Employment Intelligence Testing: Does a job candidate have to take the test?

As a matter of fact, yes is most often the answer.  Just what will the Intelligence Test assess?

Intelligence refers to intellectual functioning. An Intelligence Test compares your performance with other people your same age taking the same test.  However, the test does not measure the different types of intelligence.  For example, emotional or social intelligence.

The I.Q. or Intelligence Quotient for a several types of professions and other employment can be found below.

• PhDs or MDs125
• College graduates 115
• 1–3 years of college 105-110
• Clerical and sales workers 100-105
• High school graduates, skilled workers (e.g., electricians, cabinetmakers) 100

Source: Wikipedia Intelligence Tests

Is it possible to prepare for the employer given Intelligence Test?  Yes, it is possible.  When an employer has been found that the job seeker has looked for a pre-employment information interview can be set up.  This interview is where and when the job candidate asks the employer questions, not the other way around.  The job candidate can at this time ask specifically what types of intelligence tests he or she will have to take.  If the employer says a social intelligence test and an emotional intelligence test will be required then that information will let the job applicant know how to prepare.

Ask the interviewer what the average time is that it takes to complete each test and ask what an acceptable score is on both types of tests.  With this information the job applicant can begin the interesting process of searching and taking the types of tests the employer requires, without cost, online.  The tests taken online would preferably be sourced from a qualified organization such as the American Psychological Association.  Many online intelligence tests are free but their accuracy of measuring any particular type of intelligence may not be 100%.  Employer provided tests can cost from US$100 to US$500 for each test administered to a job candidate. Employers are now putting a lot of emphasis on the value of job candidate I.Q. testing results, more now than ever before.

If the job candidate has gotten to the level of a job interview where human resources has asked the candidate to start taking the tests, that is a good sign that the person being interviewed has a better than average chance of getting the job.

Employers may administer several different types of Intelligence Tests to a job applicant.  These tests, by type, might include a cognitive intelligence test measuring ability to perform word problems, logic problems in addition to other types of problems, a personality test which measures a number of aspects of personality, and simulations which could include the job applicant's ability to interact with customers, making presentations, and interpersonal contact communication with co-workers both above and below your level of employment in the company.

Source
http://www.apa.org/index.aspx
http://www.asktheheadhunter.com/gv000802.htm
http://en.wikipedia.org/wiki/Intelligence_test

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Taking the Pressure off during the job interview...

There are several ways that job interview stress can be reduced and relieved.  First, operate from a position of power not a position of need.  If you are offering your skills, intelligence and experience instead of appearing that you want something, you can take the job interview from a position of strength.  How can this strategy reduce stress?

When sitting in the interview chair, you are offering your knowledge, personality and energy to the employer.  This is being done from a position of power not from a position of need.  This method of interview participation builds confidence within the person being interviewed.  Using this strategy can also help the job applicant to project a feeling confidence.

Think of a pleasant scene to help reduce stress. Photo: tropical photography by Steve Bass

A good human resources specialist would prefer a confident appearing job applicant who has the skills to do the job.  This is much more preferable to an applicant who has the knowledge to do the job but does not appear confident.  The characteristic of confidence may be the extra 2% that helps the job applicant to get the job.

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Avoiding Feeling Overwhelmed During the Job Search

Don't be afraid of job interviewers.  They don't bite.

Looking for work?  Feeling overwhelmed and alone?  One of the most important things to remember is that you are not alone.  Although of this writing the employment market in the USA was improving, at the same time new college and university graduates are looking for work. 

If you have experience in the job field in which you are applying, you are fortunate.  College and university graduates may have had an internship involving the type of job they will be applying for after graduation, however, you have actual experience.  The graduates will be under about the same amount of pressure to find a job as you.  So, again, you are not alone.

Applying for a job these days is becoming a little more complex in the past.  If the job applicant knows about some of these complexities and some of the new details involving these complexities, it will help him or her to be better prepared for the unexpected.  The unexpected often occurs during the first of the interviews with a potential employer.  What are a few details involving the unexpected?

One example is the personality and character examination.  Yes, it is true, more and more employers are making the test a pre-requisite for employment.  A number of job applicants refuse the test.  And, there employment is refused as well.

The second example of the unexpected can be the Intelligence Quotient examination.  Yes, it is true, some employers also test job applicants’ I.Q. level or Intelligence Quotient. 

How do you feel about taking a personality and character examination as well as an I.Q. test?  More and more these tests are becoming part of the pre-employment screening process employers are using now.  A job applicant will feel much less overwhelmed if he or she is aware of what elements are involved in a particular job interview before the interview actually occurs.  This task can most easily be accomplished by setting up an information interview with Human Resources at the company the job applicant is interested in working for.

During the information interview, the job searcher can ask what qualities, experience and training is involved in the job.  And key here is the applicant can also ask if any pre-employment examinations are required as a condition of employment.  The pre-employment examinations could include a personality test and an I.Q. test.  It is possible to take tests like this online without having to divulge any personally identifying information, and the tests are free.

Part of the key to not feeling overwhelmed during a job search is to have a plan of action and to eliminate as many variables involving the unexpected as possible.  A plan of action and a job informational interview where the job applicant is asking the questions could help improve the opportunity of success in getting the next job.  

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