The great majority of pre-employment tests are transparent and easily "gamed" by test-wise applicants. To prove the point, ask five or more existing employees to take your current employment test with specific instructions: "Don't describe yourself; describe the ideal or perfect candidate for the job." You'll find that most of the questions asked on the assessment have an "ideal" response. Take those ideal responses and transfer them onto another assessment and send it in to your test distributor. Don't be surprised when they tell you to "hire them!" You'll find that you've been hiring test-wise applicants rather than qualified applicants, and the cost to you for these mistakes could be significant.
Dr. Larry Craft, CEO of CraftMetrics, has spent the past 40 years researching the field of "social desirability" and its impact upon the accuracy of personality questionnaires. He was the first test developer to include unique anti-gaming features that consistently and accurately determine whether the applicant is trying to leave an unrealistically favorable impression.
This unique assessment measures the core components of personality and are then combined to measure "Ego Drive" and "Empathy" along with over a dozen additional primary and secondary traits such as "Prospecting Motivation" and "Proficiency to Manage Time and Resources." All of these traits relate to job performance, some relate particularly to sales or management performance, and so forth. These CMPI core components have been found to predict performance in numerous industries and job descriptions.
The CMPI employs proprietary research to gauge whether there is any "gaming behavior" by the candidate. An Accuracy Score (based on data from over 1,000,000 applicants have been statistically analyzed over the past 40 years) will offer a determination regarding whether the results should be depended upon.
Follow-up interview questions are automatically generated for the manager to use in the personal interview to help dig more deeply in order to determine whether any personality traits that have been flagged as a possible mismatch for the specific position being considered are likely to be problematic.
No other employment test in the industry employs such precise psychometric methodologies to thwart and measure this most important source of error variance.
The CraftMetrics Learning Aptitude Survey measures the applicant's ability to handle complex job duties. It has been our experience that any selection system is incomplete if you don't know the candidate's capacity to learn your job duties and perform them efficiently and effectively.
Even in sales positions, learning aptitude is important. Sales reps often have licensing requirements, multiple product lines, or positions that require a basic understanding of math or finance. When an existing employee has problems in this area, management seldom recognizes it until it is too late. Either the employee has quit out of frustration or the employee has made a costly mistake.