NPR: Monster.com Channels Freud

Monster.com Channels Freud

Marci Alboher on psychological testing of job applicants

"Tell me about your last job...and your mother."

John Dominis/Time Life Pictures/Getty Images

If you've been job hunting lately, there's a pretty good chance you've been subjected to a relatively new set of criteria. And you may have been asked some questions you didn't expect, such as, "True or false: Sometimes I feel like stepping into mud and letting it ooze between my toes."

The idea that people who play well with others tend to get ahead isn't new, but the idea that personality is replacing experience as the top criteria for employers, and that a team of consultants is waiting to coach your personality after you're hired, certainly is.

Marci Alboher, who writes the Shifting Careers blog on NYTimes.com, wrote a post about psychological testing of prospective employees and it got so many comments that she did more research and wrote a follow-up.

Marci joined the BPP in studio this morning to talk about the legality, morality, and efficacy of these psychological tests. We asked her about the pros and cons, and whether there's a way to game the system. Click the link at the top to hear the interview, and tell us your job hunting horror story.

Dan Pashman

9:48 AM ET | 11- 9-2007 | permalink

Comments (Send a comment)

These types of tests are getting so common place, its hard to avoid them. Just making a decision to not work at a place that administers tests that are uncomfortible isn't always possible.

These tests do screen out disabled people. I would like to be wrong, but I usuaully get the impression it is intentional. These tests aren't read by professionals. They are read by managers, and hr people who don't have psych degrees. So anybody a little "off" who is a nice person and could actually be a very valuable asset doesn't get a shot.

Most people, and this goes for other social venues, not just work, unfairly try to err on the side of "caution" when being around psych-disabled people.

Last job I applied at was a book/store (wasn't hired); nothing earth-shattering. Yet, the psych portion on the application and interview was incredibly long.

I have Asperger's. I'm not a Genius, but very very often am the smartest guy in the room. And am a strong worker. I get a long with people ok, just don't understand people as well as most. I have problems with personality tests - both in paper/online form and also long face to face interviews that start to delve into things that have nothing to do with work.

I can't cheat an interview. My eye-contact is almost nill, I stutter, take a long time to think about what to say - this is how I am in any setting with someone I don't know well, but will have to be interacting with on a regular basis.

But I can cheat the paper/online tests. It's not that hard. For instance: a lot of questions are asked more than once - you answering them slightly differently each time... so sometimes you say "stongly yes", sometimes "yes". Answering exactly the same way for every repeat question is a red flag. Too varied an answer is a red flag too; so you don't say "stongly yes" then jump to a "strongly no" the next time the question is asked. And you don't want answer to create the illusion of "a dream" applicant, just create the appearence of the average person. "Dream" candidates; (Mr or Ms. Perfect) don't exist and are red flags too.

It's a terrible game. And like I said it goes on in every aspect of life. Psychology is "in", and everyone wants to think they've mastered it. But it's a tricky science, and as such most people don't have a clue what they are doing when they try size up people's personality and emotional-health.

http://shiftingcareers.blogs.nytimes.com/2007/11/07/revisiting-psychological-tests-can-they-really-do-that/

"3. How a test is interpreted matters. For example, if a test shows that a person is socially withdrawn and doesn???t communicate well on an interpersonal level, it might be fine to use that test to determine whether a person should be given a job in sales."

El Wrong-o!!! Wrong, wrong, wrong. Even with that quantifier "might"; that sentence is still open to misuse. Now she has to go back and make a third column on the subject to correct her error. :)

There is a different dymanic between random customers (just business) and personal social connections. And also, many people who normally are socially withdrawn, can really shine in a business (even a sales position) enviroment that reflects their interests. People who normally don't get along with people but love music (or computers, or books, or powertools, or whatever), can do ok in a social setting when business is the hub of the discussion.

It all depends on the person of course, but these kinds of tests are not the way to get to know people, their strengths nor their weaknesses. If you are a shoe company for instance, you talk about shoes with your applicant face to face. You do not submit in writing a vague question like "are you a social person", and judge the person by what bubble on the form they filled out.

Capitalism can't be worth more than kindness, dignity, respect, and giving people a chance, and giving people self-worth. The economy can't be worth more than a fullfilled society. Or the terrorists win - or something. :)

Sent by Brian | 5:34 PM ET | 11-09-2007

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