Interview Aptitude Test? Cancel The title field is required!

1. Matt Dutkiewicz

   

   0 posts
   
   1/29/2016 6:01 AM

   That title may be a little misleading...Wondering if anyone has ever used an aptitude test of any kind when interviewing Asst candidates? Thinking about putting together a few questions, just to make sure candidates are on the right track. Our course, while a very nice, well maintained and fun-to-play course, is not able to attract top level candidates, as we are a very low budget, park district course. Wondering if anyone has done anything like this before, and if you wouldn't mind sharing your questions?

   
   
   
   
2. Andrew Cross

   

   5 posts
   
   1/29/2016 8:01 AM

   Just talk turf with them. You should be able to better gauge it by talking with them instead of testing them. Ask them about turf varieties (throw some Bermuda, Zoysia, Kikuyu, etc at them although they obviously don't apply in Rockford).
   
   Ask about chemicals used, throw ai names at them not the Trade name (ie, trinexipac-ethyl instead of primo)
   
   This should help you get an idea of where they are at turf education wise. It won't however tell you about their work ethic per say, although if they claim to have to turf school and have little to no turf knowledge they may have skated through and not put in the study time.
   
   Maybe reach out to a few turf professors for some turf 101 quizzes. I'd start with Branham (Illinois), Christians (ISU), and Rogers(MSU).
   
   Good luck filling the position as there seems to be a shortage of assistants right now.

   
   
   
   
3. Michael Vogt

   

   2 posts
   
   1/29/2016 8:01 AM

   Matt:
   
   Not saying it's right or wrong for all situations but the attached is something I have used in the past to determine personality types. It may be useful.
   
   Sometimes it's better to hire the correct type of person and train them accordingly.
   
   My best, Mike

   
   
   
   
4. Matt Dutkiewicz

   

   0 posts
   
   1/29/2016 9:01 AM

   Thanks Guys!
   Andrew - I think that is definitely the approach to take. Our candidates most likely wouldn't have that depth of knowledge, if they knew that chlorothalonil was a fungicide, I'd be pretty excited. But i like the approach.
   Michael & Andrew - Very hard indeed to gauge work ethic and values, luckily I have been contacted by other Supts and Vendors to speak in favor of some candidates and their character/abilities. To me, this is invaluable, as some people interview very well, but dont show up in real-life, while others struggle in interviews but are rockstars in real-life. If there are multiple candidates with equal scoring via references & interviewing, it might be cool to have some sort of aptitude check to help differentiate between them. Then again some are better test takers than others. At this point I'm just ecstatic to have options for an open position. Thanks again guys!!

   
   
   
   
5. Gary Carls

   

   20 posts
   
   1/30/2016 8:01 AM

   Matt,
   
   I always tried to make a trip out on the golf course for about an hour or so a part of my interview process. It was amazing how much you can find out about a person and how they will fit in with you and your staff in that short time. It also allows you lots of time to discuss how your operation runs and how much they recognize about various turf issues as you see them out on the course.
   
   Good luck with the interviews.

   
   Gary K. Carls, CGCS, President - Oakland Turfgrass Education Initiative
   
   
6. Troy Alderson

   

   0 posts
   
   5/2/2016 12:05 AM

   Matthew, look into the MBTI assessment. I created four questions based on the eight choices to simplify the test to determine a candidates personality type. It helps me understand who they are and how they like to work. We are all different and we do not want the same personality types working together. Variety makes the world go round. The assessment also helps them understand me as their Superintendent.
   
   

   Matthew Dutkiewicz said: That title may be a little misleading...Wondering if anyone has ever used an aptitude test of any kind when interviewing Asst candidates? Thinking about putting together a few questions, just to make sure candidates are on the right track. Our course, while a very nice, well maintained and fun-to-play course, is not able to attract top level candidates, as we are a very low budget, park district course. Wondering if anyone has done anything like this before, and if you wouldn't mind sharing your questions?

   
   
   
   
7. Stephen Ravenkamp

   

   1 posts
   
   5/2/2016 10:05 AM

   One thing I would caution against is test bias. We are golf supers, not biometric scientists. Even the best tests have bias, and ones we might develop in house have even more bias; usually enough to make them scientifically invalid. I applied once to a course where I was given a "professional aptitude" test even before I talked to anyone. I found many of the questions slanted toward a particular way of doing things rather than being an empirical judgment. In my opinion, you can learn a lot more about a persons knowledge and "organizational fit" if you take the time to tour the golf course with them than you can from any test.
   
   Steve Ravenkamp, CGCS
   Apache Stronghold Golf Resort

   
   
   
   
8. James Schmid

   

   1 posts
   
   5/2/2016 1:05 PM

   Is anyone really getting enough applicants for assistant positions that they have the luxury of disqualifying applications based on a personality test?

   
   
   
   
9. Troy Alderson

   

   0 posts
   
   5/2/2016 6:05 PM

   That is very true Stephen and great point, be careful. But if you look at the MBTI "test", it is unbiased. MBTI is asking you a question which points your answer to one side or another, "E"xtravert learning or "I"ntrovert learning to start with. When I ask the questions, I let the candidate know that this has no bearing on whether I hired them or not. It just to let me know what kind of person they are. I also let them know I have all different types of personalities working for me. The last person I hired was an initial ISFP like my wife and like another employee I already have. I have asked him to take the full assessment to confirm my questions. The questions were not biased at all because they were not leaning towards a certain type of person.
   
   

   Stephen Ravenkamp, CGCS said: One thing I would caution against is test bias. We are golf supers, not biometric scientists. Even the best tests have bias, and ones we might develop in house have even more bias; usually enough to make them scientifically invalid. I applied once to a course where I was given a "professional aptitude" test even before I talked to anyone. I found many of the questions slanted toward a particular way of doing things rather than being an empirical judgment. In my opinion, you can learn a lot more about a persons knowledge and "organizational fit" if you take the time to tour the golf course with them than you can from any test.
   
   Steve Ravenkamp, CGCS
   Apache Stronghold Golf Resort

   
   
   
   
10. Thomas Janning

    

    0 posts
    
    5/2/2016 8:05 PM

    I usually started in office then out to equipment bay followed by chemical room then fertilizer storage area. If this stroll doesn't promote conversation and questions showing interest then I had my feel for the candidate.

    
    
    
    
11. Melvin Waldron

    

    43 posts
    
    5/3/2016 10:05 AM

    Thomas Janning said: I usually started in office then out to equipment bay followed by chemical room then fertilizer storage area. If this stroll doesn't promote conversation and questions showing interest then I had my feel for the candidate.

    
    
    Do you do this for an assistant position, your full time positions and/or your seasonal positions?
    
    Thanks!
    
    Mel

    
    Melvin H. Waldron III, CGCS, Horton Smith Golf Course, City of Springfield/Greene County MO