You will receive a numerical score, with a specific "cut point" established for hiring. This isn't a pass/fail exam in the traditional sense. Instead, it's a measure of your behavioral alignment with the job.
The test is typically taken online, often from home or at a testing center. Choose a quiet, distraction‑free location with a reliable internet connection. If you have any documented reading difficulties or disabilities, inquire with the employer or test administrator about reasonable accommodations. Note that Scheig’s SelectRight assessment is validated for individuals who can read and write English at an ; for those whose first language is not English, the test may present additional challenges.
Validation and Predictive Utility of the Scheig Utility Worker 1.0 Test in Municipal Water and Wastewater Systems: A Criterion-Related Study scheig utility worker 1.0 test
Take online practice tests that feature behavioral and situational judgment questions. Getting used to the format of picking "Most Likely" and "Least Likely" options will prevent you from feeling overwhelmed on test day. The Employer’s Perspective: Why Use the Scheig 1.0 Test?
The test does not require prior advanced engineering or electrical knowledge. Instead, it focuses on real-world scenarios. Questions generally fall into two categories: You will receive a numerical score, with a
Testing must usually be completed within 60 days of the initial application date. Labor & Industries (L&I), Washington State (.gov) Test Structure and Administration Modern versions are typically administered online via a Client account portal
Sit in a quiet room. Read each question slowly. Do not rush. Since the test is untimed, take time to visualize yourself in the scenario. If you have prior utility or construction experience, recall actual training sessions. The test is typically taken online, often from
Willingness to follow strict OSHA rules and local regulations.
This study used incumbents (range restriction may attenuate validity). Future research should employ a predictive design with applicant cohorts and include turnover as a criterion.
The company emphasizes that the “human factor” (work habits, safety orientation, reliability, teamwork) accounts for roughly of on‑the‑job success, while technical skills account for the remaining 30%. A candidate can have all the right technical certifications, but if they lack the underlying behavioral profile of a top performer, they are unlikely to thrive—and the Scheig test is designed to catch that mismatch before a costly hiring mistake is made.