FAQ
Is the U-TEST industry specific? The U-TEST itself is about people. It indicates how the person will react to various situations. It is the test evaluator who takes the information from the employer and relates the needs to the specific person, to determine the fit and potential of the candidate. Because of its orientation towards the most essential basics, the U-TEST is applicable to all kinds of functions and all levels of education. The questions are easily understood by all. U-MAN has over 10 years of experience evaluating different jobs such as:
- general management
- administration
- sales
- human resources
- financial management
- secretarial work
- production
- management
- & much more.
How does the U-TEST differ from other tools? The U-TEST is empirical, not psychological. It is based on observation, common sense and empirical research in the field of highly productive people. The Test is in no way academic or theoretical—its results can be readily recognized. They are easily verifiable or provable by means of observation or experiment. Ask a few questions of the person, you'll know right away. Although on first appearance the test may seem similar to other tests, there is no comparison. Our system is essentially a service enabling you to ascertain and predict the capacity of the tested person. The most obvious difference is the results: 19 exact predictions out of 20 tests. THESE RESULTS ARE UNEQUALLED!
How do I get those results? It is absolutely vital that the U-SYSTEM evaluator knows the exact specifics of the position to be filled. He or she must equally be well informed about the way the tasks correlate with other parts within the organization. For instance, the specific circumstances of the work, the personality of the immediate boss, the corporate goals and the philosophy are of prime importance in order to evaluate. Knowing the challenges and risks of the job makes it easier for the evaluator to assess the candidate's capability to produce and fit in. Furthermore, it is very important to know the size of the company. A small business is usually better off with a versatile candidate than a large, well-structured organization that is offering jobs to more specialized persons.
What makes the U-TEST a productivity test? It is not sufficient to simply know character or personality. The most important factors to determine, in the selection and evaluation of candidates, are those related to capacity of productivity. The U-TEST is the sole instrument capable of deducing this vital information from such a small number of answers. The productivity of a person depends upon two main factors: a. Self-control and b. Control of environment. The U-TEST assesses those factors that are essential to master control of self and of one's environment, i.e. levels of energy, initiative, enthusiasm, assertiveness, accurateness, communication, self-confidence, honesty, ability to evaluate facts and/or situations, team building....
How extensive is the U-TEST? The U-SYSTEM determines the capacity to be productive. In response to the questions, each person tested reveals an idea of their specific solutions. These answers are compared to the requirements of the job, making each evaluation an individual, tailored assessment. Initially, the U-TEST was used universally as a personality test. Today, U-MAN uses it exclusively with business to compare relationships between the test results and specific jobs at all levels, including senior management. The U-SYSTEM distinguishes different types of sales people, to match them with the market they'll operate best in: wholesale; insurance; computer systems; customer services; retail; etc.
If I use a headhunters or references, do I still need the U-SYSTEM? In many countries, the law prohibits an employer to reveal certain facts about a former employee to a prospective employer. Also, most former bosses try to help their ex-workers with new jobs, making the use of references somewhat subjective and vague. Therefore, one cannot always rely on them and therefore should be very prudent with those. Furthermore, even if the information is correct, standards of evaluation as well as working environment differ from company to company. The same goes for headhunting. Just because a person was a top performer in a given organization is no ironclad guarantee that he or she will do an outstanding job in a new one too. Even the best headhunter doesn't know what you know when you use the U-TEST to predict capacity potential. Acquiring additional information through the U-TEST is essential.
Is the U-TEST only for hiring? The U-SYSTEM is an excellent tool for data gathering in any personnel circumstance. For instance if the question is, who really should be promoted? Or, should I spend money on additional training of this person? Annual performance appraisals reach a new depth using the U-SYSTEM. All career development of your personnel can be enhanced with the U-SYSTEM.
