Testing Procedure Exposition: Personality Test

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When jobs become available applicants begin flooding organizations with resumes and applications. This is a bad thing for the organizations because they have a wide variety of applicants to choose from to fill their needs. The problem arises when the organizations have to pick the best person for the job. To counter this problem organizations have developed testing and screening procedures to narrow down the applicant pool to the best applicants. These tests are made up of intelligence tests, behavioral interviews, assessment centers, realistic job previews, and personality tests. Some of these different batteries have become controversial due to the adverse impact or poor validity associated with them. I am going to discuss the controversies surrounding the adverse impact and validity of personality tests. There are three major questions employers try to answer during the applicant selection process: does the applicant have the right skills and experience, are they enthusiastic and motivated, and will their attitude and works style personality fit in. Judging a person’s personality can help answer the motivation and work style questions. In most situations on the job it’s the personality of the workers and managers that affect the success of the company. If the employees don’t work well together or the managers can’t keep the workers motivated the productivity of the company will suffer. Personality tests are normally given when an applicant first applies for a position. The results of these tests determine whether or not the applicant makes it to the next step of the selection process. The most common personality test used tests the applicant on “the big five” personality traits. These traits consist of openness... ... middle of paper ... ...d cognitive ability testing. Journal of Applied Psychology, 79(6), 987-992. Converse, P. D., Oswald, F. L., Imus, A., Hedricks, C., Roy, R., , & Butera, H. (2008). Comparing personality test formats and warnings: Effects on criterion-related validity and test-taker reactions. International Journal of Selection and Assessment, 16(2), 155-169. doi:10.1111/j.1468-2389.2008.00420.x Bott, J. P., O'Connell, M. S., Ramakrishnan, M., , & Doverspike, D. (2007). Practical limitations in making decisions regarding the distribution of applicant personality test scores based on incumbent data. Journal of Business and Psychology, 22(2), 123-134. doi:10.1007/s10869-007-9053-x Ryan, A. M., Ployhart, R. E., , & Friedel, L. A. (1998). Using personality testing to reduce adverse impact: A cautionary note. Journal of Applied Psychology, 83(2), 298-307. doi:10.1037/0021-9010.83.2.298

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