Diploma In Counselling

Pencils down. Time to see if you're right for the job

Every year, air transport services operator NAV Canada receives a daunting number of online applications for one the world’s most demanding jobs: air traffic controller. The only requirements for the position are a high school diploma and Canadian citizenship or permanent resident status. As a result, the company receives more than 16,000 submissions every year, says Michelle Gauthier, national manager for candidate selection. To sort through such a large volume of applications, the company uses a series of screening procedures, including a personality test.

“The personality test looks at things like stress tolerance, flexibility, dealing with others, working independently and so on,” said Ms. Gauthier. It helps NAV Canada, a private, non-share capital corporation with 4,900 employees, select the most suitable 40 per cent of applicants to interview and put through a battery of other tests. Its training program “lasts upwards of two years and implies a significant investment for the organization,” she says. For a company where safety is paramount – it won last year’s Eagle Award from the International Air Transport Association – gauging the attributes of potential employees is “of significant value,” according to Ms. Gauthier

An increasing number of human resources departments throughout North America are relying on personality tests, also called pre-employment assessments. A recent American Management Association survey found that 39 per cent of respondents use them as part of the hiring process. The practice is growing in Canada as well.

“We have more people asking about them, and using them,” said Shawn Bakker, a psychologist at Edmonton-based Psychometrics Canada, a company that helped develop the NAV Canada test. And as David Towler of Creative Organizational Design in Waterloo, Ontario puts it: “We wouldn’t have been in business for 30 years – and the suppliers we deal with wouldn’t have been in business for more than 30 years – were there not a need for these types of assessments.”

Originally devised in 1919 to help the United States Army screen for recruits susceptible to shell shock, standardized personality assessments have not only grown in number – Creative Organizational Design, for example, carries over a thousand titles – but also in scope.

At their simplest, they “try to measure different traits that people have, that they would bring whether they’re at work or to any situation,” said University of Guelph professor Peter Hausdorf. “It gives you an extra piece of information with a candidate.

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