Test for new hires?

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mark henderson

mark henderson

Senior Member
Location
Leander Texas
I am putting together a test or quiz for new hires. Does anyone else do this and what are some good questions for a residential only shop. I might also give the test to a helper who feels he has advanced.

Thanks Mark
 
What is your intent? Are you seeking evidence of knowledge, or evidence of the ability to take a test? Are you seeking to verify an adequate command of the English language? Are you seeking to verify an adequate command of the language and terms of the electrical profession? Are you looking for a good reason to hire the person, or a good reason not to? Are you looking for proof that the experience claimed by the candidate was real? Are you looking for evidence that you can trust the person to work independently? Are you looking for evidence that you can trust the person to communicate clearly, and politely, with your customers?

And the biggest question of all:

Are you prepared to face the possible consequences of a person having taken the test, and having not being hired, subsequently claiming that the test was prejudicial against him or her in some real or imagined way?
 
HUmmm? Maybe I need to re-think this a little bit.

I am trying to see there knowledge of residential electrical. That way I know how or were to place them in the field. Really I am looking to prove all the items you mentioned.

Now that last one is a very good point.

Mark
 
Which day of the week is payday?

A. Monday
B. wednesday
C. Friday
D. None of the above

Shi__ rolls in which direction?
A. Up hill
B. Down Hill
C. Doesn't roll
D. Doesn't Matter

The Boss is a ______________( Fill in the Blank )
A. Real nice guy
B. Good sport
C. Saint
D. SOB

This test has worked for the plumbing industry for years and may be of some help.

No offence to any plumbers out there this is just an old joke.
 
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It is common here to be tested before hiring. My first electrical job I was tested and feel it is a good gauge of mechanical ability, not necessarily electrical skill. Also helps determine pay scale.
 
mark henderson said:
I am putting together a test or quiz for new hires. Does anyone else do this and what are some good questions for a residential only shop. I might also give the test to a helper who feels he has advanced.
Thanks Mark
Click to expand...
I would make a small hands on test, if you have the room, with a couple of three ways and a 4 way switch. I have found if a residential electrician can do that its a great start. I have had so many come to me and say they can wire a house with no problems. If I ask them if they could wire a three way or four way they stutter and say they are a little rusty on them. That lets me know a lot.
 
A hands on room would be great idea. I am also going over some hot check trouble shooting questions as well. I am keeping in mind there are many options for this but I think it would show me were they might start looking.
Mark
 
I don't think tests are out of line.
It is reasonable to require that someone in the trade can read and write, do basic math and have a basic understanding of science, and be able to evidence it.
For advanced requirements, how can you know the potential employee can perform the tasks required if you don't test them?
Can you read a blueprint?
What does this symbol mean here?
How about geometry? Please lay out a 4 inch offset and bend it in that there piece of 3/4" EMT.
It isn't like you are hiring someone to wash cars, which I am sure is a challenging career path requiring an appreciation of metallurgy and chemistry ...
 
mark henderson said:
I am putting together a test or quiz for new hires. Does anyone else do this and what are some good questions for a residential only shop. I might also give the test to a helper who feels he has advanced.
Thanks Mark
Click to expand...

I guess if you are hiring someone who is "green" then there wouldn't be much good in the test. My philosophy is that I will know in a day or two by working with the dude. They could know everything but don't want to work so the only way is to put them in the real test---on the job.
 
charlie b said:
Are you prepared to face the possible consequences of a person having taken the test, and having not being hired, subsequently claiming that the test was prejudicial against him or her in some real or imagined way?
Click to expand...
I give a 10 question test that I think is too easy, and have thought about adding to it. Even if it was harder, I believe I could support my decision to give the test. After all, I had to test for my J-man and Contractor licenses, as well as when I organized into the hall. So, why not test a new hire?
 
