Psychological Testing in the Workplace:

Psychological Testing in the Workplace: An Analysis

The Botero article helps to paint the picture that psychological testing in the workplace has a very real function and that people undergoing testing do not need to worry about the testing itself. Many people express concern over the testing and are fearful of it since many people envision a complete psychological evaluation, when in reality the company that wants the test performed is usually just evaluating a potential employee's preferences for working conditions and communications skills. It is interesting to note that the author of the article is a person who is involved in being contracted by employers to administer such tests. Her viewpoint may be slightly biased and likely reflects a perspective that helps to encourage the legitimacy and open acceptance of such tests.

The types of psychological testing described in the article includes one on one interviews between potential job candidates and psychologists as well as less invasive instruments such as questionnaires and surveys that take anywhere from an hour to an entire day to complete. The article also mentioned interviews with two or more job candidates and psychologists. The types of questions asked during an evaluation do not typically range into a subject's non-working life, and even if the test subject does divulge information about their personal life it may not necessarily be counted against them or even used to evaluate them. Many people have a negative idea of what a psychological test in the workplace involves. The article even paints the picture that some people fear being locked up or judged for their actions or thoughts. Psychological testing in the workplace is not the employment equivalent to the thought police.

The article itself seemed to be written to dispel the multitude of myths that hang around the subject of psychological testing in the workplace. The author tries to comfort the reader, who presumably would have been initially interested in the article in the first place because perhaps they are curious about a future psychological test or evaluation and they want to know more about the procedure. As the author points out, and contrary to popular belief, the testing is a mechanism for the company to find out more about the potential performance characteristics of a person or group of people rather than a judgment about their lives or the way the act. Often, psychological testing is used to determine a candidate's approach to conflict resolution, identify the candidate's stress factors and coping mechanisms, or to possibly identify potential management skills and preferences. These and other insights are very important to potential employers, especially when it pertains to the higher-level professions and when the company has a large amount of money and a large commitment on the line.