Personality Testing And Selection Essay

3. Personality tests as the name suggests are conducted to measure the prospective employee’s motivation to function in a particular working condition.

Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Luis Navarro, Jr. Southern New Hampshire University Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Arthur, W., Woehr, D. J., & Graziano, W. G. (2001). Personality testing in employment settings: Problems and issues in the application of typical selection practices. Personnel Review, 30(6), 657-676. The authors explain, within in this article, the issues of multi-dimensional issues of personality, linear selection model(s), effects of self-selection, biases’ with social desirability, impressionism, and among other complexes (e.g., top-down selection, legal implications).

Personality Assessment and Analysis The following is the test results

The results that I got back from the Jung Typology test can and will help me with a large amount of questions that I currently have about my career choice. While taking the Jung Typology test I learned that the test itself asked a great deal of personal questions about myself. By asking such an array of personal questions the test gets to know more about the test takers personality and therefore

Hence, the aim of this report is to reflect over my current personal skills and abilities assessment with a particular focus on self-development to become a management professional in order to fit into the organization and to become successful. 1.1 Personality, Assessment and Evaluations Psychologists have long recognizes the importance of work in our lives and they proposed that, personality play a significant role in all the process of work starting from how people actually perform their jobs and the attitudes they hold about them (i.e. job satisfaction) through the factors that increase or decrease their

The Personality Assessment Inventory (PAI) was designed by Leslie C. Morey in 1991 as an alternative for the Minnesota Multiphasic Personality Inventory revised (MMPI-2) to provide relevant information to make a clinical diagnosis, treatment planning, and screening for Axis I and Axis II psychopathology in patients 18 or older. However, the PAI does offer both child and adolescent versions in which a psychologist may utilize this assessment personality on these individuals known as the PIC for children and PAI-A for adolescents. Upon administrating the PAI for the adult population, an individual can expect a duration ranging between 40-50 minutes to complete the PAI and requires a comprehensive reading level between 4th and 6th grade. The PAI assesses abnormal personality consisting of 22 scales and 31 subscales in total which contains a 344 self-report Likert questionnaire scored with a 4-point ordinal scale. Scoring of the PAI consists of 22 non-overlapping scales made up of 4 validity scales, 11 clinical scales, 5

This personality inventory was interesting and my results, for the most part, were accurate. This inventory told me something more about personality and self; I learned that my four letter type is ESTJ. Which stands for extrovert, sensing, thinking and judging. I have taken this similar test multiple times and I usually get this same four letter code, so it must be accurate. After reading the descriptions, I believe that this code does fit me exceptionally well.

When I took the Myers-Briggs Personality Test, my result was the description of ISTJs, Introverted Sensing Thinking Judging. From these results, ISTJs are inspectors with an acute awareness of what is right and wrong, especially when it relates to their interests or responsibility. This assessment does resemble my personality without a doubt. The ISTJs process a devotion to duty, and their motto is punctuality. I agree I have a dedication to duty and am a stickler for punctuality with the exception to reasonable cause.

PERSONALITY TEST PRACTICE June 99 1. In an experiment in which you want to measure the relationship between the AO and extraversion two subjects in one higher and one lower in AO AO are made and who do not know each other, they meet in a room and were videotaped without their knowing. The design is of type: a) Observational · B) Correlational c) Experimental 2. In an experiment extroverted and introverted subjects are taken, how long endure sitting in a chair in an isolated room is measured.

In our organization we need to implement a screening and hiring process for new hires that will weed out those that will not live up to the standard set by the company. In addition, we should provide our existing employees with a personality test that could help us to begin this process so that we could look for key characteristics that will provide us with a standard for new hires to

A personality assessment is a method of examining and knowing human personality traits, this means getting to know the characteristics of various individuals such as behavior’s and social affiliations, to actualize this, we will be applying the Myers – Briggs Types Indicator (MBTI), of emotional intelligent (EI) Key word: Personality Assessment Introduction As we recalled from the above definition of personality assessment, is a method of examining and knowing human personality traits, this means getting to know the characteristics of various individuals such as behavior’s and social affiliations, to actualize this, we will be applying the Myers – Briggs Types Indicator (MBTI), of emotional intelligent

Essentially, there are many strategic choices an organization faces when recruiting and staffing. Some of the strategic choices involved in recruiting entail determining whether to have the following: (a) permanent versus temporary employees, (b) whether to hire internal versus external, (c) in-house versus outsourcing, and (d) determining what methods will be utilized. Moreover, selection raises the following issues of reliability, validity, interviewing, who are we as an organization going to interview, individual versus group, structured versus unstructured, testing/assessment, and reference checking (Mello, 2015). Also, recruiting for international assignments may need to follow the internal methods and employment branding and replacement

Some people argue that the cons of psychometric testing outweigh its pros. In many cases, top-notch applicants are ruled out of a job because psychometrics are used as a default barometer, with all subsequent decisions based on it. One of the biggest problems is that psychometric tests frequently contain biases that work against applicants from different cultural backgrounds, who face language barriers or even just simple anxiety about testing. They might sometimes be the best person for the job, but are automatically eliminated because of the process. Besides, the standard psychometric tests are already well known and easily accessed.

THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.