Many companies rely on personality tests to help with the
selection of employees. In fact, evidence indicates that almost
one-fourth of firms utilize these instruments to assess how well
applicants fit into different work roles and environments. Some
tools focus on measuring the Big Five personality traits, which
include the factors conscientiousness, openness to experience,
agreeableness, extroversion, and neuroticism. Others like the
Myers-Briggs Type Indicator and Predictive Index identify different
preferences and self-perceptions of individuals, which might affect
their willingness and ability to perform on the job. Some
personality tests are even being offered through gaming exercises
to obtain a better assessment of traits and skills—Pymetrics and
Knack both offer these kinds of instruments.
Despite their ability to predict employment fit, using personality
tests to assist with selection decisions may not work well in all
situations. For instance, they may not effectively predict the
future work performance of employees. These tests may also unfairly
classify people into categories that can ultimately be altered by
individuals with the right effort. Providing socially desirable
responses (or "faking" good answers) is another concern with these
tests. Finally, the use of personality tests may adversely affect
candidates who are disabled or those who are members of other
protected groups.
Still, personality tests can be an effective tool for screening and
hiring new employees. The transportation agency Amtrak has been
using such a test to determine how well job applicants fit the
culture of the organization. In particular, the instrument
identifies different personality characteristics that are
associated with important work-related factors such as
collaboration, ethics, safety, and customer service. The expected
retirement of many Amtrak employees motivated the firm to use this
personality test; it also needed a hiring approach that ensured
good employee/company fit. Many thousands of individuals have
already taken the online test that takes about 45 minutes to
complete. The results place applicants into categories of "strong,"
"moderate," and "minimal" fit for the purposes of screening. Amtrak
can then select which individuals to interview and hire.
Not all employers choose to incorporate personality tests into
their employee selection processes. New Jersey-based Integra
LifeSciences elected not to use them during the company's
transformation efforts. According to top official Padma
Thiruvengadam, these tests might needlessly categorize people, thus
limiting the company's ability to identify individuals who can help
it effectively transition. Integra LifeSciences will likely utilize
such tests in the future when the company is functionally more
stable.
Atlanta ProtecSure, an insurance company, has decided to
incorporate personality tests in its employee selection process to
judge how well applicants fit into different work roles and
environments. Considering some of the downsides that are associated
with these tests, which of the following should the HR team be
mindful of when executing the tests?
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Answer(d) They should try to include inquiries in the test that expose mental health issues of employees
This would offer clear picture about the potential candidate to the HR team in terms of skills, motivation and required attributes which offer value to the organization.
Many companies rely on personality tests to help with the selection of employees. In fact, evidence...
Question Help Lie detectors are controversial instruments, barred from use as evidence in many courts. Nonetheless, many employers use lle detector screening as part of their hiring process. There has been some research, but no agreement, about the reliability of polygraph tests. Based on this research, suppose that a polygraph can detect 62% of lies, but incorrectly identifies 11% of true statements as lies. A company believes that 96% of its job applicants are trustworthy. The company gives everyone a...
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Amazon to Competition: We Will Crush You! Amazon to Employees: We Will Churn You! Globally, Amazon is one of the largest and most successful companies in any industry. Technological innovation has contributed to its success, as has its employee acquisition practices, which are exceptionally high. The question is what has allowed this company to thrive and maintain its success? This activity is important because it shows how companies like Amazon hire based on personality and individual differences. Such companies place...
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There are many different ways in which firms can organize themselves: There are flat organizations and there are tall organizations. There are organizations structured by products, divisions, and geography. But one thing nearly all structures have in common is a chain of command, or hierarchy. Do companies have to set up that way? Tony Hsieh doesn’t think so. Hsieh is the CEO of Zappos, the online seller of shoes. Hsieh is a guy who thinks outside of the box. When...
Assignment Details The Unit 6 Assignment requires you to consider how effective teams are built. Some considerations in this assignment include the traits of an effective team leader as well as the strategies one would use to recruit team members that would work effectively together. Using material from Chapter 12 of your text as well as the article in the supplemental reading (Rao, 2016), you will write an informative essay sharing best practices for effective team-building. Outcomes evaluated through this...