Scenario 1

Nothing's wrong with Thomas. He's the same bright guy he's always been. But his pre-employment personality assessment test indicated to his prospective employer that he was a person who preferred to work alone and whose interpersonal skills and style didn't mesh with the startup company's all-for-one and one-for-all freewheeling atmosphere. Moreover, he scored low on initiative and ambition indicators, two items the company needs to launch itself as a major player. Although Thomas probably does not have access to the results of the test, they suggest that a job with a larger corporation, where projects and advancement are clearly spelled out for employees, might be more suitable.

The bottom line: Just because a personality assessment test says you're not right for THIS job doesn't mean you're not right for ANY job.

Scenario 2

Hannah is right to put down her pencil and think about whether or not she wants to answer personal questions. In the courts, such questions are judged by reasonableness: is this something the company really needs to know to assess whether or not she'll be able to perform her job reliably and safely? Neither of the questions at which she balked would seem, on the surface, to have much to do with her new job. The problem for Hannah, of course, is that she's on the verge of getting the job she wants and doesn't want to ruin her chances over what may seem to be a trivial matter. One option is to leave the too-personal questions blank and, if queried, ask specifically why this information is needed. Some job applicants who have answered such questions and gone on to be hired have subsequently brought successful suits against their employers for invasion of privacy.

The bottom line: If you're not comfortable answering a question about your personal life or believe that it has nothing to do with your job performance, then ask whether you have to answer and, if so, how this information relates to your job. Keep a record of the responses you receive.

Scenario 3

Tabitha is a bright, personable young woman who has always been a natural leader. Pre-employment testing indicates that she has the traits her prospective employer values: self-confidence, the ability to make sound decisions, good organizational instincts, and the skills to manage diverse team members. Especially valuable in scientific work, which often fails to foster interpersonal assets, these traits make Tabitha a clear candidate for the management track. The company's hiring representative has shared the results of the test with her, pointing out her skills and some possible areas for additional training. She leaves the office excited about her new and unexpected position as a project manager.

The bottom line: Pre-employment testing isn't about finding your faults; it's about identifying your assets, a process that sometimes may raise your value to your employer even before you sign on.

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