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Academics: Psych Tests are Poor Indicators for Hiring
Industrial psychologists say the tests remain an incomplete means of finding top candidates.
By Garry Kranz
Psyched Out: Companies may want to rethink their use of personality assessments
when recruiting and hiring, according to a group of five industrial
psychologists. The five academics, whose conclusions were published recently in
the journal Personnel Psychology, say psychological tests
often show very little correlation to a person’s actual job performance. The
tests themselves remain plagued by several limitations, most notably that there
are no reliable means of ferreting out “faked” answers or other exaggerations by
job applicants. One suggested improvement: permitting applicants to expand on
their answers by providing clarifying details, as opposed to the one-word
multiple-choice answers typically offered.
Workforce Management contributing editor Garry Kranz is based in Richmond, Virginia. E-mail editors@workforce.com to comment.
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Index: Quick Takes January 8, 2008
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