scholarly journals potentials of a dialogical reframing of personality testing in hiring

2021 ◽  
Vol 1 (2) ◽  
Author(s):  
Kathrine Møller Solgaard ◽  
Morten Nissen
Keyword(s):  
Personnel Selection ◽  
Objective Assessment ◽  
Ethnographic Study ◽  
Personality Testing ◽  
Personality Test ◽  
Personality Tests ◽  
Organizational Issues ◽  
Job Candidates ◽  
Empirical Material ◽  
Related Personality

Personality testing is highly disputed, yet, widely used as a personnel selection tool. In most research, it is taken for granted that personality tests are used with the purpose of achieving a more objective assessment of job candidates. However, in Danish organizations the personality test is often framed as a ‘dialogue tool’. This paper explores the potentials of a dialogical reframing of the use of personality testing in personnel selection by analyzing empirical material from an ethnographic study of the hiring processes in a Danish trade union that declaredly uses personality tests as a dialogue tool. Through an affirmative critique we identify five framings that interact during the test-based dialogue: The ‘meritocratic’, ‘disciplinary’, ‘dialogical’, ‘pastoral’, and ‘con-test’ framing. Our study suggests that being committed to a dialogical reframing nurtures the possibility of focusing on what we call the ‘con-test’: Either as exploring the meta-competences of the candidate or as co-creating embryos through joint reflections on organizational issues. We argue that the long-lasting debates in the field of selection-related personality testing should be much more interested in the question of how personality tests in hiring are used, rather than whether or not they should be used.

Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

2012 ◽  
Vol 11 (4) ◽  
pp. 169-175 ◽  
Author(s):  
Katherine A. Sliter ◽  
Neil D. Christiansen
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Lie Detection ◽  
Personality Test ◽  
Personality Measures ◽  
Personality Tests ◽  
The Impact

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

Test-Taking Motivation and Personality Test Validity

2010 ◽  
Vol 9 (3) ◽  
pp. 117-125 ◽  
Author(s):  
Thomas A. O’Neill ◽  
Richard D. Goffin ◽  
Ian R. Gellatly
Keyword(s):  
Personality Assessment ◽  
Personnel Selection ◽  
Test Validity ◽  
Personality Testing ◽  
Personality Test ◽  
Field Sample ◽  
Moderation Effect ◽  
Test Taking ◽  
Low Levels ◽  
Valid Criterion

In this study we assessed whether the predictive validity of personality scores is stronger when respondent test-taking motivation (TTM) is higher rather than lower. Results from a field sample comprising 269 employees provided evidence for this moderation effect for one trait, Steadfastness. However, for Conscientiousness, valid criterion prediction was only obtained at low levels of TTM. Thus, it appears that TTM relates to the criterion validity of personality testing differently depending on the personality trait assessed. Overall, these and additional findings regarding the nomological net of TTM suggest that it is a unique construct that may have significant implications when personality assessment is used in personnel selection.

A Comparison of Personality Prediction Classifiers for Personnel Selection in Organizations Based on Industry 4.0

2021 ◽  
pp. 266-288
Author(s):  
Roberto Contreras-Masse ◽  
Juan Carlos Bonilla ◽  
Jose M. Mejia ◽  
Alberto Ochoa
Keyword(s):  
Personnel Selection ◽  
Industry 4.0 ◽  
Classification Performance ◽  
Smart Manufacturing ◽  
Personality Tests ◽  
Job Applicant ◽  
Machine Learning Classifiers ◽  
Spanish Speaking ◽  
Job Candidates ◽  
Personality Prediction

Nowadays, the internet has an astonishing amount of useful material for personality mining; nevertheless, many companies fail to exploit the information and screen job candidates using personality tests that fail to grasp the very information they are trying to gather. This research aims to highlight and compare the different machine learning classifiers that can be used to predict the personality of a Spanish-speaking job applicant based on the written content posted on their social networks. The authors conduct experiments considering the most critical measures (such as accuracy, precision, and recall) to evaluate the classification performance. The results show that the random-forest classifier outperforms the other classifiers. It is of utmost importance to correctly assess the resumes to determine the most qualified people in a smart manufacturing position.

scholarly journals Selection Tool Use: A Focus on Personality Testing in Canada, the United States, and Germany

