Validity of Personality Tests

You are the HR Director for Big Bucks, Inc. Apply what you have studied and learned from the course to answer the following four questions from the CEO of Big Bucks, Inc.:

1. Do you think we should be using personality tests to select candidates?

Yes, for some organizations. But I would use it as a part of the selection process.

2. Why or why not?

I think personality testing is useful for some organizations. In some businesses, the impact of hiring the wrong candidate has a disproportionate effect. Executives in larger firms or corporations may be great but aren't always great at hiring and that test just may the boost they need. There are a number of factors that must be considered when selecting candidates, such as "right fit". Aside from the job, we are hiring for the right fit between the worker and supervisor, considering the fit within the company culture, and the surrounding community. The test has to be able to touch on a number of areas outside personality, so selecting the right tool (test) and maximizing organization benefits, I would research the process and consider the above mentioned "right fit" areas prior to using the test. After all, I must consider the scores of a personality test have little or nothing to do with skills.

3. Can we make a specific personality a job requirement on our job requirements matrix?

If we make personality a requirement we may never fill the position and probably end up in litigation. A well-defined KSA's and work related experience necessary for success in a specific role in our organization are the primary gates that must be met. As the hiring manager, I possess a clear understanding of what our company needs, well past the job description. In knowing that, I must carefully evaluate the candidate's style and fit within organization. For me, personality would come into play once I have identified several strong candidates. I am concentrating on consideration for the organization culture, attributes beyond the job description and learn what I can about the candidates work style and personality. Searching for this "specific personality" must be a team effort. I will have the candidate interact (if hired) with their superior, peers and those who may report to them. I would then asses the feedback from each level of interaction with the potential hire. This may be inconvenience the scheduling of the day and a little time sensitive but a wrong hire on my watch is something I wouldn't take too lightly.

4. How would we measure the test results, score and rank candidates, during the selection process?

I would use a test which uses the Big Five typology and measures a candidate's reliability and services orientation like the Hogan