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Good organizations usually do look at both these results and long answer responses.Īs for what you can get out of them: I'd recommend browsing the website O*Net. The Likert Scale (strongly disagree, disagree, etc) is usually converted into numbers so organizations can quickly calculate averages/standard deviations, etc. For example, "I am not satisfied with my job", "I am satisfied with my job" and "I am happy with my job" all sound really similar but there is error that comes from the subtle way people interpret these questions differently that these scores typically get averaged out as a general score on that criteria.Īs for whether they fully read it: that depends on the employer. It actually is helpful! It A) makes sure you are reading the question and B) makes sure that they get the answer to the question they asked. if you see a question that reads "I have never stolen anything in my life." Answer "Strongly Agree" even if you remember stealing a cookie from your grandma when you were 11. But there will need to be a mix of questions (some seemingly useless) so the taker doesn't feel like they're being interrogated and will approach the test more at ease. throughout the test you'll have to prove basic reading comprehension, math skills, and simple problem solving. Typically, it's the people that over think the questions and start to indicate a pattern of forming rationalizations that pose a risk and may not be hired. the vast majority of people pass without thinking about it.

The questions by themselves aren't rocket science. Or questions about someone stealing from petty cash to pay for a sick family member before payday. Or what the employee would do if the rear door were not locked during close. Basically the premise is that someone who is too intelligent or prone to excessive rationalizations will likely steal from the employer or devise ways to "equalize" situations where they may feel disadvantaged.įor example, simple retail will have questions that include hypotheticals about what the employee would do if the employee saw a co worker eating a candy bar that was stolen. Coming from large corporations, I'm familiar with numerous instances of these tests as means to weed out people who would pose a risk in the roles they are applying.