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Career Networking for the Built Environment
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Resignation, Firing & Termination Questions

What to know about pre-employment testing?

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As part of the construction interviewing process, can I require construction executives to take a psychological test for construction executive level positions? Although this is an unsettled area of law, it might depend on the test. Many widely used psychological tests ask questions that invade the test-taker's privacy. And the jury is still out as to whether these tests have any ability to predict whether a particular employee will lie, steal, manage poorly or cause other workplace problems. Because these tests are an imprecise measure at best, and because they are likely to be intrusive, construction employers would do well to avoid these tests in most circumstances.

Added by:- Admin
Although aptitude and personality testing, and doctor evaluations take place with about 25-30 % of construction firms when hiring, typically due to the cost and the fact many tests have proven to be inconsistent and subjective in results.  If a jobseeker were to take multiple tests with multiple administrators, or to take different types of tests, the results would not be consistent or conclusive. There is a margin for error that is significant which depends upon many variables and factors beyond the control of the test, so the results are more often subjective than objective.  Therefore known professional references, networking and intuition remain the most common means of evaluating jobseekers for hire with most construction firms. Added by:- Tom