Uses of Personality & Integrity Testing (Essay Sample)
Many employers use integrity and personality tests but some of these have been challenged in courts. One example is where the 7th U.S. Circuit Court of Appeals concluded that Rent-a-Center's use of the MMPI personality test probably prevented mentally challenged individuals from getting promotions in the company. Shortly after this ruling, Jeannine Cruz sued the Louisiana State Police claiming that she was discriminated against based on sex because her scores on several employment tests (including the MMPI) were not high enough to warrant promotion to a trooper position. In fact, her performance on the tests indicated that she was a candidate for "sexual misconduct" and "chemical dependency/" She claimed in her suit that the tests utilized are not fair to women because men tend to score more positively than do women. Some experts think that similar lawsuits can be expected based on the Rent-a-Center case if companies do not relate the test content to specific job content.
1. Do you think employers should use integrity and personality tests to make recruiting and promotion decisions? Why or why not?
2. Can you think of some jobs where integrity and personality tests might be more appropriate than for other jobs? Give your rationale.
3. Do you think companies will use more or less integrity and personality tests in the next five years? Why?
Be certain to integrate the readings and to conduct independent research providing references (minimum 3) from various credible sources to support your opinions, ideas, and arguments. You must cite in text and include multiple references (minimum of 3) in addition to the text.
Uses of Personality & Integrity Testing
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Uses of Personality & Integrity Testing
1 Do you think employers should use integrity and personality tests to make recruiting and promotion decisions? Why or why not?Â
Yes, employers should use personality and integrity tests in the recruiting and promotion decisions. However, my view is that, employers should administer the test in accordance with the developer’s intended use. For instance, it is appropriate to test an accounting with a math test, but inappropriate to use the same test for a custodial employee. Apart from this, employees in the current world are likely to be dishonest than in the past. As such, the employees are likely to engage in dishonesty, and unethical practices, such as taking bribes or theft of goods (Schaffer, & Schmidt, 2008).
2 Can you think of some jobs where integrity and personality tests might be more appropriate than for other jobs? Give your rationale.
In the corporate world, integrity and personality tests are appropriate. However, they should focus on particular job positions, such as managerial, finance officers, sales and marketing, including positions where employees are likely to engage with people, directly. In addition, security jobs also require these tests. Employees in this scope are in constant interaction with people. Their temperament, behaviors and ethics matter. On the other hand, there are jobs that do not require these tests. Such jobs include those in the creative industry, voluntary work and unskilled labor. Most of these jobs, the employees, for example, voluntary work employees already know the scope of their work. As such, it is their choice, either to participate or decline the job (Phillips, & Gully, 2013). Â
3 Do you think companies will use more or less integrity and personality tests in the next five years? Why?Â
Undisputedly, employers will continue using integrity and personality tests more in the next five years. This is because the concept of integrity and personality is broadening, and this shows that, human beings are also becoming more complex. The need to maintain sustainability via employing or ...
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