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| Testing - Frequently Asked Questions |
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Important: Please be aware that some of the information contained here is specific to the United States of America and/or Canada. Also, the information presented below does not necessarily apply to all the tests we carry or showcased on this website. If you have any questions or concerns about assessments or any specific instrument, please contact us. |
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| 1. Why should I bother testing my employees? |
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Testing provides better and more accurate information than just resumes, interviews and reference checks alone. Many managers tend to rely on intuition rather than proven objective procedures to select applicants for employment, placement or promotion. Employers have traditionally relied upon the standard (and subjective) methods, such as interviews, reference checks and resumes. Thus, in the past, personnel selection has been treated as more of an art than a science. However, many research studies and many horror stories have shown that these subjective techniques simply do not work well or consistently. Such techniques have at least two major limitations: 1) the evaluation process is not identical and 2) subjective procedures are not very accurate. Using valid, reliable, proven and standardized professional tests means that every applicant is examined in the same way and the tests enable employers to uncover skills, abilities, facets and flaws that would never come to light in any other way. When you consider the way that most applicants are assessed, it’s surprising that anyone would even expect to hire qualified individuals consistently. For more discussion on why employers should test job applicants, click here. |
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| 2. Does testing really work? Can it really tell me anything that I couldn't find out on my own? |
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Yes. It really does. People are generally very honest when answering questionnaires. Even if they aren't, many tests are designed to catch those who "lie" or try to skew the results in their favour. People often ask us how one can test for honesty. They make the assumption that if someone's not honest, then they will lie on the test. Correct?
Wrong! People who are dishonest (likely to steal from their employer for example) have a mindset that dictates that they are "normal" and that everyone else thinks like they do. This is a common human trait which we all share and which tests capitalize on. Therefore, if one is the type of person who thinks that it's OK to "borrow" money from the cash register on a Friday night (even if they honestly intend to repay it), they tend to believe that others think as they do. Therefore, people tend to answer the test questions honestly with regard to their dishonest tendencies. The test will identify that as an undesirable trait and recommend that the individual not be hired.
If you had simply asked the question in an interview - it is not very likely that the applicant would have admitted to that type of behaviour to your face. Therefore, even though this is just one example, testing can tell you things that you can't find out by any other method.
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| 3. Are tests legal? |
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Yes. You can legally test for any skills or aptitudes that are necessary requirements for a position. For example, you can decline to hire an applicant for a customer service position if they do not have the required customer service skills or you can refuse employment to a person applying for a proofreading job if they cannot read. However, you may not use an IQ test for employment purposes because it is impossible to prove that a high IQ is essential for a job. Certain States, Provinces or countries have specific restrictions. Tests that measure "job-specific" skills or aptitudes which are a necessary requirement for a position can always be used legally to pre-screen employees. We know what the rules are and can help you select instruments that will give you the information you need, while avoiding any legal hassles. Be aware, not every test can be used in every case. Some are only for pre-employment and cannot be used on existing employees. Others have certain measurements that may or may not be legal to use in your particular State, Province or Country. Contact us to make sure you are the appropriate tool for each instance.
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| 4. Does Creative Organizational Design develop and publish the tests? |
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No. Developing a test and conducting the research trials needed to prove that it is accurate, valid and reliable takes a great deal of time and money. While we do not create our own instruments, we only deal with the best test developers who produce high-quality products that have stood the test of time. All of the tests that we offer are valid, reliable and accurate. We supply our clients with the correct instrumentation, carefully chosen from an existing pool of standardized instruments. Furthermore,, we have access to so many different kinds of tests that it is rarely necessary to "create" an instrument for a client.
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| 5. Why aren't your prices on line? |
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We carry a wide number of instruments and many come in different versions or have multiple complimentary parts. Prices vary and in many cases, tests are sold in set quantities and in some cases individually. At certain levels (i.e. 100 or more) other price breaks come into play. It would be virtually impossible for us to maintain an accurate listing or list all the variable price breaks available. Furthermore, the tests on this website represent only a small fraction of the hundreds of instruments available. Besides, we'd hate to have you look at a test on our site and decide that it's too expensive or not what you're looking for and then shop elsewhere! Our site will enable you to review a great many types of tools but by contacting us directly, you enable us to accurately assess your needs and help you select the instrument that is the best for your needs. And who knows, the one we recommend might be better or cheaper than the one that first caught your eye!
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| 6. Are all your tests available on line? |
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No. Many tests are available in electronic format, but many remain available only in paper format. There are many good reasons for this. The most professional, most powerful and best tests are only available to psychologists and those who have been specially trained in their use. They simply aren’t available to everyone who wants to use them. We offer many online tests and are constantly adding new tools as they become available. However, some tests will never be made for online purposes. This is because certain tests must be administered under controlled conditions and then scored and interpreted by trained professionals. Most personality tests fall into this category. You wouldn’t want an unskilled person to look at your CAT scan and try to analyze it. would you? The same thing applies to psychological tests. Only a trained professional can interpret these results correctly.
