Discussion: February 23, 2010 Ask The Headhunter Newsletter
In today’s newsletter, a reader asks for advice:
What’s with the psychological multiple-choice questions in job applications? What are they looking for and what do I do when I don’t “test well” with these kinds of questions? I’m a great employee, but these tests mess with my brain! Are there any resources on how to answer these questions? I’m finding I can’t even get an interview unless I first pass this part of the application process.
You can’t tell a company to stop using those goofy tests, and you’re right: It’s virtually impossible to figure out how to “pass” one. So the alternative is clear: Don’t apply using job applications. Go directly to a hiring manager.
HR uses such tests to weed out “undesirables.” (At least in the opinion of the HR manager.) But if a manager has already decided to interview you or hire you, the personnel jockey is not likely to stand in the way. The “weeding” tools usually go flying out the window. When you have a manager already interested, the smart thing to do is politely but firmly decline to do this kooky stuff. “Once we meet and decide there’s a mutual interest in taking our discussions further, I’d be glad to fill out your application forms.”
This ever-more-ridiculous, impersonal “hiring strategy” that companies are increasingly using accomplishes one thing. It alienates the best workers, who refuse to play the game. They will find their way in the door through personal contacts — or they’ll go to work for a competitor. Rather than waste their time with such administrative roadblocks, job hunters with high standards will invest their time meeting and cultivating people who can refer them to a hiring manager. They won’t bend over for personnel jockeys.
So the way to handle such tests (and preliminary application forms) is not to do them. Avoid them. Get in the door through a manager or another employee of the company.
This article might be helpful: Employment Tests: Get an edge.