Tests

Creating a personal profile is not a test where you can fail. There are better matches for some positions, but it is not necessarily certain that you (or the company) can see what characterises the best candidate. That’s why it is important that you answer honestly the questions you may be asked, and not what you think the company wants to hear.  

A personality test usually contains a multiple-choice questionnaire with between 100 and 300 statements that you must answer, giving a picture of how you work in a given role. Typically, you must choose between four descriptive words and mark which of the four suit you the most and the least in work situations. Most tests measure personality traits, for example:  

• Are you extroverted or introverted? 
• Do you lean towards being creative or more pragmatic? 
• Are you structured or unstructured? 
• Do you have great emotional stability or are you more emotionally impressionable? 
• Are you detail-oriented or holistically oriented? 

An intelligence or skills test will typically be used to test the applicant’s logical and analytical abilities, as well as often testing the ability to remain calm under pressure. They can contain both classic questions and various mathematical or linguistic elements. The questions are based on true/false answers. These types of tests are not quite as widespread in Denmark in connection with recruitment, but it seems that interest is increasing.  

In intelligence/skills tests, you could for example be tested on:  

• Abstract, logical, and mathematical skills - if you can see through logical connections and see abstract patterns, if you can solve problem-solving puzzles. 

• Troubleshooting skills - are you good at finding errors? 

• Numerical skills - can you solve specific calculation tasks/mathematical tasks? 

• Verbal skills - can you understand/relate to texts and respond to statements related to them? You can be tested on synonyms, antonyms/"the opposite of", etc. 

In addition, the speed of perception may be tested by looking at how quickly a candidate can add numbers or put words together in two rows.  

The case interview is based on the fact that you are presented with a (complex) work task or problem, which you must deal with and present your “solution” to.  

This assignment is used to gain insight into how you solve and communicate the solution to a specific problem. It can give the employer an insight into both your professionalism, your communication skills, and your presentation technique.  

How much preparation time you get varies. In some cases, the case is handed out in advance, so you have the opportunity to prepare at home and present it for the interview. Other times you will be asked to solve the case on the spot and immediately before the actual interview. The advantage of solving a case task is that is that it reflects a typical and realistic work task that will be part of the job. 

Please be aware that the case interview is not about you finding a right/wrong solution to the problem, rather it is used to hear more about your way of approaching a task and the way you present both the case and your considerations in connection with the task. The most important thing is to be reflective about the task.