By Michael Mercer, Ph.D.
Customized pre-employment testing is an excellent way to avoid costly
hiring mistakes.
As such, A + B + C = Success on the job. Importantly, you can use tests
to predict an applicant’s Abilities, Behavior, and Character.
A
= Abilities Tests: Did you ever hire someone and later discover
to your horror that the person had the IQ of tire pressure? That person
did not have brainpower to (a) learn the job or (b) solve problems on
the job. Abilities tests help managers avoid hiring people who lack the
brainpower to learn and do the job. Different abilities tests can tell
managers how well the applicant handles the following five important areas:
problem-solving; vocabulary; arithmetic; grammar, spelling, and word use;
and small details.
B = Behavior Tests: Each job requires crucial behaviors. For
example, my research shows superstar sales reps often are money motivated,
optimistic, and assertive. Many jobs require teamwork, friendliness,
and customer service. To help you, behavior tests can forecast applicants’
- interpersonal skills
- personality
- motivations
For instance, I’ve developed a behavior test to predict three interpersonal
skills: friendliness, assertiveness, and teamwork. Five personality
traits commonly assessed include energy level, optimism, objectivity,
procedure-following, and desire to focus on feelings or facts. Motivations
uncover if an applicant strives to do a good job to make lots of money,
provide customer service, do creative work, exert power or control,
or increase knowledge.
C
= Character Tests: Did you ever hire someone who had a lousy
work ethic? Stole from your company? Abused alcohol or drugs? That cost
your company loads of money and time! Character tests help managers avoid
hiring problem employees. Such tests can predict an applicant’s attitudes
on work-related character issues, including:
- work ethic
- trustworthiness
- substance abuse
When you hire a "good apple"-and avoid hiring a "bad
apple"-you make a big difference in productivity and profits.
Customize the tests you use
It is highly recommended that managers customize abilities and behavior
tests for each job in your company. Do this by conducting a benchmarking
study.
Example: Let’s say you want to hire profitable, productive sales reps.
Start by testing some of your current sales reps. Statistically pinpoint
your superstar sales reps’ typical test scores. Then, when you test
applicants, you quickly will see if the applicant scores similar to-or
different than-your superstar sales reps.
Of course, you will prefer to hire applicants whose test scores are
similar to the company’s superstars’ test scores-plus impress you in
interviews and other assessments. However, you would avoid hiring an
applicant whose test scores are much different than your superstars’
test scores.
Six steps to hire the best
You can hire the best using pre-employment tests by following these
steps:
Step 1: Find a skilled testing expert with strong professional credentials
and expertise. Just as you only want a skilled surgeon to perform your
surgery, you only want a skilled testing professional, usually someone
with a Ph.D. in testing.
Step 2: List jobs from which your company will profit if you hire highly
productive employees.
Step 3: With your testing expert’s help, find tests that are (a) job-related,
(b) valid, (c) reliable, and (d) customizable for jobs listed in Step
2.
Step 4: Customize the tests with your testing expert’s guidance. Statistically
uncover test scores of your superstar employees in each job listed in
Step 2.
Step 5: Test applicants - and show preference for hiring applicants
who score similar to your company’s most profitable, productive, superstar
employees.
Step 6: Benefit from increasing profits and productivity when you hire
the best.
Michael Mercer, Ph.D., is a testing expert, conference speaker,
and founder of The Mercer Group, Inc. in Barrington, Illinois, USA.
Dr. Mercer developed the widely used "Abilities & Behavior
Forecaster™" Tests. He authored five books, including
"Hire the Best -- & Avoid the Rest™."
You can subscribe to Dr. Mercer’s free E-Newsletter at www.drmercer.com.
You can contact him at (847) 382-0690.
© Copyright 2003 Michael Mercer, Ph.D.
Hire the best using 3 tests, Solutions!, Online Exclusives, March 2003
