The Disadvantages of Using Personality Tests for Hiring

Online personality tests and online aptitude tests are conveniently used by companies to assess individuals and hire individuals as per their requirements.

However, the beliefs of HR managers while recruiting individuals in a study conducted in 2002 raised a few red flags that should be carefully scrutinised before continuing with the same pattern for personality tests.

Cons of Online tests for aptitude
  • The biggest disadvantage of online aptitude tests is the possibility of unfair means especially when the candidates are applying from home. This disadvantage can be avoided by conducting the test in one single room. It can also be avoided by changing the questionnaire for each candidate. A timer can be set for answering each question. Problem related questions can be used to prevent cheating. These answers have to be solved and cannot be answered with a quick Google search.
  • Open text questionnaires cannot be auto graded thus the recruiter has to check them personally.
  • The susceptibility of online examinations to fraud has also greatly increased.
  • The tests are device dependent. Failure of servers and computer devices can lead to large scale problems during the test.
The problem with aptitude/personality tests
  • Aptitude tests give preference to knowledge over facts. The problem with this style of questioning is subjective, variable, and cognitive and they don’t depend on behaviour. The tests give a measure of the person’s state of mind at the moment of the test which can be affected by performance pressure. This doesn’t explain what a person can actually do, which is crucial during the job. It just means that a child scoring the highest in the class with the technique of rote-learning is considered as opposed to the child with practical knowledge about the subject but lesser scores.
  • These tests are grossly generalised. This reduces the efficiency of the test to a horoscope predictability. The tests are impersonal, and they are usually organizationally irrelevant. A good HR recruitment and management team must also conduct personal interviews to impartially select the most suitable candidate for their job offers.
  • 4 Quadrant personality tests are the most popular tool used by companies to hire individuals. They usually consist of a blend of four components which are combined as per requirements. The origin of these tests goes back to 450 BC when a scholar named Empedocles noticed that the behaviour of people can be placed in four categories, labelled as fire, earth, water, and air. However, these tests are very expensive and not insightful. They can be manipulated by the test taker during the interview to appease the recruiter. That is why researchers recommend frequent tests as these scores can keep changing with respect to context.
  • 4 Q tests are not predictive of better future job performance. Self-discovery, team building, coaching, enhancing communication, and many other developmental applications can be easily achieved with the help of these tests, but limited predictive validity, low test and retest reliability, lack of norming and internal discrepancies make the test futile while hiring. Thus, companies have to make careful choices while conducting these examinations. Their teams have to ensure that they overcome the problems of personality tests.
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About Dhanur Chauhan

I am professional blogger share guide about WordPress, blogging tutorial, seo techniques, making money from blog and getting traffic to the blog.
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