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If you have read any of my articles (here or in other publications), you will know that I am not a advocate of the use of employment tests by coaches and trainers. Personally, I don't think that is our area of experts; nor should it be. Consequently I don't write about them here. However, I do reorganize that there may be a place of this kind of testing and since I get asked questions about hem, I do occasionally refer to this category of assessments. And if I come across an article that I find enlightening and worthwhile I like to share it. Below is one such article. It is short. It is simple. It is good. I want to thank Shawn, the author , for allowing me to post it here.

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Common mistakes in
pre-employment testing

By Shawn Bakker

Using assessments to evaluate job candidates is very different from using assessments for developmental purposes. Avoiding the following common mistakes will help
you get the greatest benefit from pre-employment testing.

Mistake
1 – Using the wrong assessments

There are
assessments designed for selection, assessments designed for
development, and some assessments that can be used in both arenas. When
evaluating your assessment options, make sure the tool has been
validated for selection.

Mistake 2 – Choosing
an assessment before carefully analyzing the job

To choose
an assessment that will be useful for evaluating candidates you need to
know what is important to measure. If you are considering a
pre-employment assessment, start by carefully analyzing the job. When
you have determined what an employee needs in order to be successful you
can then look for assessments that measure those needs.

Mistake
3 – Making hiring decisions based on what seems good,
rather than what is needed.

There can be a significant
difference between what you like and what is needed to do a job
effectively. It is the later that you need to focus on if you are to use
assessments effectively. While a sociable candidate might seem more
attractive, he/she might struggle with a job that does not involve
interpersonal contact. In a similar vein, someone with a high level of
flexibility might sound great, but if their job involves a lot of
standard procedures that must be followed he/she will be less effective.

Mistake
4 – Exclusively relying on assessments

Assessments
can provide useful information about a job candidate’s skills and
potential. However, they are only one source of information and should
be used in conjunction with other evaluation techniques including
interviews, reference checks, and work samples.

Reprinted with permission.

Psychometrics Canada provides assessment tools and consulting for the selection
and development of people. They are the Canadian distributor/trainer of Myers-Briggs
Tool. Follow them on Twitter – @PsychometricsCA

I have begun some research for my contribution to a new book and I could really use your help. Success is one of those interesting concepts. Like beauty it is in the eye of the beholder. It is not so much an end result as a value judgment of who one wants to be. Therefore it is different for every person.
There are four overall objectives, two of which make it quite unique:

How do people define success (for themselves personally)?
How does age influence how we see success?
Is there a difference between those that use social networks and those that don't?
Is there any correlation between "personality types" and how they define success?

Question 4 will be addressed in an optional section at the end of the survey for those respondents who are familiar with the five personality systems being used.
Since you read this blog, I am hoping that you will provide me with this data.

I am collecting input in three ways:

Through Social Networks directly – if you use Twitter, the definition has to be 140 characters or less. Please @robertahill and add #success (in case the first gets dropped)
Via comments and discussions below – so please join the dialogue.
A more in depth survey which I really hope that if you have read this far then you will take the survey by clicking the link below:

Also, would you will Retweet and pass this link along to others. Your support is greatly appreciated. Results will be posted here on my blog and through Twitter and LinkedIn.

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This survey will remain open until at least Feb. 5th.

Update Evening, Jan 25th:

Thanks to early responders, fix a typo AND put in additional theme that somehow was missed while entering the choices.

Update Jan 26th:

The survey has an optional area for you to add your name and email
should you want to retain credit for anything you write OR if you would
like me to get in contact with you. NO emails will be published or
shared. There is no link referral mechanisms - so unless you provide your info, it is completely anonymous.

Respondents are slowly coming in via all sources. Thanks for putting the word out.

Update Jan 29th:

I have not determined how I will use the data. Naturally, all
written comments would be quoted directly – with or without
attributions depending on what respondents have indicated. My
intention was not to offend by using the statement "relinquish of
rights. I simply wanted to be sure that I had permission without
having to negate confidentiality. Rather, I wanted to ensure that the
data – even if anonymous was not used with consent. Hence the opt out
section. I hope I have clarified my intentions by making some additions.

Someone pointed out that the survey takes much more than 3 – 5
minutes. I must have under estimated and apologize for those that felt
I was misleading. I have adjusted the intro accordingly.

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Common mistakes in pre-employment testing

Common mistakes in
pre-employment testing