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Psychological tests and job hunting

Have you ever been hired for a job that you thought was going to be a great opportunity, but when you started working for the organization, that dream job turned into an unrecognizable nightmare because it was nothing like you thought it would be? This can be a horrible experience for any employee—and it takes a lot of time and energy to rectify.

You may be surprised to learn that organizations sometimes experience a similar kind of bait-and-switch when they hire someone they think will be a good fit for a position, but turns out to be something else entirely. And a miscalculation like this can wreak havoc on an organization: According to the U.S. Bureau of Labor Statistics, a bad hire can cost organizations in the neighborhood of 30 percent of that employee's first year earnings.

But the expense is not entirely a financial one. A December 2012 CareerBuilder survey found that bad hires can also have negative effects on employee productivity and morale, as well as an organization's sales. In some cases, choosing the wrong person for a job can even result in serious legal issues.

Since many organizations have been trying to do more with less since the recession, these are expenses they simply cannot afford. So in order to help prevent the effects of bad hiring decisions, some companies have added an extra step to their employment process: a psychological evaluation.

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