Essay about Personality Testing : The Personality Test

Essay about Personality Testing : The Personality Test

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During hiring process, employers use a wide variety of tests to choose the best candidate for their company. These tests are used to eliminate candidates that are not fit for the company. The personality test, is one of many that is being used in many organizations as a means of making a hiring decision. It has been studied that personality traits predict success in job performance. Having the ability to judge the candidate before hiring can ultimately forecast how fit the employee is for the company. Personality tests uses conscientiousness, openness, extraversion, agreeableness, and emotionally stable as predictors of job performance. Companies want to know what type of personality traits you have before hiring, for the reason that bad hiring decisions are costly. Once an applicant becomes an employee is when the employer finds out certain traits they may or may not feel is appropriate for the organizations environment. Thus, having done personality tests, diminishes the issue of a bad hire. However, one issue with personality tests is that candidates can easily fake the test. Once a candidate sees the opportunity to fake under certain circumstances they will do so to get hired. Organizations who depend on personality tests as a portion of their hiring process should find out what triggers applicants to fake. While there are studies that say, opportunity is not factor for faking on personality tests, other studies show different evidence. Candidates fake personality test when they see an opportunity to do so.
Companies looking to hire new candidates using personality tests should be concerned about their candidates faking the test for their own motive. A research investigates perceived selection ratio may affect fak...


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...alysis and showed if any variables correlated with each other. In study two, other factors are used such as cognitive ability, personality traits (extraversion, agreeableness, openness, etc.), critical thinking, and emotional intelligence. Study two measures more evidence relative to knowing if participants have faked on personality tests and what area. Thus, it is safe to conclude that applicants who take personality tests fake for opportunity. However, looking at study two if we focus solely on personality traits we see that most candidates’ fake extraversion. Logically speaking, in the long run in any organization no matter what is said on an exam, the employer will eventually find out if the employee is truly extraverted or introverted. Having personality tests as an investment is not viable for an organization to rely on for a portion of their hiring decision.

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