Although recruiters look at all the trait scores when they evaluate test
scores, certain characteristics are more important than others, says Jane
LaFlame, senior HR specialist. For example, whether or not applicants are
optimistic isn’t of great concern to her, but they are expected to rate a 9 or
10 on ethics to be seriously considered for the job.
"Strong ethics are critical for our industry," she says. "These tellers
are handling other people’s money." That means they are expected to answer
no to questions like "Do you think it’s okay to take home office supplies?"
She also looks for highly compassionate, moderately aggressive, somewhat
sensitive people. Each trait on the MindData test has a benchmark range based on
scores from the existing staff of tellers, and candidates are expected to fall
within that range. When an applicant completes the test, the answers are
automatically tabulated at the MindData Web site and LaFlame is given a report
about how the applicant ranks for each trait, along with a comparison to the
group norm.
She might consider hiring someone who falls just outside the benchmark range,
but she’ll proceed with a lot more caution. "The test is just one tool that
gives me an objective view of the candidates, but it’s not the sole
decision-maker," she says. Using their test results in the interview, she may
talk to candidates about their answers to certain questions.
"Most of the applicants are young and just out of high school. They may not
understand what’s expected in the workplace." The test questions help her to
understand their core values and set expectations. "Sometimes it’s just a
matter of teaching them what’s considered appropriate behavior."
Along with the personality test, LaFlame gives applicants a math test and
essay questions. Then she meets with them in person for a structured behavioral
interview. The combination of tests and interviews gives her a clear picture of
each candidate’s skills and motivations, and allows her to make the best
hiring choice. "At Randolph-Brooks, we want people to stay and move within the
organization. Hiring the right people is how we make that happen."
It appears to be working. According to LaFlame, 90 percent of the management
staff came from internal promotions. "Almost all of our managers were tellers
first."
Workforce, April 2002, p. 69 -- Subscribe Now!
= Member Only
ny teller who gets hired at Randolph-Brooks Federal Credit Union must first
take a 100-question personality test developed by MindData. The test asks a
series of questions that rate 20 personality traits, such as ethics,
aggressiveness, and compassion.