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| 7. Can your tests be customized? |
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Sometimes yes, but there are a large number of standardized, validated tests that you can use. Customizing a test is very costly and very time consuming. Designing the test is relatively easy, but then it must be validated. This means that there must be a series of studies done to measure it against known tests and variables. This can run into thousands of dollars in costs. Using a test that has not been validated can leave you open to a lawsuit if you are unable to prove that the test is valid and does what you say it does. However, there are a great number of standardized, validated tests that you can use.
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| 8. Can I develop a test myself? |
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Yes, but you should have the qualifications to do so. This usually means graduate level training in tests, measurements, statistics and psychology. Unless you have a very unique and specialized testing need, you should be able to find a standardized tool that will provide the information you seek.
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| 9. Are there tests that can be administered and scored on a computer in-house? |
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Yes and we can provide you with the software you need to administer and/or score your own tests in-house. This feature is not available to every test and is generally only practical when you are testing large numbers of people. Many of the tests that we offer that can be administered by computer can also be accessed on-line without any additional software or costs. In some cases we can provide you with the software you need to administer and/or score your own tests in-house. This is available for only specific tests and at an added charge. Most of our clients decline this option unless they are testing in excess of 100 individuals a year. Most of our tests can be self-scored via 1-800 number, manually scored or administered/scored on-line. There are some which must be scored and interpreted by us and which must be returned to COD for that purpose.
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| 10. Who scores the tests and how long does it take? |
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Some tests are self scoring and the person who administers the test does the scoring or are automatically scored via the Internet.. Other tests are scored by us . This entails sending us the scores by email or fax. We score the test and send you a complete report. |
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| 12. Do your assessments comply with the Federal and Provincial laws in Canada? |
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In general, the human rights laws of Canada are similar to those in the United States and prohibit discrimination based on characteristics that are not job-related such as gender, race, and religious beliefs. We work closely with legal experts in Canada to determine how specific legal standards pertain to use of our products in Canada, and some tests have been modified to take into account certain differences in Canada. For instance, Canadian laws prohibit discrimination against those dependent on drugs and alcohol. We offer special assessment systems for Canadians which do not assess the likelihood for substance abuse. As with other customers, we recommend that our Canadian customers obtain competent employment counsel to advise them on their employment procedures, and we welcome questions from such counsel.
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| 14. How Do I Select The Right Test? |
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Every organization uses a variety of methods to assess the individuals that they hire. There are many things to review when evaluating an applicant’s suitability and there are many ways to assess a candidate; not the least of which are the resume, interview process and reference checks. Standardized testing can also be a valuable part of the evaluation process.
Testing enables an employer to not only assess specific skills, attitudes or aptitudes quickly and accurately, but also standardizes the application process, ensuring that each candidate is measured against the same criteria. Tests or assessment tools that make this possible should be validated to ensure that they are accurate, reliable and legal for use. Click here for more information on validity.
Before you begin testing, you must know what you want to measure; then find and select the appropriate tool for measuring those areas. There are several factors that should be considered. Are you hiring for an entry level position, promoting an existing employee or assessing a senior employee’s skill sets? Selecting the right tool for the job is important.
There are few one-size-fits-all assessments. Most tests are specific to a certain skill set, job role or ability. Consider what you need to know about an applicant before you hire them or what skills you must ensure that they have before you offer them employment. Sometimes it is necessary to combine a number of tests to accurately measure everything that you want to test for.
If you are trying to determine which one of several candidates would be a good team leader, administer a team leading or leadership skills test. If you’re hiring for an entry level position, a test that measures honesty, tenure, attitudes towards supervision or reading/math ability would be appropriate. There are a wide range of assessment products available to help employers test for skills in customer service, retail, management, mechanical ability, honesty, dexterity, safety habits, office skills, computer skills and more. If you know what skills your employees require, then you know what type of tests you need to use to evaluate them.
Types of Tests
Basic Skills Tests
Basic skills tests measure skills that should reasonably be expected for most employees, regardless of their position. These are usually the sort of skills that people obtain in elementary school, high school or everyday life. Basic skills might include such things as reading, arithmetic, measurement, problem solving, decision making, reasoning, vocabulary and checking accuracy.
Aptitude Tests
Aptitude tests measure a person's ability to learn jobs, perform successfully in training or assess current skill levels, i.e. general mechanical aptitude. These tests can help to select entry-level workers by measuring their general knowledge and natural ability. Aptitude tests are not usually used to measure specific knowledge; however, some are more specific. Mechanical aptitude tests measure practical knowledge in mechanics and such things as physics, science and tools and can be used as an indicator of a person's ability to learn mechanical concepts. Electrical aptitude tests measure practical knowledge in science, abstract thinking, mathematics, physics, and logic and can be used as an indicator of a person's ability to learn electrical concepts. MultiCraft aptitude tests would be a measure of both mechanical and electrical capabilities.
Skill Tests
Skill tests are generally task or job specific. Tests have been developed to help test a person’s ability to perform a specific set of tasks or skills. These tests measure things like Microsoft Word, customer service ability, pharmacy skills, sales ability, welding ability, warehouse skills, etc.
Click the Test Categories link to review assessments sorted by their recommended application or the A–Z Test List to review tests alphabetically. |
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