Question

Should personality tests be used to inform employment decisions? Why or why not? How can value, relevance, and/or applicability of personality tests for these types of decisions be increased?

Answer 1

• The primary goal of personality testing is to go beyond the tangible skills that get discussed during the application and interview process. Whether hiring execs or interns, companies are increasingly focused on the importance of cultural fits. Spotting a poor cultural fit can be challenging during a phone screening, or even an in-person interview. This is especially the case when a company defines its culture in non-specific or cliché terms.Almost any candidate can make that case. A test can reveal red flags that may not be obvious in a conversation.
• Diversity-minded businesses may use personality tests as another means of leveling the playing field between candidates. Unconscious biases from well-meaning recruiters and hiring managers still play a significant role in how company teams are put together.
• Such tests may be able to detect global personality traits of individuals, their strengths and weaknesses, but will not be a good predictor of who will do well in a certain work environment. For example, extroverts and introverts may become equally good salespeople, using different strengths and skills to succeed. For example, an introvert may be a very good listener and use this talent to better understand his/her client.
• Another problem is that individuals can “fake” the answers, providing the answers they think the employer is looking for (e.g., if an “extrovert” is considered a better for for a sales position, then the candidate will answer accordingly, irrespective of their “true” personality).
• Personality tests have come under scrutiny in the past by the Equal Employment Opportunity commission. For example, some test questions may be framed in such a way that candidates suffering from mental illness will be disqualified. Make sure you consider the ramifications of what you're asking, and aren't inadvertently (and illegally) soliciting disclosures of disabilities.
  
• Companies must supplement the test with a structured interview process. This means all candidates are asked the same questions making it easier for interviewers to score candidate responses and draw comparisons across applicants.
• Companies should review their retesting policies carefully and gather data to understand the extent to
  which candidates repeat the process and to clarify whether those who eventually get hired are truly a
  good fit for the job.