Where did the U-TEST originate? The original version of the U-TEST was called the American Personality Analysis, developed in the early fifties by JULIA LEWIS-SALMEN. British researchers later examined the possibilities of application in Europe. Today's version (a revision of the European one was developed by TOM MORGAN, who built up experiences in the USA as well as in Europe. It is Tom Morgan who created the training program for the professional evaluators of U-MAN. The field research and development of the current database of job profiles, started in Switzerland and later extended to all of Europe, and beyond. Today the U-TEST is available world wide in many different languages.
Should the test results be shown to the candidate as well as to the company? For U-MAN, ethics are based upon reason and evaluation of a given situation, not upon fixed moral codes. It is our prime objective to give service to our client: your company. The U-TEST sometimes reveals extremely painful personal traits. Not everybody can face that. We are not interested in distressing a rejected candidate. Each situation should be decided on its own circumstances. In internal use, we leave it to the discretion of the employer. There are instances where the person should be advised of the results, which we can do, with the intention of pointing out strengths and weaknesses and suggesting ways to improve. The usual procedure in such cases is to provide a full evaluation to the person and a general overview to any superiors requiring the information. Although we would never hurt someone intentionally, our ethics oblige us to refrain from withholding any important information from you. Therefore, even delicate information is given to you in plain terms.
When should I show the test results to the candidate? It is a matter of personal choice. We advise you to consult the U-MAN evaluator in this regard. While using the U-TEST for internal evaluation, it is obvious you would inform the tested person. However, it is important to advise U-MAN of this first. We will then prepare the detailed report in a more appropriate wording, with attention to recommendations and opportunities for further development. In select cases the U-MAN consultant will meet with the tested person for an individual evaluation.
Is the U-TEST adapted to our country? The U-TEST is being used worldwide. People are people, our specialty. A person's behaviour is indeed affected by the civilization he lives in. This behaviour is often reflected in the test. The critical factors that determine success or failure in a job are, however, basic and universal. This is an empirical fact.
Can a candidate falsify the test? Absolutely not! First, the questions are written in such a way that it is not evident to foresee the so-called right answer. For example, "Are you a slow eater?" There can be good arguments for all three possible answers (yes, maybe or no). Furthermore, the evaluation includes the verification of the consistency of the answers. One of the characteristics of the reliability of a test is that you also know when you don't know. We will tell you when the answers were not consistent. This in itself is already a contra-indication for the candidate. It is always likely the person will try to make themselves look better in answering the questions. This is expected, and has been taken into account.
Is the U-TEST complete in itself? What else do I need to make my choices? The U-TEST is only part of the overall decision making. For hiring purposes, it is in your interest to also check references, professional experiences, intelligence, education etc. For internal use, your observations as to their performance and the records should also be consulted. The U-TEST gives you 95% certainty about the most difficult and most important element in personnel matters, the CAPACITY TO PERFORM and INSIGHT TO PERSONALITY.
How do you keep the results confidential? By using the unique U-TEST identification numbers, you can keep the names of the candidates to yourself. We are therefore not in the position to develop a database with names to be traded. Unless you give instruction to the contrary, we never meet the person being tested. With U-MAN you don't run any risk.
Where do I start? We recommend testing all your staff as a first action when beginning a hiring project. This way, you will have a clear picture of your existing team and can decide just what capacity the person you are looking for will have to have. This is where we come in, with our specialists in evaluating capacity to produce. It takes only a phone call to get our experts on your team. Or you can contact us directly.
What positions do you specialize in? Since we can rely on the accuracy of the U-SYSTEM, we do not have to be not industry specific. Our specialty is people. You provide us with the specifics to the job. Then together with your knowledge of the skills required of the job, and our knowledge of how to get the right fit, we can get the right person for you.
Why does U-MAN require exclusivity? Our particular process consists of a custom search, where we do the advertising, actually physically bring the people in and do the testing. This can be very labor intensive. We don’t just collect and fire resumes at the client. We don't hang onto resumes more than a month. Our best results come from a search of a market rather than just stealing people from other companies. Exclusivity shows a commitment on our part to finding the correct person but on our client's part as well. Arrangements can be made for non-exclusivity depending on the circumstances. top
