9.10 Testing and Selection Interviews
Next, we will look at selection interviews.
What do you think?
Many argue that employees can learn new technical skills, but changing interpersonal work attitudes can be more difficult. Hiring managers can learn how individuals will interact with their coworkers, customers, and supervisors through behavioural assessments and personality profiles. Many organizations use assessment tools, such as the Big Five, to predict candidates’ performance in jobs requiring interpersonal interactions.
- Should employers hire candidates based on their work attitudes rather than their skills?
- What does the Big Five personality test tell us about an applicant?
Elizabeth D. De Armond, a professor of legal research and writing at Chicago-Kent College of Law, likens personality tests (in hiring selections) to an “MRI scan of the soul” and suggests banning them, except in cases where a business can convincingly argue that hiring for a specific personality is essential (for example, police officers must be able to handle highly stressful situations) (Leck, 2019).
“Selecting the Right People” from Human Resource Management by Saylor Academy is licensed under a Creative Commons Attribution-ShareAlike 4.0, except where otherwise noted.—Modifications: Used section Selection tests; Added additional content.
