The Indeed.com Game: Are you as dumb as HR?

Pssst! Want a job? You might have to relocate to… Anonymous Proxy, Ohio (???)… Read on to learn how!

In The Bogus-ness of Indeed.com we discussed phony success metrics published by “the world’s #1 job site.” The point of that column is that Indeed implies it fills lots of jobs and finds jobs for lots of people (“140 million”) — yet never actually claims anything of the sort.

Bob, an Ask The Headhunter reader who uses no surname, just sent me something interesting — more bogus-ness from Indeed that’s worth a laugh. You can play along, too!

I call this game…

Are you as dumb as HR?

Bob suggests we visit I got a job! at Indeed.com. (Please open a new browser so you can play along without closing this page.)

indeed-i-got-a-jobWow! Look at all the millions of  success stories people have posted! Now click the button at the upper right of that page, labeled “Add your story.” Indeed gives you a form:

indeed-form

Cool form, eh? Well, to play this game, you don’t have to do any more work than the good folks at Indeed do to find you a job. Don’t enter any information. Leave it all blank!

Just click the button labeled “Share your story.”

BAM! You’re done! Indeed will congratulate you on your new fake job and add one to its counter.

indeed-total-stories-shared

Did you win?

You just helped Indeed fake out the next person that comes along!

Bob says, “What this means is that robots can actually click this and increase the job count automatically.”

Boy, those robots must be indeed-anonymous-proxyawfully tired! Indeed is helping people get jobs… where? Why, in Anonymous Proxy! (Hey, is that in Ohio?)

One of Indeed’s big marketing lines is about “How the world works.” Now you know how Indeed works. It doesn’t claim it filled all those jobs. You claimed you got all those jobs!

But wait a minute… You’re not as dumb as the HR departments that dump billions of dollars into job boards like Indeed every day! Yay!

But if you keep playing this game, you still lose — because you’ll keep wondering why you can’t find a job online!

Is there another way? Of course there is — don’t play games! There’s no faking it. There’s no automated shortcut to the job you really want. Check Ask The Headhunter In A Nutshell: The short course for 4 tips that include no shortcuts — or dumb online forms.

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How can I cheat on employment tests?

In the December 10, 2013 Ask The Headhunter Newsletter, a reader has a friend who doesn’t do well on tests:

A friend of mine has an important job interview coming up. It’s for a pretty high level job. Before she goes to the interview, they want her to do a personality type of test, and she’s very worried because she doesn’t test well. Her idea is to have someone else do the online test for her because no one would know. I think that’s cheating, but I understand her concern — she could miss out on a really good job over a test that won’t mean anything once she starts the job. Is there any way they could find out it’s not really her taking the test?

Nick’s Reply

That’s a scary question.

cheaterWe live under an employment system where people think they can buy resumes, interview answers, keywords and clever methods to beat the filters employers set up when they’re recruiting.

There are about five issues of integrity in your question, but all I’ll say about this in general is, don’t lie, don’t cheat, don’t fake who you are. Even if you survive the guilt and even if you beat the risks, there’s a good chance that the “payoff” might be that you’ll “win” a job that’s not right for you because you misrepresented yourself. Doesn’t your friend understand that this is a big part of employment testing? It can be to her benefit as well as the employer’s to do the test honestly.

My second point: I don’t like employment tests. I wish employers didn’t use them. If they’re going to truly assess a job applicant, they should do it directly, by spending time with the applicant and observing them in real-life work situations. Not indirectly through tests. So there’s my personal bias.

Now let’s put all this aside and deal with the very real problem of getting busted, because cheating on employment tests isn’t an option.

I recently published a book everyone should read long before they go job hunting in earnest: Employment Tests: Get The Edge… when you compete for a job, by Erica Klein. It’s the first book under the Ask The Headhunter imprint that I didn’t write — and it’s a key “insider’s edge” to getting ahead of your competition.

Don’t wait until you’re faced with an employment test, because it’s not a matter of whether you’ll have to take one of these tests (and there are many kinds — Erica’s book covers the gamut) but of when. If you’re not ready to deal with employment tests, you’re toast.

Your question is the perfect example of how ignorance about employment tests could needlessly cost you a great job — or even get you into bigger trouble. (Yes, bigger trouble. Read on.) There’s a section of the book that addresses your very scary question very directly, and I’m just going to reprint it below.


From Employment Tests: Get The Edge by Erica Klein (pp. 9-10):

What about cheating?

High quality pre-employment testing benefits both employers and job applicants by matching them to help ensure mutual success. One way to think about cheating is that, if you cheat, you can hurt yourself by getting shoe-horned into a job that is not a good fit for you.

What is considered cheating? Usually the rules for taking the test are laid out for you before you start the test. Rules for test taking vary but usually require doing your own work, answering factual questions honestly, not accepting help from anyone else and not accessing other sources of information while taking the test. The rules for different tests will vary. For example, some tests allow you to use a calculator and some will specifically instruct you not to use a calculator.

Some tests are set up to catch certain kinds of cheating. One increasingly common practice is to provide two versions of the same test. The first test you take is “unproctored” — you take it from your own computer and nobody is watching you. If you are in the top group of applicants, you might be invited to take the test again, but in a proctored environment where you are watched while you take the test and your identity is verified. If your score on the second, proctored test is significantly lower than the score on the unproctored test, then the employer assumes you probably cheated and excludes you from further consideration.

