personality testing in recuritment and selection.is it a valid tool?

Answer 1

Personality tests only have around 60 to 65% accuracy. They are good for testing people as a group, but bad for individuals.

I have often used personality tests as a way of helping people select they work that is right for themselves. Normally it is a way of starting a discussion.

If a decision is between 2 people for a job and you rely only on the personality test then you are stupid.

Also personality and jobs don't always match. For example 2 computer support jobs might require different personalities. One being very customer orientated, the other being very technical.

Answer 2

Not for those who are tested and not for those who will benefit from the services of the new employee. It only benefits HR persons, who normally outsource this giving them little responsibility in the recruiting process. You can not blame or judge them as they can get into big trouble asking the wrong questions during an interview. Many persons have adapted ways to fool personality testing. The best way is work history, work and personal references, background checks, interviews, credentials and possible samples of ones work. A good series of interviews through the HR persons, through the managers and possibly the employees this recruit will be working with is the best.

JR

Answer 3

Like it or not, increasingly more employers are using pre-employment personaliy tests to screen job applicants for good reasons. Some of these tests are very tricky, you'd better prepare yourself well before taking them, or you would have a big chance of failing them. The key is to find a good personality test training and simulaiton website. One good one I used befor is www.acejobtest.com. Just FYI.