Employers are testing for skill and personality to find the best match! Is this the best way to find a good employee? Does a high score on a test mean you are a good employee? Can a test really determine personality? Can a test really tell if you will fit in the company?
Is this just the result of too many applicants for a single job? Are employers just unable to find out enough about an applicant in a interview or is there a bigger issue? Companies have policies of only confirming dates of employment, pay rate and job title. References are vague and unreliable because they are afraid of lawsuits. What is an employer to do? Companies stepped in to test candidates on their skills and personality. Does it work?
Where is it effective?
I think it can work well in certain categories of employees such as customer service, retail, business services and administrative roles. Testing for skills, particularly specific skills could work very well. Are your accounting, engineering, administrative skills up to par for the job opening? This is something that sounds really good because you want the most competent employee. Can the test identify who will succeed when there is a problem? Testing for skills or intelligence will reveal the candidate’s ability to do the job, but it cannot tell you if he/she will be successful in the role.
Can you test for Personality?
Along with intelligence and skills testing, employers are using personality tests to help select employees. Are personality tests good predictors of job performance? Remember, the candidate takes the test and can answer the questions anyway they like and may not be true. Will the employee fit in better based on the information given on a personality test? For personality tests to be more useful, someone should ask the applicant questions and follow-up with more questions based on the answers. It requires much more effort to make it effective.
Have you ever been asked to take tests to apply for a job? Early in my career, I took a number of tests for personality, suitability or intelligence. I am happy to say, I did not pass any of them. Maybe I just don’t fit neatly into the box? My journey to success may give you some insight. Perhaps I was not a suitable choice or I did not fit in! I will never know! Measuring my abilities, skills or intelligence using a test may be the most inaccurate method of selection. Can the information be helpful? Absolutely, but not in itself!. Everything depends on how you use the information. I think that is true with all interviewing in general.
Employers have too many applicants! Testing is a good way to find out who is most qualified or is it? Testing applicants can be a very expensive process and may not reveal who will be the best candidate. The companies who use them believe I them. I think they are only relevant for certain jobs or careers. Can you really test for personality? I think the results are open to interpretation. Are these tests more effective than just interviewing? Evaluation of your answers is very important and probably needs verification. Are lie detectors next?
What has been your experience with pre-employment testing? If you were tested, how did work out? Did they give you feedback about the results? Did you join the company? Do the tests work? Is it a better place to work because they used testing to hire the best of the best? Please let know in your comments. Employers are testing for skill and personality to find the best match!
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