I won't reveal my score until I re-take the test 13 or 46 more times. (sigh) 😉
I think I scored low enough I shouldn't know how to use this computer to post here......
I'll show you mine if you show me yours.
Would you find any value is giving that test to a potential employee?
Well, about what I've scored in the past: 137. I might have taken it before--the first scrambled name seems familiar. I missed at least 2 and I think more.
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Not far from when I took similar ones about 8 and 12 years ago. Not smart enough to cut-n-paste the supplied link and make it work though.
Would have been easier on paper.
Norman Oklahoma, post: 342314, member: 9981 wrote: Would you find any value is giving that test to a potential employee?
I have never evaluated a potential hire but would not put any stock in using an IQ test as a tool beyond judging their reaction and attitude, I think I would have a hard time asking though.
We are very close. My downfall was the series ones.
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141 - very close to the last time I took it. looks like I missed 2 questions.
After being exposed to it in college, I made all of my employees take the Myers-Briggs test to see "what" they were and look at how the crew dynamic worked within those types of personalities. Now, I give it to see if a potential candidate will fit in the open slot. Wrong personality type for the task, no job. It's amazing how much stress is relieved after getting lucky enough to see what actually works (personality type wise) and then maintain that distribution throughout the crew. It's using Human Resources to their maximum potential.
I got 133 but I could have done better but the crew came in and I had to quit thinking about it.
Kris Morgan, post: 342365, member: 29 wrote: After being exposed to it in college, I made all of my employees take the Myers-Briggs test to see "what" they were and look at how the crew dynamic worked within those types of personalities. Now, I give it to see if a potential candidate will fit in the open slot. Wrong personality type for the task, no job. /QUOTE]
Probably not a good idea.
Kris Morgan, post: 342365, member: 29 wrote: After being exposed to it in college, I made all of my employees take the Myers-Briggs test to see "what" they were and look at how the crew dynamic worked within those types of personalities. Now, I give it to see if a potential candidate will fit in the open slot. Wrong personality type for the task, no job. /QUOTE]
Probably not a good idea.
While I'm sure there is merit to the link (that I haven't read), I see no reason to change from a system that is working for me. The personality type is important, but not as much as the skew and the percentages. That being said, it also shows aptitude for transitioning roles (or lack thereof).
But I will read the article (soon). 🙂
I read the article and aside from the "voluntary" issue (which wasn't here) for existing employees, I see ZERO reason why it's unethical for using it as a hiring tool. We, as businessmen and women, nearly every day use HISTORICAL data with which to predict and plan actions. Hell, that's even the basis behind LSA. That being said, how one uses the data can be made unethical, but having a potential candidate take the test, and not hire them based on the results, is ever bit as ethical as using a drug screen test and not hiring based on the results of the drug test.
I see no ethical issue. It should be noted that your states laws may vary in a right-to-work/union shop/closed shop.
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Around question 6 is when the wheels started to come off...sheesh :-S
No, I am a small business owner (12 employees)
When considering a perspective employee, it's a face to face meeting.
Just barely smart enough to not take the test.
