Personality Tests The Job Interview
Personality tests can not impress over polished shoes or a long CV. It is difficult to prepare, but certain precautions may be wise to remember.
More and more employers make use of psychological tests in relation to the recruitment of candidates for positions. The intention behind the testing is to find out about your personality profile matches the position and perhaps also into the workplace's culture.
Man tries to map out the candidate's abilities that may not come equally well demonstrated by CV, application and actual interview. How might increase the chances of finding the most suitable candidate in a pile of applications, says Ole Iversen, Professor of Management and Head of the Certification Council for test use in Norway.
If you select that you prefer to go hiking alone in the woods rather than going out on the town with friends, it says something about your level of extroversion. If you like both, you're probably somewhere in between the extremes of introversion and utdanvendhet explains Iversen.
He believes that in principle it is not possible to cheat on a personality test, but it depends very much on how the test is structured.
If you know exactly what your company is looking for and notify you after the job description or terms used there, might it turn out the test. But it comes as said depends on what kind of test it is.
Iversen is also a professor at BI and has researched the use of personality testing. He has recorded the intensification of the number of tests in use. But not everyone is as serious in your choice of test type, and he is concerned that many uses of questionable tests.
We see that there are many who use bad tests that can hold no professional standards when they test at work. In the last round it goes even beyond the employer if this attribute test of great significance, but it is also stupid for applicants who risk ending up with a crazy personality profile as a result, says Ole Iversen.
An employer can not require you offshoot test when you meet for an interview, but it may not give a good impression to refuse. However, you should get feedback on the results and a chance to comment on this.
It is important that those tests treat the interviewee well, which also means providing competent opportunity to say whether he or she recognize the test result. Employers must also make it clear what the test will be used for, nor use data on subsequent occasions, says Iversen.
Inspectorate has little to say on test usage in itself, but is concerned about employers' widespread curiosity.
Test Use is fine in itself, as long as the data here is used to what they are supposed to be used. And of course with the candidate's consent. Certain questions must however be wary, and there are questions that go to pregnancy, disease and repute. Bodies that are not entitled to see the police in connection with employment, can not ask for this, said information officer in Inspectorate, Ove Skåra.
Examples of employers inappropriate question is "Have you ever been suspected of criminal activity?".
If, for example, has been suspected, but not convicted, the answer is wrong anyway. But such issues should not occur, and if someone were to come off like that, is the Data Inspectorate standing recommendation to report it here, says Skåra.
It is clear that there are challenges associated with finding reliable tests, not to mention the "ecological validity", or how well tests measure the mental in the real world outside controlled laboratory settings. Usefulness in the workplace, I would still not comment bombastic about, and I'm open to that personality tests can be a valuable complement to traditional ways of assessing job applicants,
More and more employers make use of psychological tests in relation to the recruitment of candidates for positions. The intention behind the testing is to find out about your personality profile matches the position and perhaps also into the workplace's culture.
Man tries to map out the candidate's abilities that may not come equally well demonstrated by CV, application and actual interview. How might increase the chances of finding the most suitable candidate in a pile of applications, says Ole Iversen, Professor of Management and Head of the Certification Council for test use in Norway.
Frivolous tests:
If you select that you prefer to go hiking alone in the woods rather than going out on the town with friends, it says something about your level of extroversion. If you like both, you're probably somewhere in between the extremes of introversion and utdanvendhet explains Iversen.
He believes that in principle it is not possible to cheat on a personality test, but it depends very much on how the test is structured.
If you know exactly what your company is looking for and notify you after the job description or terms used there, might it turn out the test. But it comes as said depends on what kind of test it is.
Iversen is also a professor at BI and has researched the use of personality testing. He has recorded the intensification of the number of tests in use. But not everyone is as serious in your choice of test type, and he is concerned that many uses of questionable tests.
We see that there are many who use bad tests that can hold no professional standards when they test at work. In the last round it goes even beyond the employer if this attribute test of great significance, but it is also stupid for applicants who risk ending up with a crazy personality profile as a result, says Ole Iversen.
 |
| Personality Tests The Job Interview |
An employer can not require you offshoot test when you meet for an interview, but it may not give a good impression to refuse. However, you should get feedback on the results and a chance to comment on this.
It is important that those tests treat the interviewee well, which also means providing competent opportunity to say whether he or she recognize the test result. Employers must also make it clear what the test will be used for, nor use data on subsequent occasions, says Iversen.
Prohibited questions:
Inspectorate has little to say on test usage in itself, but is concerned about employers' widespread curiosity.
Test Use is fine in itself, as long as the data here is used to what they are supposed to be used. And of course with the candidate's consent. Certain questions must however be wary, and there are questions that go to pregnancy, disease and repute. Bodies that are not entitled to see the police in connection with employment, can not ask for this, said information officer in Inspectorate, Ove Skåra.
Examples of employers inappropriate question is "Have you ever been suspected of criminal activity?".
If, for example, has been suspected, but not convicted, the answer is wrong anyway. But such issues should not occur, and if someone were to come off like that, is the Data Inspectorate standing recommendation to report it here, says Skåra.
Access to consciousness:
If you come out as a psychopath, but is still well-liked in the neighborhood, it is the test there is something wrong with, or is all around you just polite? Philosopher Øistein Schmidt Galåen has written doctoral dissertation in philosophy and neuroscience has researched consciousness with brain researchers.It is clear that there are challenges associated with finding reliable tests, not to mention the "ecological validity", or how well tests measure the mental in the real world outside controlled laboratory settings. Usefulness in the workplace, I would still not comment bombastic about, and I'm open to that personality tests can be a valuable complement to traditional ways of assessing job applicants,
0 comments:
Post a Comment