I’ve found that there are always ways around these types of tests and prefer to look at the whole concept methodology. Of course there is a blend and you work with what the client prefers. In my opinion it’s the ‘whole person’ concept. My perception as a third party recruiter’? I could spend FOREVER using these types of bells and whistles; however (in my mind) it’s all about finding a win/win scenario between the client and the candidate.

The Five Factor measures negative emotionality, extroversion, openness (as in to new ideas, etc), agreeableness and conscientiousness. There’s a low, mid and high for each category and each category has a up and potential downside – for example someone with low negative emotionality is very even keel, but if they’re like that when dealing with someone who may consider everything a crisis (high negative emotionality) then they could be seen as uncaring (they bring something they think is a crisis, but the other person doesn’t get excited about it).

Let me know if you’d like more info on this assessment.

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={2CE3E4E5-2877-411C-A640-B2F30FE26298}

In symbolic, knowledge and entertainment-based economies, innovation and leadership are prized above all other traits.

In low-autonomy, semi-skilled roles, selection decisions carry less impact. In high value, high-impact roles, those decisions become much more critical; its just those cases where personality tests are more likely to be used and less likely to help.

Many attributes of a good employee can be managed; if they are disorganized, get them an admin. If they can?t make it to work, let them work from home. If they are not completing tasks, get them a taskmaster. But you can?t help a lack of innovation or leadership; all history seems to show that there is little you can do to predict where it will come from before the real test of battle.

Of course, a pretty high level of selectivity to begin with is always implied; another key reason that the tests break down is that they are generally being run against a group of winners to begin with.

It?s hard to truly value innovators in business cultures; sometimes they are everything you don?t want.

Find me a test that makes me select people I don?t want, for my own good ?and maybe that?s a way to really score!

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={0E342DEE-5B01-4DB0-8AA4-8A882E981362}

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={21C7CBFA-80EB-4A59-A773-C7C90CB0C086}

the Personnel Selection Inventory (PSI)

the Reid Report

Phase II Profile

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={45A2B9BD-04E0-4D20-BA7F-19DD8409A39A}

One thing I have found in my research of personality correlating to workplace performance is that it is most often times overvalued. I think people tend to use the term ‘personality’ for lack of understanding the core sources of behavior, which is our thinking structure (i.e. biases in thinking and clarity within those biases). Thinking structure allows people to gravitate towards certain tendencies and exercise sound judgment in given situations, which ultimately allows them to perform at a high level when there is a ‘match’ with the job requirements, management style and corporate culture (all have to be in alignment). This is why people with varying personality types can effectively perform the same job.

A great book that illustrates my point is: Discover Your Blind Spots, which you can learn more about prior to its national release at

http://www.cleardirection.com/books/default.asp

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={88778B17-8289-4188-ADC5-201111B7A6A0}

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={A1B2095C-A942-4529-8172-FDC67191082A}

Thank you for such a stimulating article.

I can’t say I have read ‘The Cult of Personality:Rethinking the Use of Personality Tests for Hiring’. As an INTJ I can say emphatically that I do have a significant amount of understanding of the MBTI and find the comments pertaining to Isabel Myers to be a bit misleading.

‘After years of gradually creating her own formulation, she discovered and adopted the ideas and framework expressed by Carl Gustav Jung in his book, Psychological Types. The rest of her life was focused on studying the works of Jung and in striving to bring the potential benefits of knowing and applying his ideas to the world.’
http://www.myersbriggs.org/foundation/objectives_goals.cfm

While Isabel may not have been formally trained, most would agree Carl G. Jung certainly was formally trained. Isabel spent her life adapting and applying Jung’s ideas. Therefore one could reasonably agree that Isabel’s work was not lacking roots in formal psychological education. The reference creates an inference that her work was not backed by formal psychological study when in fact it was, not hers personally, but Carl Jung’s.

Moving forward, personality tests should not be used to make hiring decisions. MBTI as an example since we are already on the topic illustrates a personality type not necessarily a level of performance. A common stereotype resides with the type ‘I’ or introvert. Most people think an ‘I’ can’t interact with people well, wouldn’t make a great trainer, leader because of their introversion. In reality the ‘I’ by definition means one who ‘recharges in solitary pursuits’. They recharge by biking, reading, working out, playing music as opposed to activities which involve groups. That certainly wouldn’t mean the person would be incapable of public speaking, leading, training, sales etc.. Just an example of how invalid these tests can be.

There are situations where once inside an organization you can use these instruments to forecast the probability that a certain type might be predisposed to succeed, but one would not make decisions based on that instrument alone. The instruments are like spice on a food, they are not the main course, they provide an additional dimension to taste.

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={1CDEA21E-1AC3-41BA-ACC2-1646A25D14CB}

You can read the original article here

Post your own Article Review
http://www.erexchange.com/p/g.asp?d=M&cid={42C4F95E-BFD3-434F-8997-EF7846A39425}