TL;DR (Too Long Didn't Read):
Pre-Employment tests suck. There are reasons companies use them. I
give you my tips to pass them. There is a link in this article for a
possible answer key. There is another link for a 'practice test'.
The following comments are my own
personal opinion. While I have thought the issue of pre-employment
tests out thoroughly over a period of many years, I am in no way
qualified to assess the reliability or validity of these tests. I
can tell you that reliability means that it works the same way over
and over, while validity means that the test is measuring what it is
supposed to be measuring. I can also tell you, through my weak
anecdotal evidence of hiring hundreds of employees, that these tests
impact the lives and careers of people. I have been amazed at
certain clients who passed these tests, and dismayed for excellent
workers who were discarded.
Reliability and validity issues are a
major concern for these damn tests (oops, I accidentally gave away my
feelings). This is a Multi-Billion dollar a year industry, with more
billions at stake in Federal lawsuits. Highly commissioned
salespeople, whom I like to envision as having slicked back hair and
a diamond tooth inset, go to a great deal of effort to convince
corporate hiring directors that their system is reliable and valid.
THEIR system, designed by a legion of PhD's and Professors is THE ONE
SYSTEM that can weed out those troublesome employees.
Companies have decided that these tests
are efficient and effective screens and therefore, they should use
them to influence hiring decisions. To defend the companies, this
was a logical business decision. You see, if a company using these
tools is sued for discrimination by a person or group of people, they
can get the above mentioned legion of PhD's to testify on their
behalf. The PhD's produce graphs, pie charts, and statistical
deviation analysis that is more effective at trial than your Director
Of Human Resources saying “I 'felt' that such and such was a good
'fit'”.
To continue my defense of 'The Company”
retailers lose far more to employee theft each year than they do to
shoplifting. Identifying honest employees is crucial. Even if an
employee does not steal, it is expensive to replace a bad hire. It
costs money to recruit, select, train, and acclimate a worker. So
they 'Drink the Kool-Aid' and sign up.
That said, I met with a student last
week. Let's call him 'Connor'. He had taken my advice and applied
for work at a fast food company. Connor failed to take my advice and
get help with the on-line application and test. Connor failed. I
know and believe passionately that this young man will be a good
worker. I have owned and operated for-profit businesses in the past.
This kid is a good hire. But the Manager at the fast food place
can't hire him. Connor failed the test, and is not eligible for
consideration.
If you want to pass the online test, I
recommend that you find a quiet time and place. Take your laptop
into the bathroom, and lock the door. Let your family assume
whatever they want, you need to find a place for uninterrupted
concentration. Seriously. You need to pay attention. These tests
ask the same question in different ways. You need to be able to
remember your previous answers, and make them consistent.
“Consistent with WHAT?” you may
well ask. Your answers need to be consistent with what the “Employee
of the YEAR” would answer. You must imagine that you are the model
employee. Answer their questions based upon what that person would
say.
Despite the litigation issues, and the
validity and reliability arguments. Good workers get excluded. Heck,
even one of my own Career Counselors, a lady who works for me failed
one. She has a certain religious faith, has not only done sales, but
been a sales manager, and is one of the highest quality people I
know. She has a college degree, and is sacrificing now to get
another. She is not eligible to work at Wal-Mart. Connor is a good
kid, bur is apparently not able to flip burgers. Something is wrong
with the tests, legions of PhD's be damned.
So, go with the flow. Know what
answers the company wants, and give it. For an answer key, go here-
http://www.timothyhorrigan.com/documents/unicru-personality-test.answer-key.html
.
To take a 'practice test', and compare
your results, go here- http://www.outofservice.com/bigfive/
Remember, the answers are in relation to “The Employee of the
YEAR”. We don't understand extroverted Engineers or Bookkeepers,
our best ones are much more shy.
Good Luck, and Best Wishes,
Chris
Links to my
work, “Beyond a Career Crisis”:
Kindle Edition
Paperback Edition
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