I've been listening to this podcast for a year now. I'm only 27 - certainly not a manager but I find this useful for learning the corporate 'talk' and understand how managers and corporations think and act.
I have two issues with PreEmployment Tests and Screening that were not brought up in the podcast.
First - when these tests ask you to self-evaluate- they are terribly vague! For example, a question I get a lot is - "Are you flexible to others" or something along those lines. Ok, does that mean that you submit quickly to others (something DEADLY if interviewing for sales) or are they asking that if the company or team is headed in one direction you adjust yourself to be a team player? Another example "Do you speak out when you have a different opinion?" Are they asking if you have a problem expressing yourself when you disagree or if you constantly let people know when you don't agree (AKA political suicide)?
Second - are these tests asking what you are naturally like or what you do now? For example, I've been asked "I have trouble performing a task when I disagree it's the proper course of action". Every instinct in me is to not do the task and to let everyone know they are wrong... of course I've learned the result of this years ago! Now I just congratulate the boss on his infinite wisdom and do all he asks no matter how asinine. So which answer do you give on the test?
The funny thing is - for all my analysis and frustration- every time I take these tests they tell me I score perfectly for sales. so i guess it works out in the end...
PreEmployment Screening
joshua, the questions in these tests are asked several times in different ways to iron out misunderstandings and misconceptions. Answer in the way that sits right with you. If you feel you are flexible say so. If you are a push over it takes many questions to ID that to an acceptable percentile. If you avoid one question, there are others designed to get the same information so you should not skew the results innordinately.
The answer to your second point is the same. If the question is 'do you' then answer what you would do, not what you feel like doing.
Keep a positive mental attitude when answering these tests it is easy to self defeating - Brits especially tend not to blow their own trumpet (bad form don't y'know) which depresses scores.
Chris
PreEmployment Screening
Joshua,
Chris has hit the nail on the head. I actually think that the word "test" is a misnomer for these things. The word test implies you can pass or fail when in fact they are designed simply to find out what sort of person you are, and how you respond to different situations.
If you start answering how you think you should, not how you actually act, you're doing yourself a disfavour because, as Chris pointed out, there are multiple questions that essentially ask the same questions and you only end up with inconclusive results. Inconclusive results mean the recruiter gets to say 'No'.
Don't be scared of representing who you are, trust the system to determine if you're suitable for the position or not. Better a false negative than a false positive and a job that doesn't fit you....
PreEmployment Screening
Peter - you're right - personality tests are generally called questionnaires because there is no right or wrong answer.
And Joshua.. the results are considered to be your preferences, not what you'd do. So in the example you gave your preference is to tell your boss he's an idiot (mine too) but you don't do it. Another example: my preference is not to do detail, but my job requires it.. an interviewer might ask how I deal with that, and my answer is I don't enjoy it but it has to be done. So I make sure I do it at a time when I'm most alert, I ask someone who is good with detail to check it when it's important and I double check before I send it.
Now the interviewer doesn't worry because they know I know I have a problem and a solution.
Does that help.
Wendii
Pre-employment screening
Whether you call them questionnaires, surveys, profiles, preferences, exams, filters or any number of other savory terms, it is a test. The term screening should be a big clue. They don't stop and ask, "I wonder why he answered like this". They score and you either pass or not. Period. And you have no idea why you did or didn't "pass" the screening. The problem with screening tests used to filter prospective candidates is that you end up with a group of clones that fit a profile someone has created for "successful" performance in that narrowly defined or extraordinarily broad or position. It doesn't take into account situational extremes, customer base (elderly, female, male, race, whatever) and other nuances that impact whether one person or another is a better fit. This only comes from experience and skilled observation and knowing your business needs. In many cases, not only are screening tests filtering out excellent candidates, they are a disservice to the company because they become shallow hiring tools...instead of seeking the best mix of culture and diversity, they end up with a narrow selection.
When we prepare for a chemistry test, math test, or psych test; we have studied and been given information and data from which to draw reasonable conclusions and answers. We learn the best solution, and can respond accordingly. Not so with pre-employment exams. Questions are so vague, my general response is to request clarification. "In a confrontation with an angry employee, you would....." and you select your response. The problem is, there are a thousand scenarios, and a good manager knows which response to use in different situations.
Tests should not be the sole basis for hiring, nor should they be the sole basis for screening. But often they are. If a person has a strong resume, good references, experience, and interviews well, the results of the test need to be questioned or certainly considered as only part of the total process. Unfortunately, in our click and go world, the tests have become one of the most misused and abused tools for candidate selection and an excellent candidate is swept away without any consideration.