Do you doubt yourself or actively defend your rights?, Finding a job to do a test and being diagnosed with intellectual disability | Intelligence | Work

I originally only wanted to find a job quietly, but was diagnosed with mental retardation by my employer - this is a strange experience that a netizen has recently encountered.

According to this netizen's sharing, he was asked to take an IQ test during his job search for a certain company. After taking 20 minutes to answer the test questions, the result showed that he had "insufficient intelligence" and his job was rejected.

This experience has resonated with many netizens and made the topic # Finding a job diagnosed with mental retardation # trending. Under this topic, many netizens have revealed that they have also taken various tests such as intelligence and psychology in job hunting.

The test questions are diverse and difficult to predict

More than one netizen said that they were also required to complete a set of test questions within 20 minutes when applying for a job, but "they were so confused that they didn't look at the time and were still preparing to calculate with paper before it ended.".

Based on the sharing of multiple netizens, this type of test generally has a short duration and a large number of questions. Someone once took a set of IQ and EQ test questions, spanning forty to fifty pages, while applying for a front-end position in a company.

In addition to requiring high speed in answering questions from job seekers, there have also been some confusing questions during the test. For example, there is a question asking: Are you disabled? In addition to "yes" or "no", the answer options include "think you are but actually not" and "actually yes but think not".

Regarding the test results, some netizens said that they once doubted themselves after completing the test. But some netizens have high test scores, and the intelligence test results also score the left and right brain separately.

What is the reference value of job search tests?

What is the reference value of these various tests? Can a job search test really determine a candidate's intelligence, emotional intelligence, or mental health status?

Chen Yiwen, an associate researcher of the Institute of Psychology of the Chinese Academy of Sciences, stressed to the China News Agency that the job seekers cannot be judged only by the 20 minute test. There are various types of intelligence and psychological tests, and a single test may only reflect the applicant's insufficient abilities in a certain aspect. In psychology, many conclusions are relative and absolute conclusions such as "intellectual deficiency" are not made.

Mingming, the founder of Mingming Worth Technology Consulting Co., Ltd., has provided employment advice and guidance to thousands of job seekers. She stated that many companies currently use tests that are single dimensional, while people are multidimensional, and test results are also influenced by many factors:

Firstly, the focus of the test questions and company assessments may not match the job seeker's areas of expertise;

Secondly, the environment during answering questions, such as job seekers conducting tests in an extremely tense state of mind, can affect the test results.

For the result of being tested with "intellectual deficiency", it is clearly stated that there may also be a problem of the test being maliciously interpreted, because although the test questions are objective, the interpretation of the test results can be artificial.

Experts generally believe that a single test cannot comprehensively and objectively reflect the abilities, psychology, and intelligence level of job seekers. If a certain aspect of the ability is found to be insufficient, targeted improvement can be made, but there is no need to doubt or deny oneself.

How valuable is such a test for employers?

Mingming believes that based on their employment consulting and coaching experience, most small and medium-sized companies currently conduct intelligence, personality, and other tests during recruitment, while there are fewer tests conducted by large and well-known enterprises. This is because small and medium-sized companies in the start-up stage do not have rich experience in talent screening and can only pass some tests to assist in talent screening.

Is it legal to screen job seekers through testing?

Is it legal and compliant for employers to use intelligence, psychology, personality, and other tests to screen job seekers during recruitment?

Zhang Qi, a partner lawyer at Beijing Yingke Law Firm, told China News Service that psychological, personality, and intellectual tests are common entry criteria in the recruitment process, but whether they are legal or not depends on specific circumstances.

According to Article 16 of the Labor Law of the People's Republic of China, employers shall not refuse to hire workers on the grounds of race, gender, age, religious beliefs, disability, etc. Therefore, if the content of psychological, personality, and intelligence tests is unrelated to job responsibilities, or if the test results are used to discriminate against certain groups of people, it is illegal. However, if the test content is related to job responsibilities and the test results are used to evaluate whether the job seeker is suitable for the position, then it is legal.

Zhang Qi introduced that when encountering situations similar to being tested as "mentally disabled," job seekers can take the following measures to protect their rights:

Firstly, the employer can be requested to provide evidence and evidence of the test results, and to request retesting;

Secondly, objections can be raised to the employer and other evaluation methods can be requested;

If the employer refuses to retest or provide other evaluation methods, job seekers can file a complaint with the labor supervision department or seek legal assistance.