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Sagot :
The text suggests that both employers and job applicants struggle with the hiring process because: the hiring procedure used by an employer frequently differs from the hiring process used by applicants.
Hiring process :
Personality tests are becoming an increasingly common requirement for job applicants. Employers frequently use industrial/organizational psychologists, who study behavior in the workplace, to assist in choosing personality tests to aid in staff selection because there are numerous personality tests available and each assesses something different. Industrial/organizational psychologists may decide to have candidates take the Myers-Briggs test, which assesses personality qualities important for leadership and teamwork, depending on the specific demands of an enterprise. Alternately, they could administer the Minnesota Multiphasic Personality Inventory, which gauges a person's propensity for psychopathology and substance misuse. Various other traits, including mental processes, sociability, motivation, self-awareness, emotional intelligence, stress management, dependability, and work style are examined by other personality tests. Some professionals think personality tests are used and interpreted excessively.
Others contend that personality assessments are crucial to the recruiting process because they can determine how well a candidate "fits" the job description. When recruiting a salesperson, for instance, a corporation may compile a list of the personality qualities of effective salespeople and compare test results of applicants to that benchmark. Many businesses that have employed personality tests have seen a decline in turnover and absenteeism, which translates into significant financial benefits for the business. Other businesses have seen improvements in consumer and employee satisfaction, as well as declines in theft and absenteeism. Nowadays, personality assessments are utilized in the hiring process to reduce the number of candidates to interview.
Employers must swiftly go through a deluge of applications due to the popularity of online job ads, and personality tests provide a quick way for them to focus on candidates who might be a good "match." How should you answer test questions, then, to ensure that you land the job? Although the best answers differ depending on the job and the firm, experts advise against lying on personality tests because they often have sophisticated systems in place to detect deception. According to management expert Luis Valdes, "There is an ideal level for each given character quality, like independence. Most individuals aren't so extreme, so if someone looks to be, it shows they've tried to address all the issues.
- Different personality assessments gauge the various actions of job applicants. In order to aid in hiring new employees, industrial or organizational psychologists can advise on the best personality tests to use. Most industrial or organizational psychologists use the Myers-Briggs test for the hiring process out of all the available personality tests.
- The leadership and teamwork-related personality qualities are assessed using the Myers-Briggs test. The Minnesota Multiphasic Personality Inventory, which assesses applicants' propensity for substance addiction and psychopathology, is one of the additional personality tests that are frequently used in the hiring process.
- In addition to the aforementioned roles, personality tests also assess traits including reliability, friendliness, mental process, self-awareness, motivation, emotional intelligence, and work style.
- Although these exams are overused and overinterpreted, it is nevertheless thought that they are crucial for the employment process.
- Because objective personality tests can forecast how well a job candidate fits the relevant job profile, employers utilize both interviews and them when determining who to hire. Once a candidate passes a series of personality assessments, it is determined whether or not they are a good fit for the position.
- A personality test compared to a standard also reduces attrition, theft, and absenteeism while increasing employee satisfaction, customer loyalty, and financial savings for the business. Setting up a set standard for personality tests also reduces the pool of candidates for interviews, improving the interviewing process's quality and resulting in the best candidate being chosen.
Learn more about hiring process here brainly.com/question/16144730
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