There is a lot of controversy over personality testing as well. The most common criticism touches validity and reliability of this method. Annie Murphy Paul in her book “The Cult of Personality” questioning validation and reliability of personality testing. She says: “often invalid, unreliable, and unfair”. She describes personality test as an industrial astrology and critics this form of assessment as “slippery, often underground, hard to monitor and measure “In her opinion very often tests are conducted by people without qualifications and it is leading to misinterpretation of tests results. Some of the critics conclude that correlation between personality traits and organization’s activity are too low to treat them as significant predictors
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And sometimes extremally conscientious persons can perform worse then those with lover level of conscientiousness. Study of Judge & LePine, (2007) indicate that extraversion tend to increase levels of impulsive or risk-seeking behaviors, what may result in increased accident and absenteeism.
Personality tests may violate the privacy of applicants and discriminate against certain types of applicants. For example, tests can identify candidate with some mental illness such depression, and eliminate those people, and by that violate the law. Here is a risk that the tests will be misinterpreted by the employer or that the personality traits resulting from the test won’t be valid factors for particular job and thus won’t identify the best candidate for work.
Sometimes personality test can bring different result than identifying the best candidate for job, or the best for promotion as evidenced by the fact that common used Myers-Briggs test was created not for employment purposes but for training and development use. Similarly, MMPI was developed to identify personality disorders for …show more content…
Should be combine with other tools, such as cognitive ability test (for example for job required strong social interactions), structured interview, or emotional intelligence test (for example for bankers, lawyers, doctors). As a single tool can only predict job performance on some level. Performing personality test on the first stage of selection it benefits in cost and time savings.
• Personality test must be carried out by fully trained experts, who can properly interpret the results. Usually this is a person from HR department without any psychological background.
• Test should be design by psychologists and employer must ensure, it comes from reliable source.
• Employees, candidates should be provided with following test feedback, to understand their personality characteristics and develop themselves.
Final
And sometimes extremally conscientious persons can perform worse then those with lover level of conscientiousness. Study of Judge & LePine, (2007) indicate that extraversion tend to increase levels of impulsive or risk-seeking behaviors, what may result in increased accident and absenteeism.
Personality tests may violate the privacy of applicants and discriminate against certain types of applicants. For example, tests can identify candidate with some mental illness such depression, and eliminate those people, and by that violate the law. Here is a risk that the tests will be misinterpreted by the employer or that the personality traits resulting from the test won’t be valid factors for particular job and thus won’t identify the best candidate for work.
Sometimes personality test can bring different result than identifying the best candidate for job, or the best for promotion as evidenced by the fact that common used Myers-Briggs test was created not for employment purposes but for training and development use. Similarly, MMPI was developed to identify personality disorders for …show more content…
Should be combine with other tools, such as cognitive ability test (for example for job required strong social interactions), structured interview, or emotional intelligence test (for example for bankers, lawyers, doctors). As a single tool can only predict job performance on some level. Performing personality test on the first stage of selection it benefits in cost and time savings.
• Personality test must be carried out by fully trained experts, who can properly interpret the results. Usually this is a person from HR department without any psychological background.
• Test should be design by psychologists and employer must ensure, it comes from reliable source.
• Employees, candidates should be provided with following test feedback, to understand their personality characteristics and develop themselves.
Final