2019 ◽  
Vol 5 (1) ◽  
Author(s):  
Stephen Risavy ◽  
Peter Fisher ◽  
Chet Robie ◽  
Cornelius Konig
Keyword(s):  
United States ◽  
Personnel Selection ◽  
Cost Effective ◽  
The United States ◽  
Personality Testing ◽  
Personality Tests ◽  
General Mental Ability ◽  
Selection Tool ◽  
The Us ◽  
Practice Gaps

The purpose of this paper is to provide new data regarding the current staffing practices being used by organizations in Canada and the United States (US) as well as a comparison with existing data from Germany (Diekmann & König, 2015). Data regarding the beliefs of human resource (HR) practitioners in terms of using personality tests in personnel selection is also provided. A geographically representative sample of 453 HR practitioners across Canada and the US were surveyed. Although general mental ability testing has previously been found to be highly valid and cost effective, this selection tool was among the least commonly used in all three countries. Personality tests were also rarely used (especially in Canada and the US) and research–practice gaps still appear to be an issue (e.g., HR practitioners’ preference for personality types as opposed to traits).

A Critical Examination of Content Validity Evidence and Personality Testing for Employee Selection

2020 ◽  
pp. 009102602093558
Author(s):  
David M. Fisher ◽  
Christopher R. Milane ◽  
Sarah Sullivan ◽  
Robert P. Tett
Keyword(s):  
Content Validity ◽  
Personnel Selection ◽  
Employee Selection ◽  
Test Validation ◽  
Personality Testing ◽  
Critical Examination ◽  
Personality Test ◽  
Validity Evidence ◽  
Current Investigation ◽  
The Public

Prominent standards/guidelines concerning test validation provide contradictory information about whether content-based evidence should be used as a means of validating personality test inferences for employee selection. This unresolved discrepancy is problematic considering the prevalence of personality testing, the importance of gathering sound validity evidence, and the deference given to these standards/guidelines in contemporary employee selection practice. As a consequence, test users and practitioners are likely to be reticent or uncertain about gathering content-based evidence for personality measures, which, in turn, may cause such evidence to be underutilized when personality testing is of interest. The current investigation critically examines whether (and how) content validity evidence should be used for measures of personality in relation to employee selection. The ensuing discussion, which is especially relevant in highly litigious contexts such as personnel selection in the public sector, sheds new light on test validation practices.

scholarly journals The use of personality tests as a pre-employment tool: A comparative study

2021 ◽  
Vol 119 ◽  
pp. 05007
Author(s):  
Ahmed Remaida ◽  
Aniss Moumen ◽  
Youness El Bouzekri El Idrissi ◽  
Benyoussef Abdellaoui ◽  
Youssef Harraki
Keyword(s):  
Comparative Study ◽  
Educational System ◽  
Personality Testing ◽  
Recruitment Process ◽  
Personality Tests ◽  
Knowledge And Skills ◽  
Open Debate ◽  
The Right ◽  
A Company ◽  
Selection Of

The mechanisms of professional selection of young graduates in the labour market remain an open debate and involve all stakeholders: students, educational system, companies and administrations. These mechanisms play a crucial role in the future performances of an institution or a company, as the selection of the wrong candidate can ruin an organization. In contrast, the right candidate can take the organization to new heights. The interview presents a short interaction that may reflect the candidate knowledge and skills; however, there are many other hidden facets such as personality traits that are difficult to measure only by interviewing. Today, many countries already use personality testing during the recruitment phase. Our objective through this work is to determine the possible links between the personality of future young employees and their performance within the company. To achieve this objective, we carried out a comparative study of the different personality tests used in the recruitment process.

scholarly journals Effectiveness of psychometric tests for the selection of personnel in jobs in the retail sector

2021 ◽  
pp. 1583-1590
Author(s):  
Cristian Chipana-Castillo ◽  
Gabriela-Jhennyfer Miranda-Roca ◽  
Wagner Vicente-Ramos
Keyword(s):  
Personnel Selection ◽  
Positive Impact ◽  
Structural Equations ◽  
Retail Sector ◽  
Psychometric Tests ◽  
Personality Tests ◽  
Psychological Traits ◽  
Deductive Method ◽  
Relationship Performance ◽  
Selection Of

The aim of this study was to determine the effectiveness of psychometric tests in the selection of personnel in retail sector jobs. The study used the scientific deductive method of explanatory level, with non-experimental design on companies in the retail sector in the region of Junín, Peru. The most relevant psychometric tests in the study was the interview whose intention was to go into the life of the interviewee ensuring, suggestions, opinions and behavioral attitudes, knowledge tests to assess the capabilities and skills of the candidate and finally personality tests that allow to know the working relationship, performance, satisfaction and staff turnover. The results generated through structural equations, show that the interview, positively influences the selection of personnel (p≤0.05). In relation to knowledge tests based on IQ, the results reveal that it had a positive impact on personnel selection (p≤0.05). Finally, personality tests based on psychological traits, significantly influence in personnel selection (p≤0.05). The conclusion of the study indicates that the interview, knowledge tests and personality tests in the selection of personnel contribute to the efficiency of the human resources area, thus optimizing the resources of the organization.

