Employee Testing: Making Recruiting Easier

We now offer exclusive test scores to help you get to get to know your potential employees and better understand their abilities.

Employees who have taken tests will have an icon next to their profile and the test results on their profile page.

IQ Test

As a part of our new testing feature, applicants may opt to participate in a Ph.D. certified intelligence quotient (IQ) test. You may view the IQ scores of those who participate in their applicant profiles.

IQ assessments are a measurement of basic reasoning and intelligence. Results are plotted on a bell-curve, with the average person scoring 85-115 points (with a higher score indicating greater mental capacity). Please remember that English is a second language for most of these applicants, and because the test is administered in English, their numerical score may or may not actually reflect the measure of their intelligence.

English Proficiency Test

Along with our IQ and DISC assessments, we offer jobseekers an English Proficiency Test. The results of this test will help you evaluate the verbal/written communication abilities of each applicant. This assessment is designed to test reading comprehension, grammar and word usage. It was created specifically for those who speak English as a second language.

The test is administered by a credentialed language academy in North America, and the results are exclusive to OnlineJobs.ph.

The results are ranked on a 14-level scale, giving you a precise idea of each jobseeker's language proficiency.

Proficiency levels:

("C2(Advanced/Mastery)" being the most proficient and "A1(Beginner)" being the least experienced)

  1. A1(Beginner)
  2. A2(Elementary)
  3. B1(Intermediate)
  4. B2(Upper Intermediate)
  5. C1(Advanced)
  6. C2(Advanced/Mastery)

Please keep in mind that different positions may require different English proficiencies. For example, a copywriter would require a much higher score than a web programmer. Be sure to evaluate jobseekers' scores and skills accordingly.

DISC Profiles

Along with IQ scores, we offer DISC profiles to help you get to know your potential employees. We understand that efficient employees are more than just technologically qualified; they are personally compatible with your company. Our DISC profiles are specially designed to help you find the best personality fit for your business.

Whether you are looking for a cooperative team player, an aggressive problem solver, or an organized creative thinker, DISC profiles outline each applicants' strengths, so you can evaluate their compatibility with your business goals.

Our new DISC profiles evaluates each applicant in four areas:

Dominance - Characterized by the following traits:

  • • Decisive.
  • • Problem Solver.
  • • Risk Taker.
  • • Self Starter

Influence - Characterized by the following traits:

  • • Enthusiastic.
  • • Persuasive.
  • • Optimistic
  • • Emotional

Steadiness - Characterized by the following traits:

  • • Team player.
  • • Steady.
  • • Predictable.
  • • Understanding.

Compliance - Characterized by the following traits:

  • • Analytical.
  • • Conscientious.
  • • Precise.
  • • Systematic.

Interpreting the results of a DISC assessment can be simple: the dominance of each trait is rated as a percentage out of 100%.

For example, an applicants' score may read:

Dominance: 20%
Influence: 5%
Steadiness: 15%
Compliance: 60%

Considering the above traits, this applicant may be a phenomenal analyst and fact finder with the ability to decisively solve problems. However, he/she may not be as efficient working in groups or thinking emotionally.

Depending on the demands of the position, different jobs may require different personality strengths as determined by the DISC assessment. With the results of DISC evaluations, you can easily decide which applicants are most suited to meet your needs.

Below you will find our suggestions of probable scores matched to their ideal professions:

PLEASE NOTE: Every applicants' DISC results will vary. The information below is a generalization, based on basic job demands. Please carefully evaluate the DISC scores of each applicant you consider- your needs may vary from our generalized suggestions.

Programmers Because of the nature of computer programming, a high "C" rating is recommended- programmers must be analytical and detail-oriented by nature, which can be determined by a high "C" score. The next important score to consider for a programmer may be their "D" score: independent self-starters are indispensable as programmers. Because programmers tend to work independently, a higher "I" or "S" score may not be as relevant as their "D" and "C" scores. Keep in mind: "I" and "S" scores are not disadvantageous by any means- the preferable employee is balanced and skilled in multiple areas. In the case of a programmer, it's advisable that the higher scores in the assessment lean toward the "D" and "C" areas.

Suggested Scoring for Programmers:

  • Highest Score: "C" - analytical and detail-oriented.
  • Second Highest Score: "D" - confident in work and self-starter.
  • Third Highest Score: "S" - some communication skills.
  • Lowest Score: "I"

Webmaster: A webmaster, or web developer, should also score highly in the "C" area. Because of the ever-changing nature of the Internet, there is a constant need to communicate with your developer, in order to adapt your content the needs of consumers. Given those circumstances, it may be preferable to hire a webmaster with a somewhat balanced "D" and "S" scores. A team-player is always easy to communicate with, and a self-starter is a must. Again- your applicant will most likely score in all DISC areas, and a balanced employee usually means balanced work. In the case of the webmaster, it is advisable to look for an applicant with a high "C" score, close to the same "D" and "S" scores, and some "I" score.

Suggested Scoring for Webmasters:

  • Highest Score: "C" - web development is a precise science and requires a systematically-driven mind.
  • Tied for Second Highest Score: "S" and "D" - scores should be similar- too much pull to one or the other may contribute to either communication or efficiency challenges.
  • Lowest Score: "I" - again, most applicants will score something in all DISC areas.

Content Writer: Content writers require more of a balanced DISC score than do webmasters or programmers. Content writers will be working very closely with you and interpreting your ideas into creative writing. A high "I " score accounts for creativity and a moderate "S" score should satisfy communication requirements. In order for your business to be viewed as credible, your content should be free of spelling and grammatical errors, making "C" an important score as well. It is important for a content writer to conform to your needs, as a result, the strong-willed "D" score may not be as requisite.

Suggested Scoring for Content Writers:

  • Highest Score: "I" - creative, emotional (ability to think like consumer).
  • Second Highest Score: "C" - professional and clean in writing (free of basic spelling and grammatical errors) and be analytical in their ideas.
  • Third Highest Score: "S" - open to communicating and willing to adjust to your needs and the needs of the consumers.
  • Lowest Score: "D"- Some self-starting tendencies and confidence are necessary.

Graphic Designer: Graphic designers are digital artists, so you may notice that many score highly in the "I" area. We recommend a somewhat balanced "I" and "S" score, to offset creativity and communication. Graphic designers should also be detail oriented, making the "C " score important as well. A moderate-to-low "D" score is preferable to minimize confrontation when it comes to communication (though some "D" score is good- it can indicate an applicant's motivation).

Suggested Scoring for Graphic Designers:

  • Tied for Highest Score: "I" and "S" - indicate creativity and good communication.
  • Second Highest Score: "C" - precise and clean in work.
  • Lowest Score: "D" - (some is necessary for motivation).

Project Manager: Project managers require a balanced DISC score. They should be efficient in all four areas; efficient worker "D," enthusiastic leader "I," good communicator/listener "S," analytical thinker "C." Your project may require a manager who is stronger in one area than another. A better understanding of each DISC trait will help you find a project manager who is tailored to your needs. Please study the DISC testing information shared in the link at the bottom of this page.

Suggested Scoring for Project Managers:

Well-balanced, in all areas. To learn more about how to find a project manager who is best suited to your needs, see the link below.

To understand more about the individual facets of DISC results and learn more about interpreting the qualities of your potential employees, click here.

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