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Useful or Not?
An applicant may be highly skilled at answering interview questions and
securing a job. But what if, when it comes to actually performing the work, it
becomes clear that he or she is not a good fit? By the time you make this
determination, you've devoted a lot of resources that can't be salvaged and
you still have to find someone who can do the job and work well with your
existing staff.
Personality testing is intended to help prevent this type of situation. If you
decide to try personality testing, the test might include questions similar to
these:
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When to Test
If you do give personality testing -- also commonly referred to as "behavioral
assessment" -- a try, after you've checked out competing testing services and
chosen one, the first decision you'll need to make is when to conduct the test,
before or after the in-person interview. There is no universal right answer.
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"If a person's results are affected by the fact that they have an impairment
and the results are used to exclude the person from a job, the employer needs
to defend their use of the test even if the test was lawful and administered
correctly," Christopher Kuczynski, an attorney, summarized the position of the
Equal Employment Opportunity Commission (EEOC).
For example, a test could "flunk" some candidates with mental health
problems such as bipolar disorder and clinical depression -- conditions that
could be deemed to be disabilities.
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EEOC Weighs In
You should know the use of personality tests can come with some legal risks.
If used improperly, you could be hit with discrimination claims and
enforcement action from the EEOC. The EEOC has published more detailed
recommendations for how to use the personality test in a nondiscriminatory
way:
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Ensure that tests and other selection procedures are properly validated
for the positions and purposes for which they are used. The test or
selection procedure must be job-related and its results appropriate for the
employer's purpose. While a test vendor's documentation supporting the
validity of a test may be helpful, the employer is still responsible for
ensuring that its tests are valid under the EEOC "Uniform Guidelines on
Employee Selection Procedures.
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The EEOC also states that you "should ensure that tests and selection
procedures are not adopted casually by managers who know little about these
processes.
A personality test "can be an effective management tool," the EEOC concedes,
but adds the following caveat: "No test or selection procedure should be
implemented without an understanding of its effectiveness and limitations for
the organization, its appropriateness for a specific job, and whether it can be
appropriately administered and scored.
Regulatory considerations aside, keep in mind that if you use a test that's very
long and cumbersome, you risk making strong job candidates think twice
about coming on board. That's because the test could convey the impression
that you have an overly intrusive management style.
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E-mail : info@hrp.net
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