An examination of the decision on the use of personality testing in an organization

The first test requires the plaintiff to prove that an employment practice results in disparate impact which, if proven, shifts the burden to the defendant to demonstrate that the practice in question is consistent with business necessity.

Some companies use personality testing to screen out candidates. Effects of impression management and self-deception on the predictive validity of personality constructs. This is the tendency to underestimate our performance and capabilities and to see events in a way that puts ourselves in a more negative light.

In the workplace, a person is more likely to accept a job that provides opportunities for value attainment. First, when we see examples that go against our stereotypes, we tend to come up with subcategories. Duke Power Col, U. Journal of Personality and Social Psychology, 32, — Avoid changing the rules for some candidates.

Army sought to screen recruits who might be susceptible to shell shock.

Personality Tests in Employment Selection: Use With Caution

This approach is becoming increasingly popular among consulting firms. The Nature of Human Values. Take a look at the first figure. Culture-specific features of global self-esteem. One possibility for the relatively low correlation rates is that the data has not been interpreted properly. First, we extrapolate from the information available to us.

In terms of work behaviors, a person is more likely to accept a job offer when the company possesses the values he or she cares about. The products, particularly Myers-Briggs, have been superbly marketed. Career decision personality tests are typically used to compare personalities against work and workplaces.

Using Personality Tests as a Hiring Tool

These are job satisfaction and organizational commitment. But there is nothing in this summary to indicate in advance which measure should be used in which situation or for which purposes. Some experts cite data indicating that personality tests predict performance and other important criteria such as job satisfaction.

HR Focus, 10—13; Sandberg, J. What do the results tell you? Biased attributional processes in the debriefing paradigm. Instead of the expected questions about my background and the type of position I was looking for, the interview consisted of 45 minutes of personality questions.

Therefore, making sense of how people behave depends on understanding their work attitudes.

Employment Tests and Selection Procedures

But when I got on the phone with the screener, I quickly realized the interview was completely different than I had anticipated.

In the abstract, stereotyping is an adaptive function—we have a natural tendency to categorize the information around us to make sense of our environment.

For example, Title VII forbids a covered employer from testing the reading ability of African American applicants or employees but not testing the reading ability of their white counterparts.

At the same time, other people have the opposing extreme, which may be labeled as self-effacement bias The tendency to underestimate our performance, capabilities, and see events in a way that puts ourselves in a more negative light.

What are some methods that companies can use to assess employee personality? How do we manage the fact that human beings develop stereotypes? If the employer shows that the selection procedure is job-related and consistent with business necessity, can the person challenging the selection procedure demonstrate that there is a less discriminatory alternative available?

Use With Caution Many employers utilize personality tests in the employment selection process to identify people who have more than just the knowledge and skills necessary to be successful in their jobs. Personnel Psychology, 53, — Some lawyers actually encourage employers to use appropriate pre-employment tests.

Selective perception When we pay selective attention to parts of the environment while ignoring other parts. What Causes Positive Work Attitudes? They are commonly used to evaluate job candidates to find the best fit for the opportunity. Equal Employment Opportunity Commission Employment Tests and Selection Procedures Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion.

What makes you satisfied with your job and develop commitment to your company? Is there such as thing as a good stereotype?Personality differences between races are small and should not impact the use of personality tests in the employee selection process.

In the first Supreme Court case that examined unintentional discrimination, Griggs v. Employment Tests and Selection Procedures.

Career Decision Personality Tests

Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion.

There are many different types of tests and selection procedures, including cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks. With this alternative, decision makers may use a compensatory model, in which a very high score on one type of assessment can make up for a low score on another.

Why Employers Use Personality Tests

Whether the organization uses a multiple-hurdle model or conducts the same. The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality False The traits measured by Big Five personality tests are measures of factors brought about entirely by.

While many organizations use personality testing for career development, about 22 percent use it to evaluate job candidates, according to the results of a survey of Society for Human. The pros and cons. These career decision personality tests are useful as a guide to where you are right now.

Sometimes people go, 'Oh yeah, that's me!' and sometimes they don't actually like the results because they would rather think .

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An examination of the decision on the use of personality testing in an organization
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