-(This is my first post on MTs, so I'm not certain what to expect, however, I've been very impressed with the Podcasts thus far, so I will venture forward here.)-
Background: Recently I was engaged by a potential future employer and after a phone screen I was requested to take an online Psychometric Test. At the time when asked to login to do the testing, I inquired with the company's HR recruiter if I would be able to receive the results. I was told they would share them with me. This commitment was enough for me to move forward and take the online assessment.
I received an email a few days later informing me that I was no longer a candidate.
When I inquired with the HR recruiter about my test results, I was informed they would "not" share the results with me. Beyond the core integrity issue here, I put forward a question to other managers out there.
Thesis: If we as candidates for future employers are required to take Psychometric Tests, should we not be given a chance see the results? If not, doesn't this violate Stephen Covey's 5th rule, Think Win Win, or no deal?
Opinion: If employer's are interested in using Psychometric Test as a tool to discriminate against a "false positive" (Mark's Pod Cast in 2008), I'd argue that they are asking for us as candidates to give them an additional tool to use against our interest, which is to meet with the hiring manager and engage in a process of finding a fit.
I can't help but think of the parable of the master who teaches the dog to fetch a stick, just to be beaten with it.
Questions: What alternatives do we have with near 10% unemployment to request that the assessment be conducted after the first face to face meeting? How would you go about it, and is it reasonable or unreasonable to request? If so, why or why not?