GM,
I just answered 230 questions from a personality survey that was required just to apply for a job I won’t get. You know the type. It's one of those that makes about eight statements in 30 different ways and asks you to rate your level of agreement from “Strongly Disagree” to “Strongly Agree.” Just so the outside world can know the reason for my fleeting sanity, I’ve copied and pasted some of my favorites from the survey. Notice the numbers next to each, which represents the order in which I was asked them.
The Annoying:
213. Business decisions must be based on the assessment of facts.
215. The assessment of facts must serve as the basis for business decisions.
The Streaky Annoying:
128. In almost all situations, proven processes should not be changed.
129. It is important to experiment with new ideas in the workplace.
130. I adapt quickly to changing work situations.
131. Coworkers would describe me as someone who prefers a frequently changing work environment.
132. I have always adapted fairly easily to changes at work.
133. I adapt quickly to new work environments.
The "We don't mind insulting your intelligence" Annoying:
180. I like to see other people get ahead in the workplace.
211. I like to see other people succeed in the workplace.
The "There is no God" Annoying:
205. I feel hurt when I receive criticisms of my performance.
206. I am hurt by criticisms of my performance.
If this company actually hires me, nothing will stop me from completely wasting two hours in the first week--perhaps to blog. I want my survey time back.
-JW
JW,As a member of a field (higher education) whose job-seeker to job ratio engenders emotions that can best be described as "Kafka-esque," I sympathize with your troubles. Clearly, someone in HR is having a laugh at your expense right now, and if that joker is reading this blog, let me join the long line of people who undoubtedly hope that he'll go f--k himself. 230 questions? For every applicant? Are they trying to weed out anyone who isn't desperate?
Actually, that's exactly what they're trying to do, if my thinking is correct. We've all taken these tests, after all, but no one's ever heard the psychological validation for this kind of thing. I'm not even sure what they're looking for. Consistency? Inconsistency? The ability to finish the test while all of your instincts are shouting "stop"? And what would happen if an applicant took careful notes and managed perfect consistency, on the molecular level? While that sounds impressive, I'd be hesitant to hire someone so unphased by subtlety. What a drag around the office!
The underlying issue, of course, is that in a job market this bad, employers have way too much power to nitpick. I've been to lots of businesses, and I've interacted with several corporations, and I'm here to tell you that whatever skill this test supposedly measures is not one that is possessed by the average person in corporate America. (Don't get me started on the people to whom we outsource jobs. Yikes.)
The point is, if you don't like this test, just wait awhile. In fifty years or so, you'll be giving it out to people who want to hire you. That'll be the day.
-GM