The problem I find with employees is not finding someone with the proper knowledge. Especially with residential. It's finding people with the drive to put their head down and do it. All day, everyday. If you're tallking residential service (which I also do a fair amount of) it's a little different. There's a lot more down time. I just parted with one employee, who by his own admission, "wants to do what I want to do". I'm not complaining as I have 6 guys who work hard and I'm very happy with. And I don't want any more. But I've had pleny who "can, but don't". If that makes sense.

So back to OP. I don't feel there's anything wrong with a pre-hire test, but that's only part of the story. Good luck and let us know what you decide.
 
Hmmm questions. What is a delta service? What is Ohm's Law? Why is romex color coded? What is an outlet? Hands on test on making a 3 way work. There are many questions that you can ask, and IMO have a right to. If you need to determine the experience of a helper or even a mechanic, some type of basic knowledge test isn't to much to ask for. There are so many things that you could ask someone, but the most important question that I always want to know the answer to is, "Where is your code book?" If they don't have a code book with them then how can they do this job?
 
What you want to do is separate the genuine contruction worker from the poo bah.
You need three things:
a] a chair
b] a wastebasket
c] a banana
You have the applicant sit down in the chair and give them the banana. If they drop the peel on the floor, then they are a genuine construction worker. If not, then they aren't.
~Peter
 
In addition to the skills tests discussed above:

Include a drug test. HD has a sign on their window that they do it. You should be able to do it.

If they are driving your truck, what is their driving record?

Credit and background check. If they can't manage their lives, you probably don't want to be dealing with the problems that will run over to the job.

References: Phone calls to references and past work associates. Ask names at the interview so they won't have a chance to prep them. Attitude is at least as important as skills.

Can they sit down with you and have an intelligent discussion of the kind of work you want them to do? You can probably tell if they are competent or not.
 
Bob NH said:
Credit and background check. If they can't manage their lives, you probably don't want to be dealing with the problems that will run over to the job.
Click to expand...

That would be good advice for a PC, but most construction workers are living hand to mouth. Heck, my credit report doesnt look to good! :roll:
 
If they are looking for a job, if they have a face full of metal, (nose rings, etc) you 'll not work for me. They can have piercings and "be cool" off your site, at work, it's a hazard, and potential customer scare factor.

Two, if they're looking for a job, do they look like an electrician, or potential to be?

Have them draw out a 3 way, and four way switch set.

Ask them simple electrical questions, amperage questions (like how many amps allowed on #12, #14),to see if they have electrical knowledge. How high of the floor to a receptacle, or switch? What size is a "typical" breaker for a service, branch, circuit,dryer,etc.

Put a "We drug test" sign in the window. It leaves it as an option, but not mandatory, and hopefully discourages the ne'er do wells.

Ask if their serious, why they're leaving where there at, and it will also tell you about how they may leave you (if you hire them).

Ask if they've ever heard of Mike Holt.
 
peter said:
What you want to do is separate the genuine contruction worker from the poo bah.
You need three things:
a] a chair
b] a wastebasket
c] a banana
You have the applicant sit down in the chair and give them the banana. If they drop the peel on the floor, then they are a genuine construction worker. If not, then they aren't.
~Peter
Click to expand...

Peter.....I don't know why but I have been L'nMAO over this. :grin:
 
References: Phone calls to references and past work associates. Ask names at the interview so they won't have a chance to prep them. Attitude is at least as important as skills.
Click to expand...
Many companies no longer supply references...you will only get, yes he/she worked for us from x to x. There will be no comments on his ability to do the job or anything like that. Giving actual infromation is preceived to be a possible lawsuit waiting to happen.
Don
 
don_resqcapt19 said:
Many companies no longer supply references...you will only get, yes he/she worked for us from x to x. There will be no comments on his ability to do the job or anything like that. Giving actual infromation is preceived to be a possible lawsuit waiting to happen.
Don
Click to expand...
Don, I was called this week about a J-man I let go back in December.

Other EC: "What can you tell me about Mr. Jake Leg?"

Me: "Jake is not eligible for rehire."

Other EC: "Thank you very much."
 
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