I’ve applied for a job and it’s down to me and one other candidate with half the management team wanting one and half wanting the other. As some sort of tie breaker I have to do a ZRG Assessment.

Has anyone done them, or used them as a recruiter? What should I expect?

Anyone? I thought this place was full of middle management types… 🤣

Never heard of it and a quick Google suggest it’s quite niche, looks like just the one company pushing it. I suspect it’s just a revamped Myers Briggs / pop psychology profiling thing; for which they charge your employer a small fortune.

I hold a level A and level B psychometric licence, issued by the Britisb Psychological Society.  I have looked at the ZRG website, and it seems that what they offer is a talent assessment solution, that is delivered by a person rather than a tool.  I suspect it’s based on 3 facets; structured interviews, psychometric assessment and observed tasks.  In terms of prep  I’d ask eggs values or behaviours they are seeking to assess (maybe in JD or job advert?) and prep accordingly.

Bloody hate these types of assessment, but that is helpful to you of course. In a non- important situation I go out of my way to answer the question as to end up as a sadistic, outgoing introvert who hates working as a team but is a great people person etc.

In my last job I just outright refused to do it as the follow on tasks were beyond tedious.

More useful advice is in the posts above 🙂

It’s a field service job in the company I already work at and I’m pretty sure there is a personal issue with the director of the aftermarket department stopping me from being selected. The other candidate needs training in the same areas I am lacking plus he needs full training on all our equipment, which is rather specialised, that I don’t.
I have had two interviews, one with the service manager (who will be my immediate boss) that apparently went extremely well (my current director and the service manager both told me that) and one with the Aftermarket Director (my potential new boss) who I get the feeling that he particularly like me and the HR Director. The second interview didn’t go as well (my own perception) and a couple of things the Aftermarket Director said at the end left me thinking I wasn’t going to get the job. After a week of deliberation they are split 50:50 and want to use the ZRG assessment as a tie breaker.
I’m more concerned that a poor score on the assessment will end up in my personnel file and effectively remove me from consideration for any other job opportunity within the company.