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Chapter 22. Making the Hiring Decision > Comparing Candidates - Pg. 295

Making the Hiring Decision 295 Personality tests are offered by a large number of vendors. Some are gimmicks that purport to "guarantee" successful hires. Others are more traditional and make no exaggerated claims. To choose among them, talk to companies that have experience with them and learn their results. You can obtain information about ap- proved tests from the American Psychological Association, 750 First St., Washington, DC, 20002. Phone 202-336-5500. Web site: A great deal of controversy exists over the value of these types of tests. Team leaders are cautioned not to make decisions based on the results of personality tests unless the full implications are made clear to them by experts. Employment Test Users In 1998 a survey about workplace testing was conducted by the American Management Association (AMA). Nearly 1,100 human resources managers responded. Nearly half of the respondents said they use some form of psychological testing to assess abilities and behaviors for applicants. Tests that were used measured cognitive ability, interests/career paths, managerial ability, and person- ality. The most frequent forms of psychological measurement assess cognitive ability (defined as spatial, verbal, and math skills), according to researchers. As is true with all forms of testing, smaller organizations are less likely to conduct psychological tests than larger firms (39 percent of firms grossing less than $10 million compared to 54 percent of billion-dollar companies). Nearly 65 percent of employers test applicants' job skills. This includes skill tests such as word processing, computing, or specific professional proficiencies (for example, accounting, engineering,