Hiring Assessments > Management Trainee

Management Trainee

About this assessment

Management Trainee are the future leaders of the organization. Because they present limited exposure and experience in the world of work, employers must focus the selection process on key behaviors and soft skills requirements that will help them thrive at the workplace, such as Problem solving, Collaboration and Teamwork, Resilience and Communication.

Behaviors tested

  
Involving others in making decisions that affect them
  
Working with others to solve problems
  
Identifying and anticipating problems
  
Active Listening
  
Asking the right questions
  
Taking opportunities to learn and adapt
  
Being reliable
  
Being punctual

Duration

21 minutes

Total questions

40 questions

Supported languages

🇬🇧 English
🇹🇭 ไทย
🇮🇩 Indonesia

What qualities to look for when recruiting management trainees?

Management trainees are young talented individuals, often fresh graduates, who are being trained to become managers in a company. Management trainees' recruitment tends to focus on the academic background ("academic intelligence") as candidates are often without actual work experience. However, as a future leader, it would be a mistake to commit "soft skills" and "work behaviors" when shortlisting candidates.

As management trainees are on a fast track to leadership, they must before all be of a curious nature so they can apprehend the various facets of the business. Qualities may include active listening skills and the capacity to ask questions. Recruiters may also look for self-awareness about one's skills gaps and past proof of the ability to self-teach topics.

As flexible employees that will be rotating across several parts of the organization, Management Trainees should also be natural collaborators, with high emotional intelligence, which will allow them to apprehend the challenges of the various stakeholders in the organization. Ultimately and with more experience in the business, management trainees will be able to tackle complex projects by involving the various part of the organization.

How you can use the Management Trainee assessments

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Candidates fill the questions

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FAQ

Answer: Huneety behaviorial assessments help to analyze the candidate's on-the-job behaviors before they join your organization. In an era of talent shortage, Huneety behaviorial assessments help to go beyond "resume matching" to find talents that will match your organization in workstyle and therefore are more likely to stick to your company (new employee retention).
Answer: This is what our customers say about our solution: - They allow to save time in the recruitment process by getting to know the candidates before interviewing them. - They help to remove bias by matching candidates to work expectations, regardless of their resume or current industry. This will support HR to tap into a larger talent pool. - They help to predict actual work behaviors, boosting ROI by lowering dropouts during the probation period! - They provide interview insights. Hiring assessments are able to highlight area of strengths and weaknesses for each candidate, and delivers a list of questions that you could ask in interview to get a more thorough opinion of the candidate.
Answer: Huneety assessments are based on the Big-5 methodology, a leading assessment method for employees developed in the 1980s and used by thousands of companies. It is the only psychometric test and personality model that reaches a scientific consensus in personality psychology. Huneety has further improved the Big-5 Assessment system to adapt to a wider variery of work behaviors, and offer a comprehensive offer of ready-to-send assessments.
Answer: Huneety behaviorIal assessment for hiring is best used as a pre-screening tool, in order to save time in the recuitment process and only interview the candidates who match the behavior requirements. Therefore, we recommend sending assessments before the candidate's first interview with the hiring manager. Our customers typically send the assessments to about 20 talents from their talent pool, and forwards the top 5 to the hiring manager along with the report and a suggestion of interview question.
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