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Show Pre-employrnent testing on the rise You are about to graduate and, finally, you don't have to worry about taking tests any more. Right? Well...not necessarily. An increasing number of employers are using pre-employment testing to help them find the most qualified candidates for the job. In a tight job market, it isn't surprising that employers are turning to pre-employment testing to be sure that they get the most out of their most important investment-their employees. "Companies use pre-employment testing because it is expensive to hire the wrong person," says Kurt Helm, Ph.D., president and founder of Helm and Associates, Inc., a company that designs and sells pre-employment tests. "Along with resume, cover letter, and interview, pre-employment testing is another tool employers can use to make sure they hire the right person for the job." Types of Pre-Employment Tests As the name implies, pre-employment tests are given to job candidates before a job offer is made. For the purposes of this article, pre-employment tests refer to tests designed to measure an applicant's knowledge, skill, or suitability.for a particular job. Whether they are computer-based or written, there are two broad categories of pre-employment tests: personality tests and aptitude tests. Aptitude Tests For many employers, your college degree proves that you have the knowledge and training to perform a particular job. But sometimes, employers need more direct proof. Aptitude tests measure how well job applicants can perform a specific task related to the job as a computer programmer may be asked to complete the task at the place of employment under rigid time constraints. Other times, the applicant will be able to take the test home with them and return it days later or even weeks later. Personality Tests Having the knowledge and skills required to do a job does not guarantee that you will be able to work well with fellow employees and with your supervisors and managers. "Most terminations that occur in organizations occur because pf personality conflicts," says Dr. Helm. "Employers say things like 'she didn'tfitin with our corporate culture,1 or he didn't work well with his managers.'" With this in mind, employers often give potential employees personality tests to see how well they willfitwith in the corporate culture. These tests attempts to measure a variety of personality factors ranging from how you manage your time and your daily activities to how well you follow orders or collaborate with others. Preparing for Pre-Employment Tests First, find out if any type of pre-employment test will be used. This information can be found in job postings or on the HR section of company Web sites. You can also ask the employer directly about preemployment testing when an interview is scheduled. "The employer almost always tells job applicants if there is going to be any type of pre-employment testing during the initial stages of the application process," says John Kniering, the Director of Career Services at the University of Hartford. "But it never hurts to bring the question up yourself if you are unsure." In some instances, employers will even provide candidates with sample questions from pre-employment tests. Nobody likes pop quiz, and knowing that a test is coming and what it will be testing will enable you to be more relaxed if and when you do have to take a test. Be sure to take a close look at the qualifications and skills listed on the job description. Almost without exception, those are the skills for which you are going to be tested. More often than not, however, there is little you can do to prepare for a pre-employment tests designed to access your job aptitude will quiz you about information accrued over years of study and experience. You can't cram for these types of tests. Personality tests, on the other hand, are given to ascertain how you will interact with coworkers andfitinto the corporate climate. Dr. Helm suggests that students Make a Note of it. The Career Fair is Wednesday, March 7,2007 9:00 a.m. - 3:00 p.m., TSC The Parking Terrace will be closed March 7 until 9:30 a.m. to accommodate employers setting up displays for the fair. This is the only lot affected. respond to personality tests as honestly as the can. "Most personality tests contain 'lie scale,' which help measure how much effort applicants put into trying to look good in the eyes of the employer," he says. "These scales are used to adjust the applicants' test results and give more accurate reports." However, there are some common sense things you can do to ensure you will perform your best. Read the test directions carefully, and be sure to ask for clarification if you have any questions about how to take the test. On timed tests, save the difficult questions for the end so you have time to answer the easier questions. And just as you did for your tests in college, make sure you gat a good night's sleep before testing. Legal Issues Employers must be able to show that preemployment tests used to make hiring decisions tests skills and attributes revenant to the job being filled. "There must be a link between what the test measures and what the job requires," says Dr.Helm. For aptitude tests, this link is often obvious, but for tests measuring attitude or personality, the connection may be harder to make. "Companies that use employment tests are responsible for making sure that the job description demonstrates the need for making sure that the job description demonstrates the need for behavior or attitudes that the employment test measures, " Dr. Helm adds. Employers must also take measures to ensure that pre-employment tests do not unfairly screen out people with disabilities. Tests must measure a job candidate's knowledge, attributes, and skills, not his or her disabilities. Tell potential employers about any personal disability that you feel puts you at a disadvantage when taking a pre-employment test so that they can make accommodations to ensure the test is applied fairly. Written by Chris Enstrom, a career counselor at the Career Resource Center of Brown County in Nashville, Ind. Career Planning Guide, 2006, pg, 38 The 30-second scan Employers give resumes a 30-second scan. Would yours survive? During the initial screening, an employer will look for answers to the following questions: 1. Is there sufficient experience? 2. Is the experience in the appropriate areas? 3. Is any critical experience missing? 4. Does there appear to be sufficient breadth and depth of technical knowledge? 5. Is there evidence of sufficient managerial or leadership skills? 6. Do any critical skills ~ technical or leadership -- appear to be missing? 7. Is there a reasonable history of contributions and achievement? 8. How does this candidate stack up against others already identified? 9. Based on the information provided, coupled with past experience with this client, is there a reasonable probability that a job offer could be made? to a I |