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Analysis of research: personality, integrity and cognitive abilities
Should personality inventories, integrity assessments, and cognitive ability assessments be used in the employee selection process? Why or why not?
These personnel hiring strategies must not be utilized. Based on research of applicants' responses to numerous hiring systems utilized by companies, personality assessments establish an increased unfavorable response compared to other kinds of screening. Numerous candidates consider the questions intrusive, damaging, or ridiculous. They look at personality assessments "as being irrelevant to the position, challenging, penetrating personal privacy and missing any real value and justice. Consequently, companies raise the risk that some really good applicants for work will pull away from consideration,"' and also that people who usually do not pull away might harbor bitterness out of concern that this test outcomes will probably be utilized against them. One particular component that appears to impact the degree to which the candidate holds an undesirable response to personality tests are whether these kinds of tests are utilized along with assessments of intellectual capability (Stabile, 2001).
The prevalent usage of personality assessments as a way of identifying which individuals to employ enhances several problems, which range from the credibility and longevity...
These problems raise the query whether or not the advantages of personality assessments outnumber the value of using them. Neither of the two issues has been effectively dealt with through the legislations, which does hardly anything to control the usage of personality assessments. Issues for job seekers and workers ought to shift us towards trying to not only reduce employers' reliance upon personality assessments but also enhance the assessments which are utilized. Advancement on both these fronts will support the consideration of companies by seeking to optimize their odds of making great employing choices, along with the interests of workers in not being wrongly deprived of job opportunities. It will help minimize the chance of other violent functions of personality assessments that may give companies unjust influence over workers (Stabile, 2001).
How are the results from the psychometric assessments you discussed in discussion question 1 in this topic used to establish person-job and person-organization fit? Explain.
Cognitive Ability Assessments: These evaluations determine a number of psychological capabilities, like spoken and numerical capability, thinking capability as well as reading texts. Cognitive capability assessments have shown to be very helpful predictors…
References
Stabile, S. J. (2001). The use of personality tests as a hiring tool: Is the benefit worth the cost. U. Pa. J. Lab. & Emp. L., 4, 279.
Pulakos, E. D. (2005). Selection assessment methods: A guide to implementing formal assessments to build a high-quality workforce. SHRM Foundations.
Society for industrial and organizational psychology. (n.d.). Types of Employment Tests. Retrieved April 14, 2018, from http://www.siop.org/workplace/employment testing/testtypes.aspx
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