讨论 – 在招聘之前进行个性测试是否有价值？
Discussion – Is it valuable to conduct personality tests before recruitment?
In the areas of industrial psychology and organizational behaviour it is of the strong belief that these personality tests are appreciated methods to select the best and good employees and weed out those ones who may not be a good fit to the organization. Many a time they are also used in assessing those employees who may turn out to be eventual threats or troublemakers to the organization. Some large scale organizations also include tests of personality and other related characteristics in their test to measure those dimensions. Employers also utilise personality tests to be able to know their employee well and where they might fit into the workplace setting the best. Private organizations, public sector organizations and organizations of the federal government make use of popular and common personality tests and they consider this effective in choosing the right employee before hiring and also to help the employee to assess their traits and characteristics.
Today job-related personality tests are quite up-and-coming and more than 70% of the employees say they have undergone a test of personality before being inducted into the organization. While employers says that these tests help them in finding the best candidate for a role, the authenticity of such tests and the responses given by the candidate are in question as to whether they reveal they real picture. Online personality tests are currently used by employers and the incidence of this has increased steeply in the past decade (Tyson & Tyson: 342-345). They are known to update the hiring process and test the knowledge, skills and abilities of around 60% to 70% of the employees in Australia which a meagre 30% a few years ago. These are as per the estimates of Deloitte LLP.