This post is part of an ongoing series about assessment testing best practices. Click here to view other posts in the series.
From kindergarten through college and beyond, we have to take tests.
But taking a test in school and taking a test as part of a job application process are obviously two very different things. For example, throughout school we study diligently to prepare for tests. (Or at least that’s what we’re supposed to do.) In the majority of cases, our test scores reflect how diligently we’ve worked to learn the material.
For the most part, our test scores are seen by:
- Parents and perhaps other family members
- Others with whom we choose to share
Employment assessment tests (like the ones offered by Resource Associates), on the other hand, work quite differently.
It’s difficult (if at all possible) to study for such tests. Instead, preparation takes place throughout a lifetime as people develop their intelligence, abilities, values and personal traits.
In these cases, a person’s test results reflect much more than a few hours worth of studying.
They tell a great deal about what type of employee the applicant might be…
… whether or not they should advance further in an application process that may lead to a life-changing job or even career.
Simply put, the applicants’ test scores tell quite a story.
In the case of employment assessment tests, a person’s test scores will generally be seen by:
- HR administrative staff
- Hiring managers
- Owners and other company leaders (depending on the size of the company)
You may have noticed someone who is surprisingly absent from that list:
The job applicant.
The applicant’s test scores are the intellectual property of the company that ordered the test. As such, the company is free to share the results with whomever they please.
That said, we at Resource Associates typically recommend NOT sharing test scores with applicants.
The biggest reason we advise not sharing assessment results with candidates is simply because the results may come across as too blunt or judgmental. After all, most people like to hear about their strengths, but their weaknesses? Not so much.
Though there are some exceptions–such as when sharing test scores can help explain to an applicant why they were not selected, or what would be the best vocational path to take– there is usually no need to deal with the headaches that can come from sharing what may be embarrassing or hurtful information with job applicants and new hires.
In summary, cognitive aptitude and personality assessment tests are wonderfully effective tools for screening potential job applicants.
But, school tests and pre-employment tests have different purposes and different rules.
Good applicants who really want the job will have no problem taking assessment tests, and they likely won’t have a problem with not being able to see their results.
If you’re interested in learning more about the high-quality, reasonably priced personality and cognitive aptitude tests that Resource Associates offers, then click here now!