I am being asked to take an MCore and EiQ assessment as a final round of an interview process, should I...
I have been through all the rounds of a hiring process with a company recently, initial screen, passed, coding challenge, passed, technical questions, passed and so I am one of the finalists and I get an MCore and EQi assessment to complete.
Is anyone familiar with them?
I am reading them and not really liking it because these are basically those psychological assessments that the conventional HR type of environment gives.
I feel at a disadvantage in completing a psychological assessment in the sense that I have proven I have the skill, but it seems that a few candidates have proven the same, so it seems they are just arbitrarily going with the conventional approach. Most of these psychological assessments have historically just weeded out independent thinkers and history shows that management does not know how to manage independent units, not even partially independent.
MCore is to identify my motivational drives. They could just simply ask me and they did, but I guess its a don't believe your lying eyes type of thing and EQi is just assessing emotional intelligence which that one I am not as much bothered by as I am not a sociopath, but just bothered by the fact that these are the final factors to be having or not having a job.
I did some research on this MCore and its probably a tool they use for assessing what motivates their clients and its being used for what motivates me. Not sure what to think about that.
EQi doesn't make me feel that at ease when the questions as I have seen them from learning about Daniel Goleman is something like: Even when I am very excited about something my passions don’t overwhelm my reason. 1=not true, 2=generally not true, 3=generally true, 4=very frequently true, 5=always true.
I have always thought, what is the difference between not true and generally not true?
interviewing
asked 59 mins ago
Daniel
290110
add a comment |
I have been through all the rounds of a hiring process with a company recently, initial screen, passed, coding challenge, passed, technical questions, passed and so I am one of the finalists and I get an MCore and EQi assessment to complete.
Is anyone familiar with them?
I am reading them and not really liking it because these are basically those psychological assessments that the conventional HR type of environment gives.
I feel at a disadvantage in completing a psychological assessment in the sense that I have proven I have the skill, but it seems that a few candidates have proven the same, so it seems they are just arbitrarily going with the conventional approach. Most of these psychological assessments have historically just weeded out independent thinkers and history shows that management does not know how to manage independent units, not even partially independent.
MCore is to identify my motivational drives. They could just simply ask me and they did, but I guess its a don't believe your lying eyes type of thing and EQi is just assessing emotional intelligence which that one I am not as much bothered by as I am not a sociopath, but just bothered by the fact that these are the final factors to be having or not having a job.
I did some research on this MCore and its probably a tool they use for assessing what motivates their clients and its being used for what motivates me. Not sure what to think about that.
EQi doesn't make me feel that at ease when the questions as I have seen them from learning about Daniel Goleman is something like: Even when I am very excited about something my passions don’t overwhelm my reason. 1=not true, 2=generally not true, 3=generally true, 4=very frequently true, 5=always true.
I have always thought, what is the difference between not true and generally not true?
interviewing
asked 59 mins ago
Daniel
290110
add a comment |
I have been through all the rounds of a hiring process with a company recently, initial screen, passed, coding challenge, passed, technical questions, passed and so I am one of the finalists and I get an MCore and EQi assessment to complete.
Is anyone familiar with them?
I am reading them and not really liking it because these are basically those psychological assessments that the conventional HR type of environment gives.
I feel at a disadvantage in completing a psychological assessment in the sense that I have proven I have the skill, but it seems that a few candidates have proven the same, so it seems they are just arbitrarily going with the conventional approach. Most of these psychological assessments have historically just weeded out independent thinkers and history shows that management does not know how to manage independent units, not even partially independent.
MCore is to identify my motivational drives. They could just simply ask me and they did, but I guess its a don't believe your lying eyes type of thing and EQi is just assessing emotional intelligence which that one I am not as much bothered by as I am not a sociopath, but just bothered by the fact that these are the final factors to be having or not having a job.
I did some research on this MCore and its probably a tool they use for assessing what motivates their clients and its being used for what motivates me. Not sure what to think about that.
EQi doesn't make me feel that at ease when the questions as I have seen them from learning about Daniel Goleman is something like: Even when I am very excited about something my passions don’t overwhelm my reason. 1=not true, 2=generally not true, 3=generally true, 4=very frequently true, 5=always true.
I have always thought, what is the difference between not true and generally not true?
interviewing
asked 59 mins ago
Daniel
290110
I have been through all the rounds of a hiring process with a company recently, initial screen, passed, coding challenge, passed, technical questions, passed and so I am one of the finalists and I get an MCore and EQi assessment to complete.
Is anyone familiar with them?
I am reading them and not really liking it because these are basically those psychological assessments that the conventional HR type of environment gives.
I feel at a disadvantage in completing a psychological assessment in the sense that I have proven I have the skill, but it seems that a few candidates have proven the same, so it seems they are just arbitrarily going with the conventional approach. Most of these psychological assessments have historically just weeded out independent thinkers and history shows that management does not know how to manage independent units, not even partially independent.
MCore is to identify my motivational drives. They could just simply ask me and they did, but I guess its a don't believe your lying eyes type of thing and EQi is just assessing emotional intelligence which that one I am not as much bothered by as I am not a sociopath, but just bothered by the fact that these are the final factors to be having or not having a job.
I did some research on this MCore and its probably a tool they use for assessing what motivates their clients and its being used for what motivates me. Not sure what to think about that.
EQi doesn't make me feel that at ease when the questions as I have seen them from learning about Daniel Goleman is something like: Even when I am very excited about something my passions don’t overwhelm my reason. 1=not true, 2=generally not true, 3=generally true, 4=very frequently true, 5=always true.
I have always thought, what is the difference between not true and generally not true?
interviewing
interviewing
asked 59 mins ago
Daniel
290110
asked 59 mins ago
Daniel
290110
edited 8 mins ago
asked 59 mins ago
Daniel
290110
asked 59 mins ago
Daniel
290110
asked 59 mins ago
Daniel
290110
290110
add a comment |
add a comment |
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