Even though his recruiter had given him a list of attributes desired by the company, and he tried to answer in such a way as to match up with those attributes, he did not make the final candidate pool.
Warren came to me wanting to learn how he could score better, and thus remain in the hiring process. He was convinced that there were assessment-taking strategies that would ensure 100% success.
Gaming the Answers
Unfortunately, Warren’s bubble was burst when I explained that trying to "game" the screening assessment with "‘best-candidate" answers can backfire.
Pre-employment assessments are complex and designed with algorithms to evaluate for inconsistent answers.
So, when you answer not as your normal self, but rather some preconceived notion of the ideal candidate, you will trip up and inconsistencies will appear. These red flags signal dishonesty. What employer would want to proceed with your candidacy once that is suspected?
Multiple Factors in Hiring Process
Keep in mind that pre-employment assessments are only one factor in the hiring process.
Employers are also examining your career background and accomplishments, education and training, industry knowledge and relationships, leadership competencies, skills, intelligence, general reasoning, work style, decision-making style, the phone interview, the in-person interview, company culture and team culture fit, personal brand (online and offline), references and more.
So it is unlikely that one pre-employment assessment by itself would eliminate you from consideration.
In fact, the results of any pre-employment screening tests are typically evaluated in the context of the entire information about a candidate. There are a multitude of reasons why the candidate may or may not be a good fit with the job, team, and company culture.
10 Tips for Assessment Taking Success
- Be well-rested prior to taking the test. Mental sharpness matters.
- Request an explanation of the rationale for the use of the screening assessment.
- Ask for quiet, private surroundings in which to take the test.
- Skim the entire assessment before you begin so you can determine how much time to allot to each question.
- Answer the questions according to who you really are and not from an artificial “desired candidate” attribute or personality list. Always answer honestly!
- Respond with your first, gut-level reaction. Do not over-think your answer.
- Provide specific details when requested, rather than generalities.
- Use stress reduction methods to control your anxiety during the test.
- Avoid test-taking burnout by stretching and glancing away from the computer screen or paper-and-pencil test periodically, getting something to drink, and taking a quick mental break.
- Keep track of the time (if this is a timed assessment). It’s amazing how quickly the minutes can pass!
Bottom Line: Be YOU
The desperation of landing a job can sometimes lead to ill-considered decisions. The decision to try to appear to be someone you are not, whether in a pre-employment assessment or in an interview, rarely turns out well. If you were able to convince the employer to hire you based on a fake persona, you would have to live that lie every day on the job. That does not bode well for your career future, as it is unsustainable. So, in the long run, you are better off revealing your real self in any pre-employment screening. Then, when a best-fit match occurs, you AND the employer will be winners!
© Copyright, 2011, Susan Guarneri. All rights reserved. Used with permission.
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About the Author
Job-Hunt's Career Assessments Expert, Susan Guarneri, known as the Career Assessment Goddess, specializes in using personal branding and career assessments to empower professionals, executives, and budding entrepreneurs with career insight and action. Author of the Career Goddess Blog and co-author of Job Search Bloopers, Susan holds 16 career certifications, including National Certified Career Counselor, Master Career Counselor, Certified Master Branding Strategist, and Certified Online Identity Management Strategist. She has a Masters Degree in Counseling from The Johns Hopkins University and 24 years of experience.
