DDI Assesment tests

Can anyone give me some insight on how does one pass this test? I was called for a position with CSL and had to take the test. After I took it, nothing so I called the recruiter and asked jokingly, "what did I do fail the test?" Actually he said I did not do well on it and other candidates are having issues with it too. So what is the deal? Taking this test has cost me two interviews.

 

The DDI is a type of personality test that ask many different questions, differently, but really only about eight catagories. It is a marker of how an individual acts and reacts to certain circumstances and stimuli. If you did not do well, you either "over-thought" it, usually your first impulse is your best, or you simply failed it. Most answers should be 1 or 5 a few should be middle of road but not many. You either do a task or you don't. Next time don't "read into" the questions, simply ask yourself; is that true (5) or false (1). Don't think about "is this or that what they want you to do?". I can tell you when you try and answer, as to what you think they want, you usually fail. Just be yourself, calm down and take without distractions. You'll do fine.

 

Any company that relies on a generalized reaction test to determine whether someone is suitable for a job in sales is full of bull crap. Companies using this test or any tests similar have no confidence in their managment to make the right decision nor do they value diversity in character. Maybe the future will ask for a DNA sample to determine whether a candidate has the genetic make-up to even have a clinical dialogue with a doctor. hahaha.

 

Interviewed for Management position, when told they would rely on this test to help them select their manager, I removed myself from consideration, after I finished laughing. It showed me they have no clue in their ability of selecting management for this company. They let some highly qualified managers slip through their fingers. Too funny.

 

any company that would let a test determine the next step and remove candidates from a process prior to meeting them is a complete joke. I know someone outstanding that was deselected due to this test. Probably one of the best managers out there.

it would be different if they just used the test as part of the process........but it is a mistake to rely it completely.

 

Thank you to all of the posters above. Normally, I would not feel sorry for the recruiters, but for them to do so much work, finding good, over qualified candidates, and have the company use a test to assist in determining...very sad and incompetent CSL!

Another long list of ideas used by incompetent managers/directors/vp's trying to "lead" a company.

CSL, you have missed out on a couple incredible candidates due to this ridiculous ddi assessment.

 

Are you kidding me? I have a good friend from a company that just failed this crazy test. He is on the fast track with his current company and viewed as a potential senior leader. Any company that lets HR use a test like this to screen is showing a lack of trust in their leaders. Beware and run!

 

Is this test a deal breaker if you don't answer the questions "the right way"?

Has anyone taken the test and then not been able to move forward? Will they send us a copy of the analysis? Would be interesting to see.

 

Come on now..... Don't have sour grapes because you didn't do well on a test. That is precisely why your were screened out... You have for too long did and answered by what you thought your superiors wanted to hear. Have confidence in yourself and don't think too much. That is why Big pharma is going down the tube. They make things too complicated just as you did on this test. Go with your gut and you would have been fine.

Peace

 

If that were the case, they would have filled the management position that was open since early this year, right? I do feel sorry for the more than qualified candidates and recruiters, a waste of their time. Not impressed with sales director during interview using canned questions for mgmt candidates.

 

- was still a top notch candidate according to what they were lookng for.
took the DDI.
- end of story.
- did my professional followups with recruiter after completing DDI. No reply.
- I granted them my time, they owed me the courtesy of the reply, regardless of status.
- Of course, the recruiter is in sales also, so i discounted the reply they gave me.

Interested in the job? I'd suggest you go directly to the CSL website and apply. If you're a good sales rep, "no" is when the sales process really begins.

 

Took assessment. Then never heard from recruiter again.
Is it legal for recruiter to lure a candidate to take an assessment like that, and then never communicate anything at all to the candidate ? Smells very fishy

 

Recruiters only care about you when a company is interested in you, otherwise they dump you fast. I took the DDI test. If this company uses this test solely as the basis for hiring people, then this is not a good place to work. This test was probably introduced by a HR person who has some experience with these tests (or worked for the company that sets these tests up) and has convinced upper management that they are the answer to "weeding out" the people you do not want.

 

as if an asswipe administrative type knows anything at all about field sales. While the company may be poorly served by this DDI thing, it's an even worse reflection on the recruiter working the jobs, since they're simply telling lies to those that "failed" the DDI. Completely unprofessional and, yup, you're right, wouldn't want to work there.

 

How can a candidate learn if they passed or failed? Recruiter is non-responsive

 

what is the typical turn around time?

 

the 1 or 5 replies is the equivalent of "always" and "never". there are no absolutes other than death and taxes. To suggest that you always 100% all the time are fully able to read another person's emotional cues is just b.s.

They should provide some indication of what the 1 or 5 answer INDICATES. I researched this a bit as I "failed" it also. It seems the test is really a gauge of emotional intelligence rather than ability to prepare for a sales presentation. the underlying presumption appears to be that you, the test taker, have absolute zero knowledge of your customer as you answer each question. So, for seasoned veterans, the test is tougher--and counterintuitive--, because rule #1 is "know your customer". If you already "know" your customer, then you already know their motivations, their potential objections, the people that work around them (superiors and subordinates), so the only REAL thing that a sales rep would have to do is to adequately prepare for the client meeting.

However, the presumption in these DDI tests appears to be that you - the candidate- have been in a skinner box for 20 years, never met the customer, don't know anything about them and you're bing thrown into the account. therefore, the product specifics are not important..it's the relationship angles..the emotional angles. Meanwhile the recruiters and/or employers to "be yourself" which, naturally, means drwing on your experience in sales with your customers in real life. However, doing it that way, drawing on reality, seems to be shooting yourself in the foot if your a veteran succesful rep.

 

you are really trying justify that test..... you sound very defensive. Is this company a big pharma wanna be or what! maybe you should try hypnosis or palm reading in your next round of interviewing.

 

from a statistical perspective, there are a lot of Type 2 errors which means that good solid candidates are denied, and screened out due to how the test is formatted.

take a deeper look at the ddi stuff. a lot of the research and such is purely academic, written by phd types that have zero sales experience, and probably even less experience in a real world employment setting. most likely, HR dept of csl is really impressed that these ddi tests gave been developed by specialists, but it's the same kind of specialists that spend their hours and days studying the behaviours of monkeys and ferrets in cages. the type 1 erros are letting bad candidates through the system , while the type 2 errors are showing up in the comments on the board here.

CSL is supposed to be interviewing for sales people. so, if its such a "peoply" business, then why the h*ll use check boxes --rather than real sales managers -- to screen out some of the most qualified. tsk tsk. the iron is too funny

 

I wonder how many qualified candidates took these DDI tests and never got a response or were outright told, "We have a large pool of qualified candidates and we are moving on with our selection, Sorry for you!!!!" I would say the Sales Director has no "balls" otherwise they would insist on some input when they review resumes, not just accepting this test as criteria for "their" selction.