Personality Tests for Business Organizations - 3607 Words

The Value of HRM to Business Organisations Section 1 This essay will evaluate the literature available on the value of the selection method of personality tests to business organisations. These tests measure individual’s responses to what are usually fixed choice questions to uncover characteristics that have important implications for their job performance (Beardwell and Claydon, 2007). Personality tests were first reviewed in a personnel selection context in 1965 (Guion and Gottier, 1965) but it is only recently that they have become popular with around 30% of companies using them (Heller, 2005), particularly for candidates applying for managerial and graduate jobs within the top companies in the UK (Faulder, 2005; Newell, 2005:†¦show more content†¦Iles and Salaman (1995) have argued that these measures are stronger predictors than had previously been thought but there have been many limitations of studies demonstrating its predictive value. Armstrong (2006) points to the need to have tests which are sensitive, stand ardised, reliable and valid in order for them to be considered effective. It has also been suggested that instead personality tests should be used as part of a two way process whereby results are discussed during interviews to consider how an individual would deal with certain situations (Newell, 2005). This would perhaps help manage the limitation that individuals feel pressurised into giving a ‘right’ answer and therefore fake their responses to a personality test. Throughout these debates there is the reoccurring theme of the need for reliability and validity in personality tests, as with any other selection method a business organisation may adopt. Here it is important that the method is consistent in its measures both throughout the personality test itself and should the personality test be applied to individuals over time. Furthermore, the predictive value will be heavily affected if no clear relationship is established between the tests results and job performance (Newell, 2005). In conclusion, from the literature review it isShow MoreRelatedPersonality Theories And Internet Testing1061 Words   |  5 PagesPersonality Theories Why has personality theories and internet testing created so much interest in the hiring process? Can you judge a person s ability to perform the work just by giving them a personality assessment? Not always, but in the process of hiring many organizations can rely on personality theories and testing, which helps the process of pre-selection. Personality theories help measure, cognitive ability, knowledge, and personality of potential candidates. Employers today use pre–assessmentRead MoreTypes Of Personality Tests Out There844 Words   |  4 Pagesare many types of personality tests out there. Some of them are better than others. 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