In my last article I discussed the A’s of the A, B, C’s of pre-employment testing – your abilities and skills. Today I would like to talk about the B’s – behavior.
Some of those behaviors can be quantified by taking aptitude, personality or physiological tests. If you have ever taken any of these types of tests they can certainly be nerve racking – sometimes overwhelming. Most people have taken some type of personality test – think Myers-Brigg. However, some of these tests leave you just shaking your head. Take for instance a multiple choice personality test. You read the question and circle an answer – simple yes? Well, as you go down the test, you think – wait, didn’t I just answer that question? Sometimes the answer is yes. Did you answer it the same way? That is what the test is trying to find out – your real personality.
Aptitude tests are usually given as a way to measure the job seeker’s ability to learn, how to solve problems and reasoning abilities. Some of them might include more cognitive functionality such as attention to details or how to keep on focus without allowing outside influences to distract you.
Physiological testing could be used to measure not only personality traits but behaviors such as judgment, how you handle stress, anger management, teamwork, social proficiency and more.
Now the results of the tests will not disqualify you for the position but they can certainly give the employer pause. Think of putting a round peg in a square hole and you will understand the importance of these tests!
Now the results of the tests will not disqualify you for the position but they can certainly give the employer pause. Think of putting a round peg in a square hole and you will understand the importance of these tests!
Next time I will discuss the C’s of pre-employment – Character.
By: Nancy Anderson, Staff Writer
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