Last fall I was tickled to publish the first guest author in the Ask The Headhunter Bookstore: Dr. Erica Klein, who wrote Employment Tests: Get The Edge. The book stemmed from enormous interest in a short article Erica wrote for the Guest Voices section of the Ask The Headhunter website. I asked Erica to turn it into a book, and boy, did she!
Employment Tests: Get The Edge is the only book of its kind — we dare you to find anything like it on Amazon! It’s been a runaway bestseller, providing insights and advice about employment testing from someone who has been developing and administering employment tests since 1998. (Erica has also taken more of them than she can count!)
Following a recent spirited discussion I had with Erica, she came back to me with a list of her concerns about employment testing — concerns that I think every job hunter who has ever faced such a test has, too. She’s turned her worries into a great article that serves as a companion piece to the book — and she asked me to publish it as a way to help job seekers deal with three more daunting obstacles they’ll encounter when employers want to test them. You may read her full article here: An Insider’s Biggest Beefs With Employment Testing.
It’s housed in the Guest Voices section of the website, but I wanted to share with you here the gist of her three biggest beefs — because I’d love to have a discussion about your comments and experiences with employment testing.
Erica writes in her new article:
My #1 complaint about pre-employment testing is the disrespectful treatment of test takers. This can start when you are asked to take a test without warning or explanation. It continues through tests that seem to make no sense in the context of the job, and it can culminate when employers provide no feedback to test takers about test results.
My #2 complaint about pre-employment testing is lack of “face validity.” Face validity is a subjective judgment the test taker makes about at test, not a quality of the test. A test is face valid if it appears to be measuring what it is actually measuring. Since pre-employment tests are always measuring and predicting attitudes, behaviors and knowledge related to work, the test is face valid when it asks questions related to the work.
For example, in my opinion, face-valid pre-employment tests should not be asking about how you act at parties, your personal life, whether you take the stairs two at a time (I’m serious: this is a famous, real test question!) or anything that does not appear to be related to the work.
My #3 complaint about pre-employment testing is that some employers use tests that are no better than horoscopes. [An article about bad tests] by Dr. Wendell Williams: “Is Your Hiring Test A Joke?”… says it very well: “When something looks good on the surface, but [is] completely without merit, it is called a joke. You might not have thought of this before, but many hiring tests fit that bill. I’m talking about tests that deliver numbers and data that look good on the surface, but do nothing to predict candidate job success.”
Employers have an obligation to use tests that are good at predicting success, and you have a right to expect that any test you take will indicate your chances of doing well at a job. As a job applicant, you might find it difficult to tell bad tests from good tests — especially given that not all good tests will look like what you think they should (see complaint #2).
Dr. Klein goes on, in the article, to suggest what you can and should do to protect yourself in these three key testing situations — because it could have a significant effect on the outcome of your testing — and job application — experience.
Please read her tips — and come back here to share your thoughts!