The most common bad practice in multiple-choice testing is trying to trick test-takers. You’ve turned an inflexible, biased question into one that provides you with valuable information. Stop right here, get some coffee, and don’t send me any nasty-grams. You have to dig for them. Some people (even attorneys who should know better) vigorously deny that their organizations test applicants (pssst?interviews are tests!). After he gets out of the hospital, you invite the applicant back to take the same test a second time (with the promise of safe passage). When asking people to rate your question, you want to offer options ranging from bad to excellent to avoid bias. You keep them from explaining their own opinions. The bottom line? You’ve basically backed respondents into a corner. Should we fail candidates who could learn keyboard skills in a few weeks or months? The word “directly” means two things. Just because ice-cream sales and shark attacks are correlated does not mean that one causes the other. Interviews, for example, are notoriously unreliable. What about the confusion between correlation and causation? Human elements are seldom included in job descriptions or job evaluations. A typing test, for example, is clearly linked to jobs that require keyboard skills. If your organization still has a typing pool, the scores probably indicate the amount of work a typist can do. For example, what if in the question above about showering, you offered these choices: every day, 5-6 days, 4-5 days, 3-4 days and 1-3 days. The same people at two different times (test re-test reliability). If you look for support for the answer, the research is out there. It’s important to make it as easy as possible for someone to answer your question. Now?let’s discover whether your test is working for you. It also commonly includes words such as all, always, ever, and every. The job-match approach is scientifically similar to the “see what sticks” approach, except worse. Next step?.use it for hiring! It also applies to many popular tests used in training, especially ones that measure personality type. If you leave off “poor” as an option, you’ve biased the survey. If your objective is finding and filling, then you probably don’t. Here is a sure clue to wrong-headed hiring practices. Before you use this stereotype for hiring, ask yourself if all the people in the same occupation do the same thing, or do they all perform equally well? Do we know if applicants are physically unable to operate a keyboard? This is called “test-retest reliability.”. They all might be high performers but for entirely different reasons. Will he score roughly the same? The following are examples of bad survey questions. It’s a good idea to always include “prefer not to answer” in your answer choices if at all possible. Whether an organization uses verbal questions or written questions, they both have the same objective: to separate qualified applicants from unqualified ones before spending big bucks on salary, benefits, and potential lawsuits. It’s amazingly close to a one-in-six hiring ratio. Independent reliability studies show scores from a popular four-letter type-test tend to change from one time to the next. Last month? Another very common survey mistake, the double-barreled question, forces your respondents to answer two questions at once. I don’t know about you, but that sounds pretty good to me. Put another way, only about one applicant in six can demonstrate skills required for the job. It makes a big difference. Graduates of my exam-making course generally do very well on other people's exams, because once one knows how to write good examination questions … By results or by actions that lead to results? This often shows up as distractors that are confusingly similar to the correct answer. That is, can you trust the scores to remain consistent from one time to the next? You want to pose questions that are answered accurately and without any bias. \(Answers are given on the next page.\) The following are some suggestions of how to fix the problems of the survey questions found on the prior page. Predicting job performance means that a reliable test score is directly related to job performance. You want clear, concise answers, right? Individuals in the high-producer group could have used different skills to get there. Should You Reward Customers for Filling Out Your Survey? It goes like this. Second, the scores correlate with ratings. If they are not faking, is organization important to job performance? Reliability means the test delivers consistent results time, after time, after time. Everything starts with the human elements of job requirements and business necessity. Are you ready to get started with your free SurveyTown trial? (Most of our alumni go on to a second undergraduate degree or graduate work.) One of the biggest mistakes survey creators make is creating a question that leads respondents to give the “correct” answer. So what? By Dr. Wendell WilliamsOctober 31, 2007July 23, 2015. Leading questions negate your survey results, so you want to stay away from them at all costs.
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