Please respond to a minimum of 2 students. Responses should be a minimum of 100 words and include direct questions, critical analysis, and scholarly discussions with fellow students.
#1
Most employers use integrity and personality tests in recruiting as a way to get to know applicants, like who they are and what suits them.
Do you think employers should use integrity and personality tests to make recruiting and promotion decisions? Why or why not?
I do not think employees should use integrity and personality tests to make recruiting and promotion decisions because I think, integrity and personality tests do not help with recruiting the right person due to applicants not being honest when taking the tests. Most applicants will select what sounds good and will get them the job but their answers are not really who they are. In my experience, we’ve hired applicants or move them forward with the recruiting process but as soon as they’re in front for interviews, their responses from the tests are not who they’re and barely know anything about the job. These tests should not be use for promotion as well because managers or supervisors should already know if that employee should or should not get the promotion based on their performance and it is time consuming.
Can you think of some jobs where integrity and personality tests might be more appropriate than for other jobs? Give your rationale.
Jobs where integrity and personality tests might be more appropriate than for other jobs are, I think customer service jobs and jobs that have to deal with meeting sales goals. Those jobs deals with people’s personalities and how they can handle dealing with customers face to face. Those with sales goals can also use the tests to should how an applicant will go about when it comes to selling and reaching their goals. I still do not think testing can show a person true honesty or that they can perform the job just by taking the tests.
Do you think companies will use more or less integrity and personality tests in the next five years? Why?
I do think most companies will use more or less integrity and personality tests in the next five years because from my experience, while I was searching for jobs when I moved 4 months ago before getting my current job in the financial industry, I had to take few integrity and personality tests from most of the companies I applied to. When I started working in the financial industry almost 10 years ago, I did not have to do an integrity and personality tests like I do now. I also think these tests will be use more because it also eliminates the non-qualified candidates and makes the process goes faster.
#2
Q. Do you think employers should use integrity and personality tests to make recruiting and promotion decisions? Why or why not?
An integrity test is a specific type of personality test that is designed to assess and measure an applicant’s inclination to be honest, trustworthy, and dependable. Some jobs come with higher responsibilities such as a job where it’s a matter of national security. Lack of integrity can lead to behaviors such as theft, violence, sabotage, espionage, disciplinary problems, and absenteeism. Integrity tests have been found to measure some of the same factors as standard personality tests, predominantly meticulousness, and perhaps some aspects of emotional stability and sociability.
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