LEADERSHIP ALLIANCE RIPOFF TESTING COMPANY St. Louis Missouri

This posting appears to be written by a candidate who did not receive a job offer and not by a client company.  Clients generally seek us out or are referred to us by other satisfied clients, we do not just solicit business from companies we don't know.

While it is disappointing not to be selected for a job, it does not indicate that the testing process is flawed.  In fact, pre-employment testing helps companies select applicants who are the best fit for the job and organizational culture. 

This person referred to the test results indicating that the applicant was too positive and was surprised that we would not recommend a sales person that had a positive personality.  In many jobs, and especially in sales, a positive personality is definitely a desirable trait.  What we want to avoid though is those applicants who try to present themselves on the testing as more positive than they actually are.  While everyone wants to put their best foot forward when looking for employment, if someone overly exaggerates their strengths and downplays their weaknesses, the tests indicate that they are trying to create an overly positive impression.  When someone does this, it becomes very difficult to give an accurate read of the testing for the client company.

When this happens, we do sometimes ask the applicant to retake the assessments so we can get a true picture of their strengths and weaknesses, but always approach the subject delicately.  Our staff is never rude to an applicant and we do our best not to upset them.  We also do not charge the hiring company more money to have the applicant retest.

Ultimately, if the traits and characteristics indicated by the testing do not seem to match what the client needs in the position, they take this information into consideration along with their own interviews, reference checks and other applicant information to make the ultimate hiring decision.   Assessment results are just one piece of the puzzle in making a good hiring decision, but can add significant value over and above standard selection tools such as interviews and reference checks.