Personality Theories Why has personality theories and internet testing created so much interest in the hiring process? Can you judge a person 's ability to perform the work just by giving them a personality assessment? Not always, but in the process of hiring many organizations can rely on personality theories and testing, which helps the process of pre-selection. Personality theories help measure, cognitive ability, knowledge, and personality of potential candidates. Employers today use pre–assessment
Iraq and Afghanistan return to a life they left but inside they are tormented with flashbacks, nightmares, anxiety, anger, and depression. Many people suffer from PTSD after experiencing traumatic events in his or her life. Minnesota Multiphasic Personality Inventory (MMPI-2) is chosen for the basis of this assignment to evaluate someone who exhibits symptoms of PTSD. Sometimes the symptoms of PTSD are exaggerated or faked. The basic characteristics and the purpose of this tool will be discussed as
Employers have devised several ways of recruiting the best employees and one major way is the use of the personality test. Personality tests are used to measure several things including experience and skill of the candidates. In addition the employer will use personality tests to determine whether the job applicant has the required enthusiasm and motivation. This paper will tackle the use of personality tests within organizations there importance and how they have been used over the years to determine
Psychometric test is a systematic test used to collect information about abilities, personality and intelligence from individuals (U.S. Department of Labor, 2000). Psychometric test are being used worldwide in order to select appropriate candidate for a post, as it is critical to construct a talented and committed workforce, so as to increase the overall performance of the company (United States Office of Personnel Management, 2007). Surveys indicated that 30% of American companies (Heller, 2005)
Validity and Reliability The overall problem with psychological tests concerns their ability to measure what they are supposed to measure. The accuracy, or usefulness, of a test is known as its validity. For example, suppose you wanted to develop a test to determine which of several job applicants would work well in a bank. Would an arithmetic test be a valid test of job success? Well, not if the job required other skills, such as manual dexterity or social skills. Construct Validity
interested in the use of IM on personality assessments when high stakes are involved (e.g. getting hired), primarily when a company provides organizational fit language, and when it provides salient diversity language through recruitment media (e.g. website). Individuals applying for a position are given an inside look at an organization when they browse its website. Typically, an applicant can view a website and get an understanding of an organization’s personality and demographics (Cable & Yu, 2006)
selection According to Bach et al. (2013), the role of human resource departments include selecting, recruiting and training the most competent candidate in order to fill a certain job vacancy. Even though training has been termed to have the greatest effect on the performance of organizations, selection and recruitment remain to be critical. This explains why human resource managers should be committed in ensuring they hire only the best and most competent candidates. According to Van Steenwyk (2008)
these experiences is typically assessed via self-report questionnaires. Despite self-report being the most common method of personality assessment (Paulhus & Vazire, 2007), there are frequent discussions about its limitations. To address some of these limitations, such as those outlined by Nisbett and Wilson (1977), many researchers are turning to ecological momentary assessment (EMA). Implemented with smart devices (e.g., phones, tablets), EMA allows researchers to ask participants questions about
Human Psychology that identifies and measures the degree to which certain personality traits—recurring patterns of thought and behavior, such as anxiousness, shyness, openness to new things—exist from individual to individual. The subject involves a set number of personality traits (although the number of traits can vary wildly) and assigns the degree that a trait exists, which then determines the individual’s personality. Dr. William Sheldon (1898-1977) was an American psychologist who during his
the MMPI-2-RF (Porath, 2012). Uses, Values, Strengths, Weaknesses, Professional Commentary in Literature A study done by Gass and Odland (2012) examined the fundamental psychometric properties of the Symptom Validity Scale (also known as the FBS—Faking Bad Scale). Their sample was composed of 303 medical patients at a Veterans Affairs (VA) medical center who had medical conditions related to their military service for which they received monetary compensation. Due to the compensation received, these