![]() ![]() The problem is that not all tests are created equal, she says. Ones, professor of industrial psychology at the University of Minnesota, Twin Cities, believes that a well-designed personality assessment, if used properly, can be a useful and accurate way to gauge if someone will be a good fit. He found that they work best when they are combined with other measures, such as cognitive ability or integrity tests, that have a higher predictive validity. Schmidt, management and organizations professor emeritus at the University of Iowa. ![]() “It’s one of the many variables that need to be factored into hiring a person,” along with the applicant’s experience, education, references and conduct during the interview.Ĭompared to other hiring selection practices, personality assessments are among the least effective in predicting job performance, according to research by Frank L. “This is not a silver bullet,” Burki cautions. So HR professionals should explore their options carefully before deciding whether a personality assessment is right for their company and, if so, which one to use.Įven after careful selection of an assessment, they shouldn’t rely solely on the test results when making hiring decisions. Some might even land an employer in legal trouble. However, there are thousands of personality assessments available, and their quality varies. While many organizations use personality testing for career development, about 22 percent use it to evaluate job candidates, according to the results of a 2014 survey of 344 Society for Human Resource Management members. The $500-million-a-year industry has grown by about 10 percent annually in recent years. Some experts estimate that as many as 60 percent of workers are now asked to take workplace assessments. ![]()
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