i love where i work, but i saw a great opportunity at a different place and I applied. after the HR interview i had to take a personality test, one question said "you've made a big med error and the patient was not hurt."
Answer-pick one:
1)you won't self report because you dont want others to learn from this and get promoted before you for more knowledge.
2) you will self report or someone will find out you didnt & they'll never trust you.
3) you'll self report because you'd feel guilty if you didnt.
4) you'll self report because if your boss found out you didnt she'd yell at you.
another question was, you alway work harder than the other nurses you work with.
it didnt take long about 15 minutes. to answer all of the questions, but wow. they said IF dont pass i wouldnt get to interview further... odd test.
I dont really think i work harder than everyone, but if i put disagree it could look i'm lazy. how about an answer that said "we work as a machine-together "
I know that we all like to think that these types of assessments are bunk, but there is a ton of evidence that they aren't. If you want to do some investigation, this 'stuff' is called "Predictive Analysis" and it has been shown to be very effective for reducing job turnover and improving job satisfaction of new hires. The purpose is to ensure that the new hire is a good fit with the work environment and work group. Of course, it doesn't mean that knowledge and skills are not also very important...
Since nursing job tenure has been found to be a critical factor in patient safety, smart organizations are going to do everything they can to reduce turnover. So, my crystal ball says we are going to see a lot more of these in the future. But the snarky Crusty ol' Bat in me sees how ironic this is in many organizations... if they really want to ensure that the new hire is a good fit, they'd be looking for staff who are masochistic, have martyr complexes, and with eating disorders (no meal breaks).. .
These "personality tests" are really testing your integrity and honesty, not your personality. On most of these tests there is what they refer to as an "L-scale", which is basically an index of how much you are willing to lie to pass the test. If your L-scale is high you will fail the test even though you think you've been picking the answers that they want to see. There are certain questions, for instance, where a truly honest person would choose answer "B", but someone who is not being honest would choose "D". Retailers have used them for many years to screen out potentially dishonest employees and reduce "inventory shrinkage".
I would not be afraid of working for an employer who used one of these tests. Think about the people you would be working with. Would you like to work with someone who just made a major med error and didn't report it, then passed that patient on to you at shift change?
When I first started applying for jobs, I assumed there was a lying factor in there, which is why I tried to be honest. But when I retook it after my 6 months blacklist and lied my butt off, I passed and received multiple interviews.
However, there weren't any questions on it like in the OP. INo questions about patient care or
t was a personality test, not an ethics test. The purpose seemed to be to get a good fit for their culture - no clearly wrong answers.
well i couldn't answer like nclex cuz i didnt really understand the secret behind the question at the time, maybe, lol. the answer choices were odd at best. we'll see, they havent tossed me out of the hiring process yet. course i'll still have the physical part where you have to deep knee bend and carry boxes etc, i did that stuff for current job, lol. Sheesh, what happens when you're old & can't deep knee bend, i hope there will be a bunch of office nurse jobs for when i'm an old lady!
truthfully there's a part of me that doesn't feel like leaving my current job , it's such a learning curve when you're new, & there are always the mean nurses to contend with when you are new.
These "personality tests" are really testing your integrity and honesty, not your personality. On most of these tests there is what they refer to as an "L-scale", which is basically an index of how much you are willing to lie to pass the test. If your L-scale is high you will fail the test even though you think you've been picking the answers that they want to see. There are certain questions, for instance, where a truly honest person would choose answer "B", but someone who is not being honest would choose "D". Retailers have used them for many years to screen out potentially dishonest employees and reduce "inventory shrinkage".
I would not be afraid of working for an employer who used one of these tests. Think about the people you would be working with. Would you like to work with someone who just made a major med error and didn't report it, then passed that patient on to you at shift change?
Well even though they said they'd get back with me after they received my test results, I was never contacted. Today my job application on their website says "no longer under consideration" How sad, it would have been a great fit for me. It certainly isn't easy as pie regarding nursing jobs, the way people NOT in this industry think it is
HouTx, BSN, MSN, EdD
9,051 Posts
I know that we all like to think that these types of assessments are bunk, but there is a ton of evidence that they aren't. If you want to do some investigation, this 'stuff' is called "Predictive Analysis" and it has been shown to be very effective for reducing job turnover and improving job satisfaction of new hires. The purpose is to ensure that the new hire is a good fit with the work environment and work group. Of course, it doesn't mean that knowledge and skills are not also very important...
Since nursing job tenure has been found to be a critical factor in patient safety, smart organizations are going to do everything they can to reduce turnover. So, my crystal ball says we are going to see a lot more of these in the future. But the snarky Crusty ol' Bat in me sees how ironic this is in many organizations... if they really want to ensure that the new hire is a good fit, they'd be looking for staff who are masochistic, have martyr complexes, and with eating disorders (no meal breaks)..
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