| Performance testing is a popular topic covered in | | | | most situations and locations. The reviews of honesty |
| many manager development training programs. | | | | tests are mixed. Generally, candidates who pass these |
| Questions often arise regarding the validity of testing | | | | tests are less likely to steal than those who fail. This |
| (does it work? Is it ethical?), the methodology of testing | | | | has been recognized as a performance indicator for |
| (which test should we use?), and the results of testing | | | | jobs in areas such as sales, retail, and security. |
| (what did the test tell us?). Employees who earn a | | | | Some organizations use personality tests. These tests |
| management certificate are generally well-equipped to | | | | are designed to look for certain behavioral |
| determine the best way to test and how to analyze | | | | characteristics, such as independence, assertiveness, |
| the results. | | | | and self-confidence, which are important for |
| What exactly is testing? Many organizations use | | | | candidates for certain jobs. The characteristics most |
| testing as a performance indicator. In the selection | | | | often tested are extroversion, temperament, and |
| process, the basic goal of testing is to determine a | | | | affability. The reviews of these types of tests have |
| candidate's likelihood of success on the job. To assure | | | | also been mixed due to concerns about candidates' |
| fairness and avoid discrimination under the law, tests | | | | ability to answer questions dishonestly in an effort look |
| must be validated. Validity refers to the meaningfulness | | | | good. When using this type of test, employers must |
| and usefulness of the test. Validity really asks: Does | | | | demonstrate that the psychological trait being tested is |
| the test relate to the job skills necessary to meet the | | | | necessary to do the job, and that the test really |
| selection criteria for this position? Is there a clear | | | | measures that trait. |
| relationship between performance on the selection | | | | If your organization decides to use testing, there are a |
| "test" and performance on the job? The Equal | | | | few important considerations: |
| Employment Opportunity Commission has issued | | | | All testing must be relevant to or indicative of the |
| guidelines for employers to follow when testing | | | | requirements for the position. Testing should not be |
| employees. These guidelines are covered in most | | | | used only as a contributor to the hiring decision. Testing |
| manager development training programs. A | | | | should be used to determine an individual's potential to |
| management certificate from a credible program is | | | | succeed in the position, not simply to meet minimum |
| often appealing to companies who utilize testing | | | | requirements. Testing should create a baseline for an |
| because those with the certificate usually have testing | | | | employee's career plan; otherwise testing is an |
| knowledge. | | | | expensive exercise with no ties to long-range planning. |
| The next question to arise is which test to use. Testing | | | | A good way to validate is to give the test to the |
| as a performance indicator can take various forms | | | | organization's current employees. If the best |
| including, but not limited to, traditional paper-and-pencil | | | | performers score well on the test, then it is probably a |
| tests and online tests. Questions asked in a structured | | | | valid instrument. Remember, though, that this will only |
| interview may be considered tests. Thus, even when | | | | work if there is an accurate job description and a |
| candidates respond to questions about how they | | | | validated performance system in place in the |
| would handle a particular situation, the question must be | | | | organization. |
| based upon job-related criteria. | | | | Finally, it is important to remember that no single test is |
| Many organizations use a keyboard typing test. This | | | | perfect for every candidate. Therefore, before testing |
| test measures the candidate's accuracy and speed. | | | | to assess performance, carefully consider the job |
| Again, the employer needs to show that the test | | | | specifications, the types of skills required to succeed in |
| actually does measure that skill needed for the job and | | | | the position, and the validity of the test. A manager |
| that the level of performance on the test correlates | | | | development training program (often resulting in a |
| with job requirements. | | | | management certificate) can help you attain the skills |
| Another type of test is an honesty test. Generally, | | | | necessary to evaluate testing and use testing to |
| these are paper-and-pencil tests or online | | | | benefit your company. |
| assessments. The use of polygraph testing is illegal in | | | | |