Personality Testing
The social politics of (involved in) a design studio workflow
Personality Testing
In the current employment field, employers may need to sort through hundreds of applications before they are able to select the best candidate/s for a position. With the advancement of psychological science, personality testing has become an efficient and proven means of narrowing down applicants before a formal interview, distinguishing one candidate from another and providing an employer with a means of achieving a broader perspective of a candidate’s personality.
With the increasing number of candidates applying for positions in the current employment market, interviewing of candidates and viewing of CVs can be a time consuming and expensive adventure. With the development of personality testing employers have a means of narrowing down the candidate list to those that are best suited for the job. Tests can be developed with the qualities the employer is seeking in mind, to produce a specific test for that particular position and its required traits. Commonly measured traits in employment settings include extraversion, conscientiousness, openness to new experience, optimism, agreeableness, service orientation, stress tolerance, emotional stability, initiative and pro activity. All of these traits can be tested via personality testing with far greater success than that of a simple interview, academic record or CV.
Personality tests have become a reliable and proven means of effective hiring. “It’s increasingly likely that candidates will be required to take a personality test before being hired.” (Edward Hoffman Ph.D. 2001, p. 3).
It is rare that a personality test would be able to distinguish executive material in testing, though they do provide a means to distinguish a potential employee over another, in that depending on the traits sort after by the recruiting company the candidates that possess these qualities can be easily distinguished above those...
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