Personality tests for Recruitment

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by sawyer page3 views·Updated Dec 10, 2020
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  1. what our personality tests.
  2. So personality tests are questionnaires used to evaluate personality types
  3. based on traits, um, need psychological disorders, values and attitudes.
  4. The tests that are mostly used in recruitment for jobs
  5. are the Caliper Profile, the Myers Briggs Test Occupational Personality
  6. Questionnaire or O P.
  7. Q. The Hogan Personality Inventory and the Disk Behavior Inventory
  8. disc standing for dominance, influence, steadiness and conscientiousness.
  9. So they're used to determine if a candidate would be
  10. a good fit for the job or the workplace environment.
  11. Pros of personality tests.
  12. So the pros for personality tests include knowing the right
  13. fit for the employees, so it determines.
  14. If, um, the employees would be a good fit for
  15. the role as well.
  16. As like I said before the workplace environment, um, it
  17. keeps the employees engaged.
  18. So after the test, the employer or manager will understand
  19. how that worker understands and what motivates them and then
  20. standardized testing.
  21. Because it is a standardized test.
  22. There is very little room for any sort of discrimination
  23. against minorities.
  24. People of color, um, gender, any sort of thing that
  25. could be, um, minority ized cons of personality tests.
  26. So that includes time.
  27. Um, it is a very long process.
  28. Thio do a personality test for every candidate on DSO.
  29. The employer must be prepared to take the time to
  30. really understand each personality test as well as money.
  31. Um, it is a very expensive process, with each test
  32. costing anywhere from 100 to $5000 depending on which one
  33. they choose to use.
  34. So it is quite an expensive process as well.
  35. Our personality tests valid, so they have relatively high validity
  36. rate. Um, majority of self.
  37. A majority of the personality tests are self reported, so
  38. the candidate will do.
  39. They do it themselves.
  40. Eso there is always room for them to, you know,
  41. not be completely honest in their answers, and that could
  42. change the validity rate.
  43. But then, research has shown that it is common knowledge
  44. and common occurrence for humans to change their answers, to
  45. make it what they believe the employer would want.
  46. And because they add that into the calculation rate, the
  47. validity actually balances out because they have already incorporated that,
  48. um, calculation into it.
  49. Our personality test reliable.
  50. So each test has a different reliability rate.
  51. Um, but they all work to reach their goal of
  52. what they're trying to prove.
  53. So reliability scores are scored from 0 to 1 with
  54. anything above a 10.70 point 70 equaling a good reliability
  55. score. So the Caliper profile has a reliability score about
  56. of about a 0.81 which is good.
  57. The Myers Briggs has about a 0.79 The occupational personality
  58. questionnaire ranges from about 0.682 point 91.
  59. Thehuffingtonpost in ality test has a score of 910.45 which
  60. is not very good.
  61. And then the disc Behavior inventory has a reliability rate
  62. of 0.86 which is quite high.
  63. Our personality tests fair.
  64. So, like I said before, they are standardized questions.
  65. Each person gets their own like each person gets the
  66. same question as the person beside them, so that really
  67. makes it a little bit more fair than other recruitment
  68. strategies. There has been research showing that the personality quizzes
  69. do not affect the hiring of people of color or
  70. gender based discrimination.
  71. But they are looking into more of how it might
  72. affect the hiring of people with disabilities, so there hasn't
  73. been much research on that done yet, but they're looking
  74. into it so