BULLSHIT! I will not bother even comparing the two.
My compliments for walking away from these kinds of abusive hurdles. Such employers undoubtedly think what they’re doing is a clever “pre-assessment” of job applicants. That is, they want to assess whether it’s worth their time to meet and assess you. They lay the burden on you, while they avoid putting their own skin in the game.
My guess is they add this step because some HR consulting firm charged them a bundle for “best methods” in recruiting. But there’s nothing “best” about abusing the job candidates those same employers complain are in short supply! Talk about trying to appeal to a candidate!
Job assessment tests come in many flavors. Tests and assessments can be useful tools for employers and job seekers. But more often than not, they’re misused. Some assessment methods are transparently ridiculous and unreasonable — and they’re not assessments at all. They’re bogus.
I think the way you’re dealing with unreasonable demands is just fine. And I don’t think anything you say to employers or recruiters is going to make them stop insisting that you jump through hoops, participate in totally one-sided “interviews,” and do free work. These employers have established a policy and a process. You’re not likely to change any of it. But it may be fun to make a point to them — a point that may hit home after they lose lots of good job applicants to their competitors.
An interview is called that because inter- means between, mutually, reciprocally, together — not one-sided. I’m looking for a good employer, and that means one that respects me enough to invest time together and reciprocally. I don’t jump for treats. Do you really have so many great candidates that you can afford to ask them all to do tricks before you’ll interview them? I’m ready to interview you if you’re ready to interview me.
HR is just a scam run by cretins. Why they would want to exclude cretins from their workplace eludes me. If they excluded all cretins, there would be no HR left! Oh, I get it. Having gotten themselves in, they then want to exclude all potential competition.
And personality tests are a pseudo-scientific scam too. They are generally proprietary tests, pushed by the companies that publish them, and marketed to HR departments as the ultimate tool for their hiring decision making. Yes, the scammers are scamming the scammers.
And more and more companies, at least as far as the HR departments and management go, don't seem really to give a fxxking rat's ass if employees are actually, you know, competent and good for doing any useful work. All they care about any more is getting a crew of sycophantic ass-licking yes-men and yes-women who can all get along with Pointy-Haired Boss.
The Harrison Assessment personality test is one such. It's just so much drivel, but apparently a whole shit-load of employers and HR people have been duped into swearing by it.
Why do they do this?
You know such jump-through-the-hoop job assessments are inappropriate and usually offensive. So do I. Why don’t employers know it?
It’s pretty simple. These are employers that don’t know how to recruit job candidates. They want you to do the work, preferably with no investment on their part. These employers want you to incur costs before they do. They want you to pay for hiring managers’ (and HR’s) ineptitude. They’re all telling you one thing: “You don’t want to work here because we have no idea how to hire.”
What are the most ridiculous or offensive assessment tests you’ve been asked to jump through? How have you responded? Is there a way to say no that keeps you in the running? If you’re an employer, how do you justify asking candidates to perform — before you invest any time in them? (That’s not a loaded question. I’d really like to know.)
Okay, you probably know or not sure what is the term Chinaman referring to. Rather than defining what is a Chinaman company in definition or statement method, the list below is the practice of a common Chinaman company.
A so-call chinaman company might no cover all the traits above. No doubt any company out there might intentionally or unintentionally practice on any of the bad practice listed above, but if a company got more than half of the traits above, it's definitely a chinaman company, even if the boss is not from China or is a Chinese. The term is referring more to the mindset rather than practice anyway.
I have seen many good example of people working under chinaman company, also heard lots of complain, dissatisfaction, and grudge according to their experience and what they see & face daily. In the end, it's all comes up to one thing: They are getting really unhappy about their work, and it's directly making their personal life tough because they are not happy at all. Furthermore, what they earn in the end is minimal. Many people work for money, but if you can get find a better company, you can earn more money when the company is not so stingy and you might get more extra benefits.
Understanding this, a lot of people that I know only stay a short while with the chinaman company and they definitely won't consider any good memory when leaving the company. But still, many people choose to continue staying with the chinaman company despite how much complain and dissatisfaction they had. The common reasons I heard are these:
Although I'm strongly disagree on all the given reasons above (especially the last one), and I consider the common reasons that I heard to continue staying in a chinaman company is not considerable and reasonable at all, i would not say that the reasons are not true at all.
Having said all these, my professional opinion will be - CHANGE. Most often than not, it reflects back to your initial intention of working. If you work for money, and you feel your current pay is more than enough to survive, please go ahead. But if you are a career person, you might want to sight for alternative environment, whereby you will be given opportunity to excel, in terms of monetarily and knowledge expossure. Believe me, you will never know until you make your first step, out of the small tiny well you are currently hiding in.
Reach me, to discuss about job opportunities. I keep good contacts with renowned industry players. The CEO’s or MD’s will be much willing to spend a cup of coffee with me if I am able to introduce a couple of good candidates to them. At SAM Consulting, we are not a bunch of money making machines, we help people at large, in advancing their career and to select what is utmost important for them in business.
Ever wondered how much have you spent on your ISO 9001 Certification?
Let me calculate for you:
Total Man Days = 21
Total Money Spent = Training - 4 x RM 4,500 = RM 18,000 ; Consultancy - 17 x RM 2,500 = RM 42,500
Total Sum = RM 60,500
Having paid all these, you engage certification body to conduct external audit. Congratulations if you have passed the audit and obtained certification. What if this is not the case? Having a few NC's (non-conformance) in your audit findings? Having said that, again you engage the consultant to assist you in mitigating the corrective actions. You pay them the consultancy fees of RM 2,500 a day (which they will probably quote you 2-3 days) having you to spend another RM 7,500 as a result.
Let's throw in a hypothetical situation. Is that the yardstick of an ISO 9001 Certification whereby you have to spend at least RM 60,500 to obtain your certification? What if, someone is telling you, they can get the job done with only one-third of the above price?
Yes, one-third of the price. Which means, RM 20,000 until you obtain your ISO 9001 certificate. Corrective action? Non-conformities? No worry, we will do it for you at no cost (most of the time this is not needed since we deliver good job).
Having said that, why waste unnecessary monies just to obtain an ISO certification? Apparently, most consultants outside are charging an exorbitant sum and trying their best to justify the yardstick. But in SAM Consulting, we roll up our sleeves and work collaboratively with our client to deliver the best possible value for their investment and in doing so we build an inseparable relationship with our clients by understanding their needs and delivering solutions that they truly value.
Do spend the remaining RM 40,000 to upgrade the skills of your employees. An example will be investing money in the Lean Six Sigma programme to maximise yield output and minimise unnecessary wastages.
Before I stop writing, it reminds me of the coming festive Chinese New Year celebration. On top of all, I am throwing in a 10% discount for those who have read my article. Which means, you are only paying RM 18,000 to journey your ISO 9001 Certification. Call 03-7624 5435 or email us at email@example.com indicating you have read my article.
SAM CONSULTING MALAYSIA