TechWhirl (TECHWR-L) is a resource for technical writing and technical communications professionals of all experience levels and in all industries to share their experiences and acquire information.
For two decades, technical communicators have turned to TechWhirl to ask and answer questions about the always-changing world of technical communications, such as tools, skills, career paths, methodologies, and emerging industries. The TechWhirl Archives and magazine, created for, by and about technical writers, offer a wealth of knowledge to everyone with an interest in any aspect of technical communications.
It's been a few days since your post ... have you received your Caliper
results yet?
I have taken the Caliper and, in my past life as a recruiter, I had to
administer it. [DISCLAIMER: The following info is in no way supportive of
the product or the process -- I'm just stating the facts.] We gave the
Caliper to candidates after we'd picked our 2-3 finalists for a position. It
was $100+ (I don't remember exactly -- this was 1998), so we used it
sparingly. I saw the results but I didn't evaluate them -- that was the job
of the hiring manager.
Unless it has changed in the past 6 yrs, the Caliper is a bit different from
other personality tests: the test administrator submits the job
duties/responsibilities of this person's position, and Caliper compares
these duties/responsibilities to the candidate's answers, giving feedback on
how the candidate would succeed or fail in this particular position. The
results were usually a 2-page synopsis of the candidate's strengths and
shortcomings, all as they related to the position. (The administrator also
indicated whether the test-taker was a candidate or a current employee -- if
you're an employee, the results are aimed at you, telling you what you can
work on, instead of telling the boss whether you're fit for the job.)
I took it as an employee and my results stated, for example, that I have
good judgment, which (according to Caliper) would be important when
selecting candidates for positions. It also told me that I have a tendency
to be aggressive, when I should try to be assertive instead (which I've
noticed is true).
Do I think it ever helped in the selection process? Not really. Did the test
ever disqualify someone? I remember a sales person being pegged by the test
as introverted, and therefore was nixed. (But if this was a problem,
wouldn't it be apparent in the interview?!) Would I ever use it if it was my
choice? Absolutely not, especially not for a technical position. I've
certainly worked with my share of Miltons (with their favorite staplers) who
have been great programmers. But I did find it interesting to view my
results. So John, let us know if yours at least have some comedic value.
