Week 3 Assignment 2
Personality & Attitudes
1. What did you think of the profile assessment? How did you feel while taking it?
I took it imagining I was a job candidate I felt nervous about it as do all job candidates. I also felt confident as I would have been shocked if I somehow “failed” the personality profile or assessment. One misconception we see in the general public is the use of the word “test” when they refer to profile assessments. A test you can pass or fail or fall somewhere in between, but what profile assessments measures are behavioral styles. You are a measure of the behaviors you use and adapt to. The only way to fail a profile assessment is to lie on it. ...view middle of the document...
Profile assessments are useful, for you as well as for the organization. Profile assessments allow organizations to see how you'd react in an environment similar to the one that you'd be working in. The tasks, activities, and problem scenarios you'll face should all mimic real situations; and your ability to work through these gives interviewers an in-depth look at whether you're right for the role. This process also benefits you – going through this sort of assessment helps you get a good sense of the knowledge and skills that you'll need in this role. It also serves as a realistic "job preview," which allows you to see whether you're likely to enjoy the work and the organizational culture. You can then decide whether you and the organization will be a good fit.
Profile assessments can tell you things that even the applicant cannot articulate. If it is one thing an organization does not need is a needlessly “squeaky wheel.” You as a manager should know who will “fit” best into your organization and giving job candidates profiles and assessments is another tool used to assist in making that decision. Yes, the tests are flawed and should be used only as a tool not the final say in whether or not to hire someone. Organizations can use personality testing to reduce employee turnover. The result of high employee turnover is wasted time and money spent training and re-hiring. In fact, hiring an employee who is not adequately suited to the job can cost your company thousands of dollars. It will cost your company approximately 10 times the annual salary for a high paying position or 1-2 times the annual salary for a low wage position if you make a bad hiring decision. Employment testing can include tests for personality traits, business values, cognitive skills, integrity and motivation. Testing is often conducted by businesses to avoid hiring the wrong person. Using employment testing is a great way to save money and reduce turnover rates.
3. Are assessments like this legal to use within "your" organization? What caveats would you offer?
Personality profiles and/or assessments have some have some legal considerations as more and more companies decide to utilize personality and emotional intelligence tests in the employee selection process, applicant faking and placating skeptics are not the only hazards a company can expect. If not constructed properly, the potential legal ramifications of these tests can be massive. The two most significant legal considerations in using personality and emotional intelligence tests are Title VII discrimination and discrimination under the Americans with Disabilities Act (“ADA”). While intentional discrimination is certainly possible, the more likely risk for companies acting in good faith involves inadvertent discrimination through the use of valid and reliable instruments.
A little history on this is in the first Supreme Court case that examined unintentional discrimination; Griggs v. Duke...