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Fit for Hiring? It's Mind over Matter
I. Members of America's professional and managerial classes have always left college confident of at least one thing: they had taken their last test. From here on, they could rely on charm, cunning and/or a record of accomplishment to propel them up the corporate ladder.
II. But that's not necessarily true any longer. A growing number of companies, from General Motors Corp to American Express Co., are no longer satisfied with traditional job interviews. Instead, they are requiring applicants for many white-collar jobs - from top executives down - to submit to a series of paper-and-pencil tests, role-playing exercises, simulated decision-making exercises and brainteasers. Others put candidates through a long series of interviews by psychologists or trained interviewers.
III. The tests are not about mathematics or grammar, nor about any of the basic technical skills for which many production, sales and clerical workers have long been tested. Rather, employers want to evaluate candidates on intangible qualities: Is she creative and entrepreneurial? Can he lead and coach? Is he flexible and capable of learning? Does she have passion and a sense of urgency?
IV. How will he function under pressure? Most important, will the potential recruit fit the corporate culture?
V. These tests, which can take from an hour to two days, are all part of a broader trend. “Companies are getting much more careful about hiring”, said Paul R. Ray Jr., chairman of the Association of Executive Search Consultants.
VI. Ten years ago, candidates could win a top job with the right look and the right answers to questions such as “Why do you want this job?” Now, many have to face questions and exercises intended to learn how they get things done.
VII. They may, for example, have to describe in great detail not one career accomplishment but many - so that patterns of behavior emerge. They may face questions such as “Who is the best manager you ever worked for and why?” or “What is your best friend like?” The answers, psychologists say, reveal much about a candidate's management style and about himself or herself.
VIII. The reason for the interrogations is clear: many hires work out badly. About 35 percent of recently hired senior executives are judged failu