Ask the expert: Trust broken after test

Q: I recently applied for a position within my company. The HR manager told me that if the organisation found the short-listed applicants were very close, they would be asked to undertake a psychological test as part of the selection procedure, as it would help ensure the best appointment.

I learned that I was the only candidate and approached the HR manager to ask whether the test would now be necessary. He said that he would like me to take it anyway, as it would help direct my future career with this employer.

He gave me the test and then the HR manager gave me my feedback (which seemed pretty negative) at a meeting with my own manager, who added examples to show how the test results were true.

I now find that the HR manager is saying to me in meetings with other people that I do not have certain qualities, like loyalty or honesty. I am not sure about the way the test has been requested or used.

A: Tests can be used as part of a selection process, and provide some information about a candidate's aptitude or personality than can be used in conjunction with performance records, interviews and references, to make a judgement.

The best tests, if carefully matched to job requirements, can help with the selection process. The tests are designed for a specific purpose, and must be carefully administered by someone trained in their use - generally a registered psychologist.

Few employers meet the standards required, however, because few employers actually assess the personality and skill requirements for good performance and evaluate the effectiveness of tests in predicting it in their job or context. The effectiveness of tests, overall, can be pulled down by misuse and misunderstanding, which seems to have been an issue in your experiences at work.

It's not clear from the information you have provided that the test was used appropriately. You can check with the NZ Psychologists Board to see if your HR manager is a registered psychologist, and a library or internet search will allow you to find out more about the test and how the test is supposed to be used.

Generally speaking, the types of broad-brush qualities that your HR manager is describing are not measured with great accuracy or preciseness by a standardised test.

Further, test results are private information. It's fairly clear that the information is being used for a purpose other than what was disclosed to you, and is certainly being disclosed more broadly than you would have expected, or than is professionally reasonable. You might contact the HR manager in writing and let them know that you believe that this information is private and confidential and expect them to treat it this way. Having your manager there to give examples to support the test results is a bit odd, and may be another disclosure that you didn't expect.

You might expect this form of feedback - with specific examples - if you'd had a 360 degree review, where a broad range of people provide feedback and examples, but not with a psychological test.

The use of examples can be good practice, if the person providing them is very knowledgeable about your skills and abilities, and can provide a balanced and constructive view. This doesn't seem to fit with your experience.

If you find that the test has been inappropriately administered or feel that you were misled into taking the test, you might ask that it be removed from your personal file and to check it from time to time.