Let's consider some relatively new developments in general employment practices that may or may not affect your interview process-psychological and drug testing. These ancillary elements are becoming increasingly widespread in the American employment market, and if you are beginning the job search for the first time in several years, you need to be aware of these new developments. Even if you have already taken some form of psychological test, you can use this chapter to learn more specific information and keep your perspective on these aspects of the job search.
Psychological Testing
If the phrase "psychological testing" makes you think of doctors in white lab coats carrying straitjackets, keep in mind what a colleague of mine, an organizational psychologist, has observed. He has administered tests to hundreds of people as part of the placement process and has noticed that some people do seem a little put off at the idea of having their personalities checked. More than once, however, at the end of the tests, people have said to him, "Hey, that wasn't half as bad as going to the dentist."
After the finalists for a position have been chosen, psychological testing can help identify the optimal person for that particular position. Obviously, you are not legally compelled to take a test, but you are strongly encouraged to graciously participate in the assessment. Remember that it is certainly in your own best interests to work in a position that is appropriate for you, that matches your own talents and personality. As an added benefit, you may learn more about yourself. If, for example, the tests show that you are extremely introverted, you may decide to work with a management psychologist on your own to help you to develop interpersonal skills.
The past decade has shown a marked increase in the use of psychological testing by executive search firms, hospitals, and other health care organizations. The incidence of testing increases with annual salary. The objectives is simple-to avoid turnover of high-level management and to avoid selecting the wrong person for the job. Hiring a person only to find out that the individual is not right for the job costs money, so the tests are administered to assess the fit between the candidate and the organization's needs. The tests are not an exercise in idle curiosity, but rather a management tool to increase the efficiency of the hiring process. Typically, a hospital or health care organization contacts an industrial psychologist who can conduct face-to-face interviews with the candidates and administer written psychological tests.
What can you expect? The complete assessment, interview and tests, usually lasts about four hours. Approximately one-third of the time is taken up by the interview, with the balance devoted to the written tests. During the face-to-face interview, the psychologist may ask about your goals, experiences, and personal background. The tests, which I discuss in detail below, seek to learn about you. Both components are trying to find out about you in reference to the particular position, not to judge you. You can be candid and relaxed, within reason. The employer is investing in this effort because you are a qualified, highly competent individual.
The exact composition of your tests depends on the needs for the position as determined by the psychologist. The field of industrial/organizational psychology allows for some variability concerning which tests to use. The information obtained from the tests can be organized in two different ways-inclusion or exclusion criteria. In other words, the client may specify some desirable characteristic that is a good indicator of success in the position or, conversely, may want to be alerted to any negative characteristic that would impede the candidate's performance.
Depending on what the client needs and how the psychologist wants to administer the tests, the psychological tests you may be asked to take can be of the following four categories:
- Aptitude tests
- Interest inventories
- Personality tests
- Honesty tests
Interest inventories. The so-called interest inventories measure your likes and dislikes. Obviously there are no right answers. One widely used test you may be asked to take is the Strong-Campbell Interest Inventory.
Personality tests. The many personality tests available attempt to systematically analyze a most complex thing-the human personality. We all differ one from another in subtle and not so subtle ways, so there can be no such thing as a perfect score. Be yourself and answer with candor. The tests include validity scales so you really cannot outwit them or make your personality seem different than it actually is. Common personality tests include the Meyers-Briggs Type Indicator, 16 Personality Factor Inventory (16 PF), Adjective Check List (ACL), California Personality Inventory, Self-Description Inventory (SDI), the Hogan Personality Inventory, and the Personal Profile, commonly known as the DISC.
Honesty or integrity testing. Honesty tests are very rarely used when hiring senior-level managers. Of all the tests, this category requires the most wariness on your part because of its very name. In any case, most psychological tests include validity scales to determine if the person is trying to change his or her response.
If you care to, you can look over the tests' purposes, what the tests analyze, how long they take, and the number and type of test items. These tests are carefully designed and scrupulously administered. With many tests, the testing process itself is closely supervised by the American Psychological Association, which governs who can purchase and give the test. You can be reasonably confident that the person who administers the test is a licensed professional. Also, the examiner most likely is an outside consultant, retained by the hiring organization, who must meet the high ethical standards of his or her own professional association.
After you have completed the psychological evaluation, the psychologist will probably submit a written summary along with the scored tests to the organization. This evaluation becomes another piece of data in the hiring decision.
Drug Testing
Drug testing is no longer limited to professional athletes and transportation workers. Insurance companies routinely test customers, and some employers test job candidates. At this point, however, it is very unlikely that you will be asked to undergo drug testing. If you do, it is often disguised as a part of your physical, which may be administered by the organization's own medical team. An important point to remember is that since employment is a contractual relationship, prospective employers have the right to ask you to take a drug test as a condition of employment. Particularly in health care, determining that members of the workforce do not use illegal drugs is cost-effective and consistent with the goals of the organization.
This particular hoop may mark the low point of your job search, but it does not take much time or any special talent on your part. Since you might possibly jeopardize your chances of being considered for the position if you were to take offense, just take it in stride. Undergoing urinalysis gives the job seeker's slogan, "I will do anything to get this job," a whole new meaning.
