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Personality Testing
Recruiting & Staffing
Personality Testing
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I am searching for automated personality testing to use during the recruiting process. Does anyone have any experience using these tests and if so, any tests to recommend?
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Forums » Topic Forums » Recruiting & Staffing » Personality Testing
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Personality Testing
posted at 10/3/2006 9:14 AM EDT
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Posts: 147
First: 9/29/2006 Last: 2/11/2007 |
There are many out there. The most common in my experience are DISC, Myers Briggs and caliper.
Go forward carefully as these things can be used inappropriately and therefore significantly decrease in value. Of course I always wonder what is the motivation behind wanting a personality test. Are you focused on fit and does results not matter? |
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Personality Testing
posted at 10/3/2006 12:46 PM EDT
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Posts: 50
First: 4/28/2005 Last: 4/12/2007 |
Myers Briggs is a good instrument but in its instructions, it make it very clear that it should not be used for selection.
To support my fellow Old HR friend, alway sknow the validity and reliability of the instrument for the purpose you intend. Rely on instruments that have a proven track record of predictability of success on the job. If your assessment does not provide benchmarks relative to your industry. Absent that, does the instrument allow benchmarks based on your best performers in a job category? Check out this link from the USDOL: http: //www.onetcenter.org/dl_files/empTestAsse.pdf Samples of an assessment protocol and instrument are available if it would be helpful. |
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Personality Testing
posted at 10/4/2006 4:16 AM EDT
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Posts: 3
First: 10/4/2006 Last: 4/19/2007 |
Inclusion of objective personality/behavioral assessments has become a Best Practice recommendation for recruitment and selection. The motivation behind this inclusion comes from research that demonstrates many personality traits (e.g., conscientiousness) can be strong predictors of job success. Success in this research being defined as teamwork, organizational engagement, tenure (measures of fit) as well as production rates, performance ratings, customer satisfaction (measure of results).
Consistent with HRScience recommendations above, it is important to consider the appropriateness and validity of the assessment for your specific use. Here are some recommendations to consider: 1) Conduct a job analysis to determine the knowledge, skills, abilities, and competencies (KSAC) required for successful job performance. 2) Use reputable assessment publishers (see http://www.testpublishers.org for a list of publishers) 3) Develop and statistically validate your assessments or use assessments with well documented validity and reliability (see http://www.unl.edu/buros/index.html for expert, third party reviews of existing assessments) 4) Monitor the success of your selection system post-implementation to determine the true return-on-investment. Several test publishers have developed software solutions that automatically administered personality and cognitive assessments directly from your online job posting. Organizations can choose to use the tools to provide more information to recruiters pre-interview and/or filter out unqualified applicants prior to the interview. Michael.Callans@Wonderlic.Com |
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