六招制胜就业前测试.docxVIP

六招制胜就业前测试 Execu tive can didates ofte n are surprised whe n asked to take a test or other assessments for a job? They shouldn，t be? Pre-employme nt testing is on the rise .In the past five years, 60% of compa nies have in creased their use of workplace-behavior assessments, according to a survey of more than 500 human-resources professionals at U.S. companies from Spherion Corp., a staffing firm based in Fort Lauderdale, Fla. Employers typically use assessme nts to con firm a candidate s cultural fit or skill competency. Bear in mind that for questions about your work style or personality, there are no right or wrong responses? If you answer honestly and dont get the job, it means the position wasnt a good match for you in the first place? Here s what job candidates should know about pre-employment testing: Senior executives are not exempt .In fact, the higher you aspire to climb the corporate ladder; the more likely you are to be evaluated on how well you might fit in personality-wise, says Joel H? Wilensky, an executive recruiter in Sudbury, Mass. His dients require most can didates to un dergo assessments, he says ?Its almost an absolute for jobs that pay salaries of $300,000 and up/ he adds? According to Mr. Testa, Mindbridge administers personality assessments to all prospective hires to see if theyll fit into the companys culture. But he says the company most closely scrutinizes the results of assessments from senior-level candidates?We have the most to lose if they are a bad hire/ he says? Curb your an tag on ism ? Ma ny sen ior can didates scoff at having to take a test, says Deborah Sawyer; a partner in Atlanta at executive-search firm Morgan Howard Worldwide, whose dients require assessments for most can didates ? “They see it as being unn ecessary and dont put eno ugh en ergy into it/ she says ?The n they car/t make it to the next round. You can derail your candidacy if you show your displeasure, says Mr. Wolf. Complaining says a lot to an employer about