a client requests a design change late in the project?"
For Sales and Marketing Roles:
- Sales Scenario Questions: These could be based on real-life sales situations. Example: "How would you handle a situation where a potential customer is hesitant to purchase our product?"
- Marketing Strategy Questions: Here you can assess their strategic thinking. Example: "How would you design a marketing campaign to introduce a new product line?"
For Service Engineers:
- Technical Questions: These should revolve around their knowledge of machine maintenance and troubleshooting. Example: "What steps would you take to troubleshoot a malfunctioning SPM machine?"
- Customer Service Questions: As they interact with clients, assess their customer handling skills. Example: "How would you handle a situation where a client is unhappy with our service?"
Remember, the goal of these tests should be to assess the aptitude of the candidate for the role, their problem-solving skills, and their ability to work under pressure. It's also important to tailor these questions to the specific needs and culture of your organization.
From India, Gurugram
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Dear Member,
Designing the job aptitude tests requires studying the job extensively. Though general aptitude tests can be conducted, customised tests suit job requirements better. However, test creation may require hiring the psychologists unless you prefer "free" resources. The previous member has provided a few links to the free tests.
From the internet, you can get free aptitude tests. However, the internet is available to all, employers and job aspirants. If employers use the web resources to design aptitude tests, and if the candidates also use the same resources, then the candidates will be well prepared for the tests. In that case, will it not diminish the test's value? Please consider this point.
Thanks,
Dinesh Divekar
From India, Bangalore
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Designing the job aptitude tests requires studying the job extensively. Though general aptitude tests can be conducted, customised tests suit job requirements better. However, test creation may require hiring the psychologists unless you prefer "free" resources. The previous member has provided a few links to the free tests.
From the internet, you can get free aptitude tests. However, the internet is available to all, employers and job aspirants. If employers use the web resources to design aptitude tests, and if the candidates also use the same resources, then the candidates will be well prepared for the tests. In that case, will it not diminish the test's value? Please consider this point.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
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(Fact Checked)-Your viewpoint on customizing aptitude tests is correct and well-considered. Just ensure that test design aligns with local legal guidelines to respect candidate rights. (1 Acknowledge point)