Interview procedures for validating science assessments
Often, organizations even ask candidates to sign a document waiving their right to see their results.But there are both ethical and pragmatic benefits to sharing results, regardless of whether a candidate receives or accepts an offer of employment.To restore access and understand how to better interact with our site to avoid this in the future, please have your system administrator contact [email protected] 18% of companies currently use personality tests in the hiring process, according to a survey conducted by the Society for Human Resource Management.
For instance, while there are laws that prohibit companies from discriminating or invading candidates’ privacy, there are no laws that prohibit companies from using strange or invalid assessment tools.The MBTI was not developed for that purpose and is not intended for personnel evaluation — even the test’s publisher warns against using it in that way. In order to safeguard against the possibility that candidates will ask others to take tests, especially cognitive ability tests, on their behalf, organizations should “proctor” the assessment test, either by having the candidate take the assessments in their offices or by monitoring candidates via video conference if they are remote.Keep in mind that some candidates may be tempted to “game” the results.This number is growing at a rate of 10-15% a year according to many industrial and organizational psychologists, as well as the Association for Test Publishers.When used correctly, cognitive and personality tests can increase the chances that new employees will succeed.
Some psychometric tests have built-in measures that indicate whether a candidate’s pattern of responses may reflect an attempt to come across a certain way or whether the candidate’s answers are incongruent with one another.