Personality tests, like other tests used in employee selection, have been under attack for several decades. What are some of the reasons that applicants find personality tests objectionable? On what basis could their use for selection purposes be justified?
Personality tests are seen as objectionable by some applicants because they could discriminate against individuals who would otherwise perform effectively. Personality tests may be seen as an invasion of privacy. Nevertheless, they are useful for helping with occupational selection and career planning.
Personality tests can be justified if they are able to be used in combination with cognitive ability tests. Personality tests that measure traits such as conscientiousness can lead to better prediction of job performance. These tests are justified when specific traits are mandatory in a particular job.
Bohlander and Snell (2004, p. 202) state that ôwhereas cognitive ability tests measure a person's mental capacity, personality tests measure disposition and temperament.ö
Having taken personality tests such as the Minnesota Multiphasic Personality Inventory, I do not believe that they always predict personality traits accurately. My test results indicated that I should be an artist but I have no talent in this area.
Compare computer-assisted instruction with the lecture method in regard to the way the two methods involve the different psychological principles of learning.
Computer-assisted instruction does not replace conventional learning experiences. However, this method allows individuals to proceed at their own pace and capitalizes upon different learning strategies. These strategies also provide for interactive training that comes to the employee. Computer-assisted instruction relies upon internal or intrinsic motivation.
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