Frequently Asked Questions

 

General Testing Questions

Q: How many times can I use a test that I have purchased?
A: Each username is only valid for a single test.

Q: How long is the test I purchased available to use?
A: The usernames do not expire.  Each username will be open and usable until it has been completed.

Q: How long do the tests usually take to complete?
A: Test completion time will vary greatly.  Some stand-alone timed aptitude tests are as short as 5 minutes. Personality sections are untimed.  Some tests that include aptitude and personality sections could take up to 1 to 2 hours to complete.

Q: Can I put a time limit on the candidate to take the test?
A: You may want to give the candidate a specific date to have the assessment completed. That may help clarify their level of desire to work for you.

Resource Associates has timed sections for a majority of aptitude tests.  The personality sections are untimed.

Q: Are the tests multiple choice?
A: Tests are primarily multiple choice.  There are short answer / sentence completion sections in some managerial personality tests.

Q: Do you have tests in other languages?
A: Our tests are available in Spanish. A few select assessments are available in French and Arabic.  We are currently creating a Japanese option also.

To access the Spanish version of a test: When you are getting ready to login as a candidate, there is a drop down box that allows you to select the test language.

Q: Can I get a hard copy of a test?
A: Hard copies of tests are discouraged as they take more time to process and are more expensive due to the additional time needed for our staff to process the results manually.

Q: Are the usernames and passcodes case sensitive?
A: No. The usernames and passcodes are NOT case sensitive.

Q: How does my candidate know where to go and what to do?
A: You will receive a URL link along with the username. Once the candidate is on the web site, instructions and guidance will be provided as they complete each step.

Q: Should the candidate take the test from home?
A: For practical reasons, most individuals do take out tests at home. This typically does not reduce the validity of the tests. However, some candidates may seek help from other sources when completing some portions of our assessment batteries, especially the cognitive aptitude tests. Accordingly, some companies require that candidates come into their office to take the tests so that there is no possibility of them getting extra assistance or their answers not reflecting their own thinking. We make the following best practice recommendations for companies who let job candidates take our tests at home:

a) Advise the candidate that your company highly values integrity and professionalism both on the job and in the pre-employment testing process. Accordingly, you expect individuals who take the tests at home to do so without seeking any outside assistance from other sources.

b) Also, have the candidate read, sign (electronic signature is fine), and return to you a document that says “I have not obtained, nor did I seek out, any assistance whatsoever from other people (or any advice or tips from anonymous online sources) in completing the items on this inventory (i.e., test). My answers are strictly my own.

c) When examining the cognitive test results for an individual, look for evidence from interviews, resumes, reference checks, work portfolios, or academic transcripts which either confirms the high test scores or makes you suspicious. For example, if a person scores in the Top 10% range on the overall cognitive aptitude section and has a C grade-point-average or GPA (i.e., 2.0 on a 4.00 scale), you should do follow-up targeted interviewing and /or reference checking to try to resolve the discrepancy. There may be a plausible explanation (e.g., the candidate had a chronic illness or a heavy, full-time workload while going to school) for the discrepancy or it you may decide not to hire the candidate or you may require him/her to retake the cognitive portion under your supervision.

 

Common Candidate Questions

Q: Can I study for the test?
A: Studying is not necessary and in many cases not possible given the nature of our tests.  Most of the scales used in our assessments are personality-based, to help determine if someone would be a good fit for a specific job within the company.  Any skills questions represent the most basic knowledge required for the position; studying would have little influence on these items.

Q: How can I get a copy of my own report someone had me take?
A: Resource Associates does not release any candidate test results. The test report is owned by the hiring company and is, therefore, company property. You may want to contact the hiring company for feedback on your results.

Q: Does this test automatically make me eligible for the position I am applying for?
A: Not necessarily. Hiring managers are recommended to use pre-employment testing as one part of the overall decision-making process, which can also include structured and unstructured interviews, background checks, work history, biodata, etc. Contact the hiring manager at the employer you are applying at for more information about how testing is used in the hiring process.

