Mark Rogers

 Several years ago I was doing some work for a manufacturing company. This company was completely overhauling its hiring process for their entry-level assembler positions. During the initial phase of this project, I met with a lot of front-line supervisors to learn about the assembler positions. I also used these meetings as an opportunity to discuss the implementation of a new testing and hiring procedure. One supervisor provided me some memorable advice. I’ve paraphrased his suggestion below:

We should ask applicants to make a bowl of cereal. I want to know if a person can figure out how to take down the box. Open the box. Take out a bowl. Pour the cereal in the bowl. Pour the milk. Use the spoon. I’m not even kidding. We have people that work here that I doubt could make a bowl of cereal. No common sense. They can’t follow the simplest directions. We do everything for them. They don’t know and don’t care.

We did create a testing process that measured the competencies necessary to be an effective assembler at this company. (No, the hiring process did not include a bowl of cereal.) This supervisor’s comments reflect the desire and reasoning that motivates supervisors to create their own pre-employment tests. Supervisors want reassurance that the people hired for their team have the basic skills and aptitude to meet the job requirements. They don’t want a person on their team that can’t figure out how to make a bowl of cereal. Many supervisors work for companies that don’t have a well-designed or structured selection process, so they take matters into their own hands. I have seen my fair share of homegrown, supervisor created tests over the years. Some of them are well thought out, job relevant, and seemingly effective. I appreciate the initiative of these supervisors and their desire to add a little “quality assurance” to their company’s hiring process. However if not done correctly, which is often the case, supervisor created tests can be more of a problem than a solution. In fact, more than likely you will have an inaccurate, unreliable testing process with increased legal risk. Below are 5 things to ask about your homegrown, supervisor created test:

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