What test (verbal, quantitative, logical, IQ, aptitude,skill,drug,polygraph) do you consider irrelevant to hiring and why?What test (verbal, quantitative, logical, IQ,...

What test (verbal, quantitative, logical, IQ, aptitude,skill,drug,polygraph) do you consider irrelevant to hiring and why?

What test (verbal, quantitative, logical, IQ, aptitude,skill,drug,polygraph) do you consider irrelevant to hiring and why?

Expert Answers
Ashley Kannan eNotes educator| Certified Educator

I think that it should be noted that employment should not be contingent on one exam or assessment.  Choosing someone for a position should be a decision taken on a variety of criteria.  Having said this, I think that the polygraph test is not very reliable.  It is accepted fact that the polygraph is not reliable.  In the legal system, a polygraph test is not considered as valid evidence primarily because it can be "duped" and the test subject can defeat the test.  Bearing this in mind, a person seeking a position could find a way to manipulate such an exam.  The other forms of external assessment could be content based, linked to performance.  I suppose I feel that the purpose of the polygraph would be to find out if someone is telling the truth.  If a prospective employer wanted to ascertain this information, checking references or conducting research on the candidate might be more effective.

readerofbooks eNotes educator| Certified Educator

This question really depend on what job you are speaking of. If the person is doing some gardening for you and cleaning, a person's SAT scores would hardly matter, but if you were hiring someone to do calculation intensive work, then anything that measures math skill would matter greatly. And if you were hiring someone to manage money, then some sort of test that measures honesty would be appropriate. In short, the job will determine what test is best.

With that said, I think that there are two things that all good workers have. The first is competence, or general intelligence. You can get a sense of this through an interview or some face to face time. The second is a good heart. This is harder to come by, since people are complex. But if you can find someone that is competent and has a good heart, you have a winner.

pohnpei397 eNotes educator| Certified Educator

I generally agree with the first answer in that I agree that the answer to this question depends a great deal on what job we are talking about.

The one that I would consider irrelevant in every case, however, is an IQ test.

There are numerous issues with IQ tests, including the suspicion that they may be culturally biased.  It is also not clear that they truly measure intelligence.

Finally, my opinion is that a generalized test of intelligence is not particularly likely to be fine tuned enough to test whether a person will be good at any particular job.

e-martin eNotes educator| Certified Educator

The IQ and polygraph tests seem most irrelevant to me. There are certain skills and intelligence types that will be applicable for any job, but the ability to score well on an IQ test is not necessarily going to predict those specific skills or those particular intelligence types.

Also testing for honesty seems almost contrary to the process of a job application and interview. We want to hire honest individuals, sure, but an interview is a performance and in most performances there is a degree of dishonesty and "truth bending" required.

brettd eNotes educator| Certified Educator

An IQ test would be the most irrelevant in my opinion, in that it is such a blunt instrument to measure intelligence.  It does not suggest that intelligence or lack of it will translate into good or poor job performance, or specify which kind of intelligence a person possesses.  Maybe someone would make a great nuclear physicist, but cannot manage a staff.  Which job do you need him for?  How does an IQ tell you which they are qualified for?

krishna-agrawala | Student

Verbal, quantitative, logical, IQ, aptitude and skill test are all relevant for hiring as these enable the recruiter to ascertain knowledge, skills and some aspects of personality of the candidate being considered for employment. However, the relevance of each of these technique depends on the nature of job for which the person is being recruited. Policies of individual companies also have substantial influence on the specific tests used by a company.

If we stretch our imagination, it is possible to justify the utility of drug  and polygraph also for recruitment. But these are not used. Drug tests could have been useful if these could detect if a person is a drug addict, but these tests only tell if a person has taken some drugs in for a specified period in recent past. A more common approach used by many company is to include a medical test to ascertain the general level of health of individuals.

Polygraph test are highly specialized techniques used to detect if a person is speaking lies, which find application in dealing with criminals and spies rather than for establishing the truth of statements made by ordinary candidates for employment.