Q: Do the tests differ for men vs. women?
A: Resource Associates’ test questions and scoring procedures are exactly the same for men and women. The tests ask you to select your gender only in order to use appropriate pronouns–for example, “he”/”she”  or “him”/”her”) in the report and to permit future, group-level analyses for EEO and other comparative purposes. We recognize that other gender categories such as transgender or intersexual may necessitate the use of other pronouns which we will use as companies request them. If you choose not to designate your gender, the report will default to male pronouns.

It should be noted that there are no significant differences between men and women on test scores for nearly all of the traits and aptitudes assessed by our measures.

Q: Do I need to contact someone when I have completed the test?
A: No–unless your hiring manager has requested that you let them know when you complete the assessment, there is no need to contact them. They will receive an email notification when you complete your assessment.

Q: Are the usernames and passcodes case sensitive?
A: No. The usernames and passcodes are NOT case sensitive.

 

Answers for Technical Issues with the Testing System

Q: My login won’t work, what should I do now?
A: If your login will not work you will receive 1 of 2 messages:

1) Your login attempt was unsuccessful. If you feel you’ve received this message in error, please try again.

This message means some part of the username or passcode is incorrect. Possibly an ‘I’ instead of a ‘1’, or ‘O instead of a ‘0’. Sometimes it helps to select the text of the username and ‘copy-(Ctrl+C) and paste-(Ctrl+V)’ the information into the box. Repeat the process for the passcode.

2) Your account has been disabled–this is usually because your assessment has been completed.

This message means you have the correct username and passcode, but it has already been used by another candidate. Please contact the hiring manager and request new login information.

Q: Are the usernames and passcodes case sensitive?
A: No. The usernames and passcodes are NOT case sensitive.

Q: Can I take the test on my phone/tablet?
A: Technically, you can take the test using a phone or a tablet, but we do not recommend it. The text may be very difficult to read. We are currently working on an application that will make that option easier.

Q: Why is someone else’s name is already typed on the first page?
A: If someone else’s name is already included on the first page of the assessment, please stop and contact the manager that gave you the login information to let them know you need a new test.

Q: What if the internet goes out during a test?
A: Once the Internet connection is reestablished, you can log back into your assessment with your original information. Please note – when you log in, you will be placed at the beginning of the assessment again. Your responses have been saved. Please scroll forward to the first answered question.

Q: Should I get a confirmation that the test is complete?
A: Before the assessment is considered complete, you will see a screen that tells you:

You have reached the end of the assessment. Please click on the “Submit Assessment” button to complete the assessment.

The assessment will not be considered complete until it has been successfully submitted to Resource Associates. Once you select the “Submit Assessment” button, you will be returned to the login screen. Your assessment is complete and the hiring manager will be notified immediately.

 

Questions About Pre-Employment Tests & Resource Associates

Q: Is this only for big companies?
A: Not at all–very small (e..g., 1 employee) and very large (e.g., >10,000 employees) companies use our tests for many different jobs.
Q: Can I get a customized test for my business?
A: Yes, we can create custom tests. You can contact customer support by email at contact@resourceassociates.com or phone at (865) 579-3052 to discuss your specific needs.

Q: Is this a pass/fail type of test?
A: While the results are scored and a general recommendation is given, it is up to the hiring manager to make the final decision.

Q: How many different types of tests do you offer?
A: We offer hundreds of personality and technical skills assessments, which can be combined into many different combinations of traits, aptitudes, and skills. Please look at our  website (http://www.resourceassociates.com/) or request a catalog for more specific information.

Q: Is there a lot of overlap between tests?
A: There can be overlap between tests. Personality tests vary more in the way in which they are scored rather than the questions. Basic skills can be relevant for multiple positions as well. Typically, a candidate would take a single test that contains only sections that are relevant for the position for which they are applying.