[Get it? There’s nothing to stop an employer from insisting that your friend take the test a second time, with someone watching. -Nick]

Applicants sometimes try to get a better score on personality or integrity tests by choosing answers that reflect what they believe would be a perfect person’s answers. Test manufacturers are aware of this strategy and they have built in “lie detector” scales that catch applicants who portray themselves as perfect people with no flaws. This is sometimes called “claiming uncommon virtues” or “faking good.” If you score high on a built-in lie scale, you may be excluded from consideration for the position. One example of a question that could be part of an uncommon virtue/lie scale is “Have you ever told a lie no matter how small?” It is a rare individual who has never told even a small lie in his or her entire life.


I mentioned that ignorance about testing can lead to bigger trouble. Erica adds this warning in one of the many Get The Edge sidebars in the book:

If you get caught cheating on pre-employment tests, you might ruin your chances for employment not only in the job you applied for, but also with that employer, and even possibly with other clients of the test vendor.

That’s right: Cheat on one test, and you could get blown out of many jobs, because the test vendor can keep track of your results from one employer to the next.

It’s quite an industry, isn’t it? That’s why I asked Erica Klein to write this book. It’s rare for someone like her — a specialist in employment testing — to address job seekers. Industrial psychologists like Erica normally conduct and interpret research only for the benefit of employers. I wanted her to translate it and make it useful and understandable for job hunters — to give you the edge.

I think the lessons Erica Klein teaches in her book are so important that I’ll give you a 25% break on the price to get you to read Employment Tests: Get The Edge. Use this discount code when ordering: EDGE. I’ll happily subsidize 25% of your cost of getting the edge.

Have you ever been surprised by an employment test? How did it turn out?

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Employment Tests: Get The Edge | NEW BOOK!

In the October 8, 2013 Ask The Headhunter Newsletter, a job seeker worries about taking employment tests:

I’m going on an interview shortly. I was told that prior to receiving an offer there would be some testing. I doubt there are any tests that relate to the job content of this particular job. What other kinds of tests are typically given, and what should I look out for?

Nick’s Reply

employment testsEmployers routinely administer tests without notifying candidates what tests they’re going to give them. That’s not acceptable. You should ask the employer in advance exactly what tests will be administered to you.

Employment testing is a complex issue — there are ethical, legal, and practical considerations. I’ve got my own opinions, but I turned to an expert in employment testing for help in answering your question.

Erica Klein is a Ph.D. Industrial Psychologist who has worked in the field of strategic, competency-based selection and assessment since 1998. She develops and administers employment tests, and she’s taken virtually every kind of employment test herself.

Dr. Klein explains that, when they’re administered appropriately, “Tests can help employers predict who is likely to be successful in a job. In combination with interviews and experience and education screening, tests can provide employers with additional predictive value.” In other words, such tests can actually help you land the right job and avoid the wrong one.

Klein is also the author of Employment Tests: Get The Edge — a new PDF book from Ask The Headhunter. Dr. Klein steps out of her normal role interpreting research for the benefit of employers, to advise job seekers who take tests.


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An article Dr. Klein wrote for the ATH website has been so popular that I asked her to write this 36-page PDF book for the ATH bookstore. It’s the only book that you’ll find that covers all 5 major types of employment tests — written to help job seekers.

Order Employment Tests: Get The Edge now!

 

 


What kinds of tests might you be given? Erica Klein says, “The most common pre-employment test is a combination of a cognitive ability (intelligence) test and a personality test. Other common types of tests include job samples, integrity tests and situational judgment tests.”

My concern is where a test comes from, because few employers actually create their own.

Klein explains: “Many employers purchase off-the-shelf cognitive ability and personality tests. If you want to research the tests ahead of time you can ask the employer which tests they use. Many employers will tell you but some may not. Even without specific information about the test you can still learn a great deal by researching the general structure, content and purpose of these tests.”

She offers four testing tips from her book:

  • Know your rights. You don’t have to take a test, but if you don’t you will probably not be considered for the job.
  • Learn as much as you can about the tests you will be taking so you can perform your best and avoid common mistakes.
  • Approach testing like an athletic event with proper training, rest and nutrition.
  • Ask for feedback about your test results. Use the results to learn more about yourself and refine your job search.

Clearly, it’s up to you to ask questions and to do your own homework. But you’re not alone. The American Psychological Association (APA) has established stringent codes regarding the administration and interpretation of such tests. These codes dictate that the tests must be valid and reliable, and the results of the tests must be properly interpreted and shared with you.

So, don’t walk into a testing situation blindly. If you want to perform at your best, you need to know what to expect, and you should prepare in advance. If a company doesn’t abide by the APA rules, I’d decline to be tested. You’re not back in grade school, where tests are forced on you. You’re an adult, and you are not required to take any test unless you want to.

You also need to know whether and how the results will be stored — it’s a privacy issue. If you’re uncomfortable, ask questions before you consent until you are satisfied the testing will be conducted properly and how it will be used to judge you.

While some companies administer tests in ethical, appropriate ways, others have little idea what they’re doing–and that puts you at risk. Before you let anyone poke and prod at your personality, make sure you understand the potential consequences. All job hunters should visit the APA’s website to learn about their rights: Rights and Responsibilities of Test Takers: Guidelines and Expectations.

Did you know you have rights when it comes to employment testing? How do you prepare for employment tests? Do employers explain to you the tests and testing procedures in advance? Has your performance on a test ever cost you a job opportunity?

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