How Biodata Is An Effective Performance Predictor For Potential Employees Essay

When companies hire solely for the physical features of certain qualified and chosen people, they are attempting to assist their business. By doing so, companies do not look at the personality,

In place of a prospective employee's cognitive ability, the uniform guidelines insists on personality appraises, biographical information, and various consideration based on race and ethnicity as a base to "hire" the "right" number of appropriate racial and ethnic representations. The skills and technical expertise regarding a given job are regarded lowly especially in situations where a significant proportion of persons from the minority group lacks these skills.

In Mexican recruitment culture, employers seek to collect detailed personal and professional information such as age, family background, marital

This paper introduces the overview of personality assessment approaches in use currently in society. It proceeds to review the big five personality measures, its validity in prediction of personality types (Archer, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. Aspects on the social desirability trait and the distortion produced in responses to evaluation questionnaires, being a significant part of the problems in personality assessment is examined. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

The psychometric testing in other words may be called as “measurement of the mind”. During the selection process the education level, skills and experience are the things, which are normally estimated, however the behavioral traits and personality of a candidate is much more difficult to assess during an interview. As a result

Peck uses the history of human resources to suggest that today 's data analysis methods are simply an advanced version of the way employment was done after World War II, which first utilized intelligence and personality tests. Companies used these tests to quickly find talented and creative employees, the same reason that people analytics is being used for today. Providing the foundation of people analytics not only supports his argument by proving that the idea has worked brilliantly in the past and will work in the future, but also discredits opposing views.

These assessments facilitate dramatically the hiring process by identifying the thinking styles, occupational interests and behavioral traits and allow the visualization of the “total person”. To complete the assessment process behavior tendencies play an important role in increasing individual productivity by identifying personal accommodation , assertiveness, attitudes, energy level, independence, objective judgment, sociability, manageability and decisiveness.

My point of view the more tools you acquire in your tool box of knowledge and resources the better equipped you will be. Personal profiling is a helpful tool for employers to have when making hiring decisions. My organization administers the DiSC personality assessments to prospective candidates as part of our interviewing process. The DiSC encompasses the Big Five Personality Dimensions we look for in our candidates. As the administrator of this assessment I’ve taken serval hours of course training on how to effectively conduct the assessment as well as report accurate results.

Essentially, there are two types of structured interviews, which are called situational and experience based (also called behavioral) (Ellis, 2016). Situational interviews consist of questions asked to respond to a specific situation one might face in the workplace environment (Ellis, 2016). These types of questions or scenarios are designed to reveal the candidate’s analytical and problem-solving skill sets, as well as how they would handle an unexpected situation. Experience-based interviews evaluate past behaviors that are associated to the prospective job (Ellis, 2016). Theoretically, the use of experience-based interviews is the same as that of biodata, which reflects past behavior as a good predictor of future behavior. Thus, presumes

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

When scientists want to explain strengths and weaknesses, including cognitive abilities and personality or behavioral styles, psychometric testing is a best approach to do so (What is Psychometric Testing, n.d.). As a result, psychometric testing has, in fact, become one of the most sought out protocols to search for the best suited prospective candidates and the state of current candidates internalities; thereby, using a computerized assessment test against face-to-face tests and vis-à-vis. Therefore, the data set selected (e.g., ICPSR 35034: Generations of Talent Study) is well suited to address the proprietary concerns, which Pitt-Catsouphes and Sarkisian (2014) described as the, “…21st century affect of globalization of human resource/talent management strategies and dramatic shifts in the age composition of the workplace” (p. 6). Insofar, this cross-sectional methodology provides the essentiality of being able to deconstruct and analyze the current studies of talent acquisition, which solely stems from human resources (H.R.) practices.

One of the most critical challenges facing public administration is the recruitment and retention of qualified personnel. While the problem of attracting talent into public service is not new, the introduction and rapid expansion of the high technology and Internet industry, the problem has reached crisis proportions. Both the public and private sector have embraced the Information Age with increasing dependence on a skilled and versatile workforce. Private industry responded by developing greater versatility in expanding and contracting their workforce to compliment the strategic requirements and goals of the organization. Public administration did not adequately

Selection is a key responsibility for all manager and supervisors involved, rather directly or indirectly, in the hiring process of an organization. Selecting and hiring the wrong candidate can become costly to an organization. Therefore, the selection process should be handled with tedious care and precision to ensure to hire the employees right for the job. Potential candidates should be hired based on their skills, and knowledge relevant to the job. For instance, to ensure suitable hiring for vacant positions, the job description should meticulously be designed to properly reveal the skills necessary and required to perform the job specifically. Using a data-driven selection or hiring approach helps in increasing or enhancing the suitability of the hiring decisions made in companies or organizations. When the selection is based on the data obtained, it ensures that the success rate will be high because the potential candidate has been selected based on precise data, resulting in the likelihood of high performance. However, following a data-driven approach a company’s focus is on the required and mandatory skills and competencies required to perform a particular job.

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.