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Campus to Career: Pre-Employment Testing
Safeguarding
Your Search | Your Public Self | Still
Searching?
Pre-Employment Testing | Success on the Job
| Business Protocol
Since employers often spend thousands of dollars on the recruiting process, many are now requesting that applicants complete an array of tests as part of the application process. These assessments, excluding drug tests, are usually administered after your initial interview and are used to “measure” some or more of the following competencies:
Customer Service • Teamwork Leadership • Intelligence Integrity • Reliability • Basic Literacy • Safety • Drug use • Honesty • Technical Skills • Problem Solving • Sales potential • Mechanical Aptitude • Verbal Ability • Math Ability • Job-related knowledge • Attitude toward technology • Ability to learn • Flexibility of thought • Assertiveness
The tests most often take the form or multiple choice, short-answer questions, or problem-solving tasks. There is no way to study and for some assessments there is no correct answer. Sometimes the tests are administered via a website or telephone, but generally they are given by pencil and paper.
Contrary to what you might have heard or believe, these tests are only part of the hiring process. The organization is not trying to trick you and does not use the results as the only criteria to make a hiring decision. You may be asked to complete one or more tests during the recruiting process. The most common forms of testing are:
- Psychological or Personality - Tests that attempt to measure a candidate’s preferences and general abilities
- Aptitude - Tests that measure I.Q.; employers use them to determine learning ability
- Drug Testing
More About Drug Testing
Drug testing is fast becoming commonplace in the selection of personnel.
While too expensive to be used in pre-selection of all employees, candidates
should understand that they may be asked to take a drug test. Questions
about civil rights have surfaced since the recent publicity about these
tests, but employers have established that it is within their rights
to see the workplace is free from hazards
The seriousness of a positive test result should not be taken lightly, since having this on a record may be very detrimental for future employment consideration. Policies in companies differ. Re-testing for false positive tests may be routine, and re-testing 60 days, six months or one year later may be allowed. Some companies refuse any retest and a rejection is permanent.
What can applicants do regarding drug testing?
- Ask for reasons for rejection.
- Report any prescription drugs or medications taken before testing.
- Know the policies on re-testing.
- Find out what type of laboratory testing is done to ensure fair and accurate procedures.
- Be aware that undue interest or reluctance to test may be interpreted negatively.
What should applicants not do?
- Attempt to smuggle in a drug-free sample... often "observed" testing is used.
- Plan to dilute sample at test site ... Many companies use the "Tidy Bowl" type colored disinfectants.
- Hope that enough time has passed since last usage. Learn the facts about residual differences and time spans.
- Hope the courts will rule against it before it becomes a problem for you.
Drug Screening Methods
Urinalysis (EMIT)
Enzyme Multiplied lmmunoassay Test Is the most commonly used urinalysis.
Detects the presence of chemical metabolites by mixing urine with a special
solution. If positive, a distinct reaction occurs.
Limitations: Indicates drug class only.
Accuracy: 95-97 percent accurate.
Urinalysis (Gas chromatography)
Usually used as an alternative method to confirm a positive result with EMIT
assay. Urine is placed on a chemically treated paper that shows the presence
of individual drugs in a distinct pattern and color.
Limitations: Specific for individual drugs. More expensive than
EMIT. Technicians need specialized training.
Accuracy: 98-99 percent accurate.
Blood
Chemical breakdown of blood specimen. Not widely used.
Limitations: More expensive and less convenient.
Accuracy: No more accurate than
urinalysis.
Saliva
Detects the presence of marijuana in the saliva. Developed at UCLA In 1984.
Limitations: Limited to marijuana.
Accuracy: Highly accurate. (Figures
not available.)
Hair
Scientists have discovered that hair contains a permanent record of chemicals
absorbed by the body. Test utilizes radiation to tell specific drugs and
when they were consumed.
Limitations: Still experimental. No products on market.
Accuracy: Highly accurate.
Electrode
The Verilas 100 Analyzer measures the influence of specific drugs on the balancing
mechanisms of the body.
Limitations: Still being tested.
Accuracy: 99 percent accurate.
ADMIT
The ADMIT SYSTEM claims to measure brain waves for drug Influence
Limitations: Available on market, but still in prototype stage.
Accuracy: Highly accurate.
Sources: Do It Now Foundation, TIME and Insight
magazines.
Questions, comments? Email us
at ucs@unc.edu
919-962-6507
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