Uses
of Personality and Integrity Testing
Pre-employment tests are the best way to ensure that
corporations make good and efficient
hiring decisions, and as such, these tests are necessary.
Companies lose millions of dollars annually
because of incompetent staff (Daniel, 2005). Employees with low morale and productivity,
as well as those with tendencies to cheat can be sieved out using these tests.
If used wisely, these personality tests are a useful
measure of whether the employee being hired will be a good match for the
enterprise. Personality and integrity tests are a reference tool for an
employee’s predisposition to reason in a certain way, and whether they process
information intuitively or sensitively (Kaplan, 2014). With this data, employers are able better to acclimate new hires to the company
mission and culture.
Jobs
in the retail and financial services industry require more use of integrity
tests. In such industries, employees are usually unsupervised but have easy
access to funds and merchandise. These tests thus aid corporations predict the
proneness of employees to theft. In the insurance, sales and marketing industry
also, personality tests enable the employers to measure the introversion and
extroversion characteristics of applicants. For jobs that require emotional
intelligence for example in the police department, these tests are useful for
eradicating candidates with mental instability and psychopathy (Schmidt, 1999).
The
field of personality and integrity testing is expanding at the rate of 8-10%
per year, and thus corporations are bound
to increase the use of these tests. 30% of American companies use personality
tests, growing it into a $400 million industry(Daniel, 2005). Companies usually
have an attrition rate for new hires of 40%, and with such statistics, more
companies are bound to look to new methods to reduce the cost of hiring.
Personality and integrity tests have proven to be vital in hiring, and thus there is bound to be an
upsurge in their use.
References
Daniel, L. (2005, April 1). Staffing Management: Use
Personality Tests Legally and Effectively.SHRM, 1(1), 51-63.
Kaplan, E. (2014, May 19). How Personality Test
Data Can Help You Create a Dream Team. Retrieved from inc.com:
http://www.inc.com/elle-kaplan/the-business-case-for-using-a-personality-test-to-hire-your-next-employee.html
Schmidt, D. J. (1999, September-October).
Personality Testing in Employment. SHRM Legal Report, 28-40.
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