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This preparation pack includes tests in the following topics:

  • Six Simulation CCAT Timed Tests
  • Basic Math, Series Tests, Numerical Reasoning
  • Verbal Reasoning Tests
  • Logical Reasoning Tests (Inductive & Deductive)
  • Spatial Reasoning Tests
  • Error Checking Tests
  • Above 1100 Questions in 80 Practice Tests

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Tibco is a software company specializing in communication between financial markets and is known for its use of pre-employment assessment; but what exactly is pre-employment assessment? In an increasingly competitive job market, these tests evaluate a candidate’s skills, personality, and logical reasoning, setting them apart from the rest. Tibco’s hiring process utilizes such tests to single out the best applicants for the job.

It is important for an applicant to utilize practice materials for pre-employment assessment in the same way one might prepare for an academic exam. Practicing has a greater chance of improving scores and affording the candidate an understanding of what the exam entails, allowing them to approach it with greater confidence and knowledge of what the employer expects. Preparing for pre-employment assessment with practice tests will also increase an applicant’s chances of getting the job.

The Tibco Hiring Process

Tibco’s hiring process assesses candidates based on intelligence, sociability, and emotionality, and it utilizes pre-employment assessment to test a candidate’s range in these subjects. Depending on the type of job, the sections of Tibco’s hiring process may vary. In general, there are three stages: online pre-employment assessments, a phone interview or live assessment, and final interview. Assessment stages are timed and designed to thin the crowd as the process continues.

Tibco’s Assessments

The type of assessments found in the Tibco hiring process is uniquely tailored to each job type. However, every process involves a personality test and an aptitude test.

Personality Test

Job personality tests are intended to gauge an applicant’s compatibility with the offered position. The Hogan Personality Test is the test most widely used by companies: it assesses several aspects of a candidate’s personality including cognitive ability, judgement, motives, and values. These tests are also designed to indicate a candidate’s strengths and weaknesses, as well as test their decision-making skills. The Hogan Personality Test may include several individual sections, including a Development Survey and Motives, Values, and Preferences Inventory.

Aptitude Test

Aptitude tests are designed to assess an applicant’s problem-solving and decision-making skills in the workplace. The most widely used aptitude test is the Criteria Cognitive Aptitude Test (CCAT). This test is taken online, timed, and scores the candidate solely based upon the quantity and quality of their correct answers. The CCAT includes questions related to numerical, verbal, logical, and spatial reasoning.

What is CCAT test

The CCAT test, or Criteria Cognitive Aptitude Test, is a type of aptitude test used by many employers to assess a candidate’s cognitive abilities, specifically in the areas of problem-solving, critical thinking, and learning ability.

The CCAT test is comprised of 50 questions and must be completed within a 15-minute time limit. It is designed to measure an individual’s ability to process and analyze information quickly and accurately, making it a popular tool for employers seeking candidates for roles that require strong problem-solving skills and the ability to learn quickly.

The questions on the CCAT test are multiple-choice and cover a range of topics, including math, logic, and spatial reasoning. The test is often administered online and can be taken from any location with an internet connection.

Behavioural Reasoning Test

Behavioural Reasoning tests ask a candidate questions relevant to their behaviour in the workplace. This may include questions related to previous jobs, and is intended to gauge how an applicant responds to difficult situations. Behavioural tests also assess team and individual work ethic in an applicant, and their understanding and engagement with workplace policies and procedures.

After the applicant completes the core personality and aptitude tests of the Tibco’s hiring process, there might still be additional pre-employment assessments to consider. This may include tests on situational judgement and reading comprehension.

The Interview Process

The second and third stages of Tibco’s hiring process require either a phone interview or live assessment, and then a final on-site interview. The live assessment is a continuation of the online testing of the first stage conducted over videocall, completed either within a group or individually.

A phone interview is conducted one-on-one with a superior, and the on-site interview may involve several rounds of interviews with multiple people, as well as in-person pre-employment assessments. The interview and corresponding assessments may focus further behavioural reasoning, situational judgement, and verbal reasoning to assess an applicant’s critical reasoning and language skills.

The use of pre-employment assessments in Tibco’s hiring process has become standard practice for many companies looking to test a candidate’s skills before making a job offer.

Taking a pre-employment assessment is very much like taking an academic exam, so it’s beneficial to prepare for a pre-employment assessment the same way. Study guides and practice tests will give the applicant an understanding of what is expected of them in the pre-employment assessment, and what employers like Tibco are looking for in their answers.

Preparing for the assessments ahead of time will help a candidate enter the hiring process with the confidence needed to ace the assessment.