Testing to find the Kreme of the crop

Pilots do it, police do it and now doughnut sellers are doing it but is psychometric testing a fair way of determining whether you're suited to the job you're applying for?There are different schools of thought on whether the psychology tests provide information for potential employers at job interviews, or whether they are a way to avoid being sent large numbers of
graduate applications.

Ben Johnson, assistant manager at doughnut franchise Krispy Kreme in Campbelltown, underwent psychometric testing as part of the interview process before he was offered his job.
He had some nerves before the test because he didn't know what to expect, but says he was more curious than anything else. "I had never done anything like that before,'' he says.
'I was interested to see how they would find the right employee.''

The half-hour online test, known as an Occupational Personality Questionnaire, was part of an interviewing process which also involved an initial phone interview and a day-long, face-to-face interview requiring participation in group and individual role playing and a sit-down interview. Johnson says participants were encouraged to answer the questionnaire as honestly as possible, although he admits the temptation was there to fudge the truth.

"There was that thought, but then I thought, `if they don't like the way I am then that's fine -- I'd rather know that I answered honestly and got the job on my own merits','' he says.
Krispy Kreme HR manager Michelle Filo says the company has been using psychometric testing, provided by workplace assessment company SHL, in its recruitment processes for about two years. She says there has been less turnover among new staff since it was introduced.

"We have noticed an increase in retention when we've done our review processes,'' she says. "It has enabled us to be objective throughout the whole process. "It's become a holistic process that has a lot more substance to it than the traditional interview.'' But Robert Spillane, a professor at the Macquarie University Graduate School of Management, has markedly different views about psychometric tests, believing it's unethical to use them to find employees.

"They have no part to play in the workplace,'' he says. "They are invalid because the workplace should be based on performance, not personality. "I am opposed to asking people to divulge aspects of themselves that are irrelevant. "If you look at some of these personality tests, they're asking you questions about your childhood relationships -- that is totally irrelevant.
"You [employers] don't need to do these tests because you have the educational records there in their resume. You can see if they have a degree or an MBA.''

However, SHL psychologist and product director Ray Glennon says resumes and interviews aren't always a true measure of a person's ability. He says applicants can exaggerate information on their resume or during an interview to make themselves seem more appealing to the interviewer. Glennon says behavioural tests are designed to work as part of the interview process, not in place of it. "They're designed to inform the interviewing process,'' he says. "The output from the test is used as input into the interview -- for example you might want to spend some time probing this person on any issues that have come up that might be a concern.''

Glennon says SHL tailors tests for companies according to the type of job being advertised. "If you're recruiting a CEO then you wouldn't be looking to whittle the number of applicants down, you'd be looking to inform the interview process,'' he says. "But if a client is using the test for high volume sifting, such as in graduate recruitment, where you have large numbers of applicants, you'll use different types of tests.''

Types of tests

There are hundreds of different psychometric tests, but they commonly fall into the following categories:

• Personality: Used to determine how well an individual will "fit'' within company values
• Ability: These may be general or more specific, including abstract, verbal and numerical reasoning tests
• Aptitude: Tend to be job related and are commonly used to help assess potential in a specific work-related area
• Motivation or values: Used in a similar manner to personality tests
• Integrity: Tend to be used by police or intelligence agencies where individuals have a high level of responsibility

* Source: http://www.careers.unsw.edu.au/

If you have to undertake psychometric testing as part of the interview process, there are a some ways you can prepare. First, ask the employer what kind of test it will be. There are a number of different tests, including personality, ability, integrity and aptitude tests.

Then do your research. Consult a careers adviser or look online. Do some sample online tests to get an idea of the kind of questions that will be asked. Some employers will provide you with a practice test so you have an idea of what to expect. With many psychometric tests, there are no right or wrong answers -- questions are intended to identify the strengths and weaknesses of your personality.

This is supposed to give employers an idea of whether you will be suited to the role and the company. * More information: University of NSW careers site, careers.unsw.edu.au

By Aimee Brown, The Daily Telegraph,  September 16,  2006.