Problems With Taking Assessment Tests

Assessment tests often are easily manipulated.

Assessment tests are used by many companies during the hiring or promotion processes. These tests have upsides, such as being able to quantify many of the things that employers previously had to search for during an interview. However, there are a number of downsides to tests of this nature that should be considered as well.

Manipulation

One of the primary problems with many assessment tests is how easily answers can be manipulated. It might not be apparent at first glance, but in most cases, the correct answer is obvious. For example, when a question asks, "How much attention do you pay to detail?" most people know the answer the company is seeking. People taking the test must weigh truthfulness against the likelihood of scoring high, and managers must question the integrity and value of a test that is so easily manipulated.

Relevance to the Position

Sometimes it is hard to tell how relevant the test is to the position in question. Unless a test is created specifically for a certain job, some irrelevant questions are likely. The usefulness of making a hire based on those scores then is called into question. The fear for a test taker is that he may be qualified for the position but does poorly on an unrelated test and hurts his chances of being hired or promoted.

Interviewing Skills

A person who excels at test-taking may not do well in an interview, but a person who is a great interview may not be good at taking tests. Tests give managers a one-sided view of a person. If you have taken standard assessment tests before and scored well, then you may be fine. If you know that your real strength is in the interview, it's important to sell yourself to managers through a cover letter or email to boost your chances of getting an interview, regardless of your test score.

Privacy

Another problem with assessment testing is the privacy of that data, how long it will be kept and to what use it will be put. A firm could potentially keep all the data from the test, then use information gathered from it throughout the employee's tenure. Prospective employees should ask exactly what they are agreeing to before taking a personality or assessment test of any kind.

References

• Tech Republic: The Problem With Employee Assessment Tests; Toni Bowers; 2009
• Society for Industrial & Organizational Psychology Inc.: Types of Employment Tests
• Personnel Today: Testing and Selection -- The Pros and Cons of Online Assessment; Nick Marrtindale; 2009
• BNet: The Pros and Cons of Personality Testing in the Workplace; Garett A. Eisenbraun; 2006

Resources

• Previsor: Best Practices & Guidelines
• Assessment Business Center: Why Use Assessments?
• Changing Minds: Personality Tests