Q: Why should I use both cognitive aptitude and personality measures in assessing candidates?
A: Both serve as valid predictors for different aspects of job performance. They measure different qualities of candidates. A convenient way to think about this is  cognitive aptitude tests measure “maximal performance” (a person’s maximum capability) whereas personality scales measure typical performance (how a person typically behaves on the job).

Q: How valid are personality scales?
A. They are job-related and valid. Meta-analyses (involving many individual, empirical studies) and our own studies have shown that personality traits are predictive of job performance, quality of work, turnover, attendance, accidents, and even job and career satisfaction for a wide range of jobs.

Q: What jobs are your scales valid for?
A.  All kinds–we have yet to find a job for which our scales have not found to be valid and useful in screening candidates. Many of our scales–including Work Drive, Emotional Stability, Agreeableness, Conscientiousness, Teamwork, and cognitive aptitude–are valid for nearly all jobs.

Q: Do people's scores change much over time or situation in which they take the items?
A: No–most of our scales measure traits (personality and aptitude) which do not change significantly from early adulthood onward. They are fairly stable across situations and over time.

Q: Are these assessments expensive?
A. No. Our clients typically find these pre-employment assessments to be very cost-effective, especially in view of the high  cost of  interviews,  physical exams, drug testing, and training, as well as the higher cost of subsequent, post-employment turnover and absenteeism. Most of our clients use testing to screen job candidates and decide which ones to interview, perform background checks on, etc.

Q: What website do candidates take the test through?
A:
1) Tests purchased through the ResourceAssociates.com website will take the assessment at the following URL: : https://assessment.resourceassociates.com

2) Some businesses have tests designed specifically for their company culture. They are setup in a similar but different site. If the URL above does not work, you can try the following link: https://testing.resourceassociates.com/

 

Test Purchase Questions

Q: Can I get a bulk purchase discount?
A: We do offer bulk purchase discounts. Discounts begin at purchases of 50 tests at one time. Please contact us to receive the discount at (865) 579-3052.

Q: Are these assessments expensive?
A. No. Our clients typically find these pre-employment assessments to be very cost-effective, especially in view of the high  cost of  interviews,  physical exams, drug testing, and training, as well as the higher cost of subsequent, post-employment turnover and absenteeism. Most of our clients use testing to screen job candidates and decide which ones to interview, perform background checks on, etc.

Q: How do I buy a test?
A: You can purchase tests online with a credit card at https://www.resourceassociates.com.  Companies have the option of receiving invoices for payment if there is sufficient quantity or an ongoing relationship.

Q: How long is the test I purchased available to use?
A: The usernames do not expire. Each username will be open and usable until it has been completed. A username is only good one use of the test purchased.

Q: Do I still have unused tests?
A: You can find unused assessments in the Customer Administration Portal on our website.

 

Questions About Test Reports and Results

Q: Can more than one person receive the report?
A: Yes, selecting the report delivery email addresses is part of the checkout process. The email address associated with your account is shown by default. You can elect to replace the default email address with another and you can add additional emails at this time as well.

Q: When should I get a report?
A: You will receive the report immediately after the candidate selects the “Submit” button on the final page. If you do not receive a report but the candidate has notified you that the test was completed, or a length of time has gone by and you believe it should be complete, call Resource Associates for help at (865) 579-3052.

Q: How do I get a test report?
A: Reports will be delivered immediately to the email address setup during the purchase. They are normally attached in the email as a PDF.  You can also find reports in the Customer Administration Portal on the Resource Associates website.

Q: Can I get a report from the purchasing site?
A: Yes, if the test has been completed, you will be able to download the report from Customer Administration Portal on the Resource Associates website.

Q: Should we give a copy of the report to the candidate?
A: We recommend companies not release managerial reports to candidates. We do have a Developmental Feedback reports available for purchase, for most tests these can be purchased for an additional cost of $45.