[IPAC-List] Test taking advice for personality tests

[Shekerjian, Rene]

Okay, devil's advocate here (gets ready to duck).

If the various "psych-out-the test" posting are correct in what they identify as the correct answers to the integrity tests (and similar instruments) used by stores such as Best Buy, then I can see how it appears that they throw good candidates for a loop. And yes, I understand that the tests may have been validated in some fashion.

However, if there is some truth to what they say, my sense is that if you are extremely honest and thoughtful, and answer the questions sincerely, there is a good chance you are going to come up with answers that do not line up with the "key." 

I freely admit that I do not know how integrity tests and conscientiousness tests work other than from a very cursory standpoint. But I will note that there is some substantial controversy in the IO literature about how effective such tests are. And given that, is it not reasonable for your average citizen to have doubts? And if that person is trying to get a job and feels unjustly rejected, might that not create some hard feelings?

Just a thought...

René 

René Shekerjian | Testing Services Division | NYS Department of Civil Service | 
======================================================================

-----Original Message-----
From: Mark Hammer [mailto:Mark.Hammer at psc-cfp.gc.ca] 
Sent: Monday, November 14, 2011 10:01 AM
To: IPAC-List
Subject: Re: [IPAC-List] Test taking advice for personality tests

What stands out most for me is the rather adversarial nature of the
site.  And of course, the posted comments only further express the
"us-vs-them" mentality many have adopted.
 
Now, I won't stand up and proclaim that ALL employers know what they're
doing when it comes to using personality instruments for selection
purposes, or approach selection with only benevolence in mind, but at
least one of the objectives is to place people in jobs they will be
happy in because they are well-suited to it.  Why on earth people would
wish to mis-portray themselves to be able to weasel into jobs they will
likely not intend to stay in is beyond me.  How they expect to receive
glowing performance reviews in positions that conflict with their
"natural tendencies" is also beyond me.
 
Having said that, you will note that the term used on the site is
personality "test", not personality instrument or battery or assessment,
etc.  The comments are from high school students, who confuse what they
typically encounter as "tests" with what the assessment tool is supposed
to do.  All too often, they perceive "tests" as largely unethical
barriers to their further advancement.  As in "Hey, Mr. Hammer, I
studied really hard and came to class most of the time, with my phone
turned off most of the time, but you made the test too tricky/hard".
 
Personally, I think we have some homework to do with respect to
recasting assessment tools as a kind of match-making.  Rather than "Are
you good enough to work for me?" (because most believe they are),
something more on the order of "Is this job right for you?" (where
"rejection" could be perceived as a benevolent act).
 
Mark Hammer
Ottawa


>>> Joel Wiesen <jwiesen at appliedpersonnelresearch.com> 2011/11/14 9:46

AM >>>
FWIW, found on the web:

http://www.ehow.com/how_4446746_pass-preemployment-personality-test.html



-- 
Joel P. Wiesen, Ph.D., Director
Applied Personnel Research
62 Candlewood Road
Scarsdale, NY 10583-6040
(617) 244-8859
http://appliedpersonnelresearch.com




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