Selecting Employees

how tests strengthen and simplify the hiring process

To: Bill Cottringer, Human Resources Manager

From: Van Sloan, SQ author

In my comments on your article on interviewing for managers, I suggested that tests be an important part of any selection process. Unfortunately, my SQ approach doesn't usually apply, because it requires that job applicants know each other to some extent. But many other tests of emotional intelligence could be used effectively.

One such test is at - see the one on Emotional Intelligence. Because it is in beta testing, that test is currently free over the Internet. It is a forced choice questionnaire and seems designed for candidates for managerial positions. A major advantage of using such an instrument is that no interviewer bias can creep in. Giving it, along with an IQ test, would provide on applicants some useful, truly comparable data on all three success components. Such testing requires little personnel time on the part of the hiring firm. Only the top candidates winnowed out from such tests would need to be interviewed. Their answers to some of the EI test questions might be useful starting points for further probing into their suitability for the particular position being filled.

As useful as tests such as those at may be, they all suffer because test takers will slant answers - and in varying degrees. This test taker bias towards giving answers that make one look good is a major problem with virtually all psychological tests. To my knowledge, only the SQ approach and IQ type tests avoid this self bias AND come out with a easily understandable number that sums up an individual's ability in a certain area. 360-type evaluation systems also avoid the self-biases of the subject, but their results are hard to analyze numerically, especially from one subject to another.

The need to have a group for doing SQ type surveys is one reason I have worked so much with schools. Educational institutions are also involved in the teaching of skills, which comes up naturally after SQ results are given out. (I have not done much in the teaching of likability skills.) In addition to measuring likability, I believe that the SQ approach can apply to the testing, without self-bias, of determination, integrity, and many other traits important to success. See

Go to: Using SQ results in employment

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