When the Machine Meets the Expert: An Ethnography of Developing AI for Hiring

MIS Quarterly ◽  
2021 ◽  
Vol 45 (3) ◽  
pp. 1557-1580
Author(s):  
Elmira van den Broek ◽  
◽  
Anastasia Sergeeva ◽  
Marleen Huysman Vrije ◽  
◽  
...  
Keyword(s):  
Information Technologies ◽  
System Development ◽  
Knowledge Work ◽  
Ethnographic Study ◽  
International Organization ◽  
Information System Development ◽  
Domain Experts ◽  
Mutual Learning ◽  
Job Candidates ◽  
Domain Expertise

The introduction of machine learning (ML)in organizations comes with the claim that algorithms will produce insights superior to those of experts by discovering the “truth” from data. Such a claim gives rise to a tension between the need to produce knowledge independent of domain experts and the need to remain relevant to the domain the system serves. This two-year ethnographic study focuses on how developers managed this tension when building an ML system to support the process of hiring job candidates at a large international organization. Despite the initial goal of getting domain experts “out the loop,” we found that developers and experts arrived at a new hybrid practice that relied on a combination of ML and domain expertise. We explain this outcome as resulting from a process of mutual learning in which deep engagement with the technology triggered actors to reflect on how they produced knowledge. These reflections prompted the developers to iterate between excluding domain expertise from the ML system and including it. Contrary to common views that imply an opposition between ML and domain expertise, our study foregrounds their interdependence and as such shows the dialectic nature of developing ML. We discuss the theoretical implications of these findings for the literature on information technologies and knowledge work, information system development and implementation, and human–ML hybrids.

Psychological Measurement: Critical Analysis of Psychological Testing in Personnel Selection

2017 ◽  
Vol 9 (3) ◽  
pp. 82
Author(s):  
Ankita Sehrawat ◽  
Kanchan Sehrawat
Keyword(s):  
Personnel Selection ◽  
Critical Analysis ◽  
Selection Procedure ◽  
Psychological Testing ◽  
Personality Testing ◽  
Psychological Measurement ◽  
Job Applicant ◽  
Main Emphasis ◽  
History Of ◽  
Selection Testing

<p>This paper examines the importance of psychological testing in personnel selection. Selection is a process of hiring the job applicant who will be most successful in meeting job demands. Poor hiring can be costly to an organisation, thus, they rely on different techniques of selection, testing is the most commonly used. An attempt is made to understand the history of testing, use of testing in selection procedure, and various kinds of test used with main emphasis on the cognitive ability and personality testing. It also attempts to critically analyse some of the issues associated with testing, with emphasis on the validity and utility of tests. The issue of cultural fairness, biases and discrimination has also been explored.</p>

Adventurers and Lovers: Organizational Heroines and Heroes for a New Time

2017 ◽  
Vol 2 (Volume 2, Issue 2: Winter 2017) ◽  
pp. 115-125 ◽  
Author(s):  
Monika Kostera
Keyword(s):  
General Principle ◽  
Strong Influence ◽  
Radical Change ◽  
Ethnographic Study ◽  
Collective Unconscious ◽  
Capitalist System ◽  
Alternative Organizations ◽  
Empirical Material ◽  
New Time

Narratives resonating with profound layers of culture have such a strong influence because they use archetypes. Archetypes, understood in the Jungian way, as constructs in the collective unconscious, ready to hold important cultural material, can shape the plot, characters, time and place of such tales. I analyzed the empirical material collected during a longitudinal ethnographic study of Polish and UK alternative organizations, such as cooperatives, value driven businesses, anarchist collectives and others, operating in the margins of the capitalist system, looking for underpinning archetypical tales, which referred to their general principle of organizing. I have found two such overarching motifs: the Adventurer (or the classic Campbellian hero) and the Lover. The narrative thrust of the archetypical tales seems to be directed in opposite ways. The hybrid they form may have an interesting potential for radical change.

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