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Chapter 22. Making the Hiring Decision > Employment Tests - Pg. 294

Making the Hiring Decision 294 Heads Up! Never tell an applicant that he or she is hired "subject to a reference check." If the references are good but you choose another candidate, the applicant will assume that you received a poor reference. Also, never tell a person that the reason for rejection is a poor reference. Reference information should be treated as confidential. Employment Tests Some companies swear by tests; others swear at them. In companies in which tests are used ex- tensively as part of the screening process, the HR department or an independent testing organiza- tion does the testing. Except for performance tests (discussed later in this chapter), it's unlikely that in your job as a team leader you will have to administer tests. But, as HR departments usually provide test results to team leaders, it's important that you understand the tests that are used. Types of Applicant Screening Tests The most frequently used tests in hiring are · Intelligence tests.Like the IQ tests used in schools, they measure the ability to learn. They vary from simple exercises (such as Wunderlich tests) that can be administered by people with little training to highly sophisticated tests that must be administered by someone who has a Ph.D. in psychology. · Aptitude tests.These are designed to determine the potential of candidates in specific areas, such as mechanical ability, clerical skills, and sales potential. Such tests are helpful in screening inexperienced people to determine whether they have the aptitude for the type of work in which you plan to train them. Most aptitude tests can be administered and scored by following a simple instruction sheet. · Performance tests.These measure how well candidates can do the job for which they apply. Examples include operating a lathe, entering data into a computer, writing advertising copy, and proofreading manuscripts. When job performance cannot be tested directly, written or oral tests on job knowledge may be used. · Personality tests.These are designed to identify personality characteristics. They vary from the type of quickie questionnaires you find in popular magazines to highly sophisticated psycholog- ical evaluations. FYI