Last time I worked “outside the home” I worked for a temp agency. I temped at a business that tracks and updates laws, statutes and regulations in the environmental, safety and health sectors. My job as editor was to take the info from the state webpage, check for changes, and post it to the company website for clients to access. Before I got the job, however, my representative at the temp agency sent me a test from the company. It was basic writing and editing skills and some other abilities I would need to do the job. I took it, sent it back to my representative who sent it on to the company. I passed with about a 96%, so I got an interview (obviously).
Apparently, more and more employers are administering these and other types of pre-hire assessments. Employers are testing for more than skill, however. Some of the tests measure personality, cognitive ability, competency and other characteristics. In fact, over 50% of employers are using the tests. They say an interview doesn’t always give them the ability to judge how a candidate will fit in for the long-term.
You shouldn’t fear the test, whatever it may be. The saying “honesty is the best policy” is how you need to view pre-hire assessments. With some, you may fib a little about your attitude, work ethic and other important factors, but there are likely other questions that can debunk your dishonesty. Applicants sometimes check all the boxes at the positive end of scales or try to predict a profile of a good candidate. Keep in mind, though, the test is not the deciding factor.
You might want to welcome assessments with open arms. Experts say people who feel the need to embellish or even outright lie on an assessment may realize the position just won’t be a good fit for them.
By Keri Rozansky
