With the increasing competition and number of job seekers throughout the world, a majority of companies are now taking personality evaluation exams as a part of their interview process. These evaluations are an aid in determining the interviewee’s characteristic traits in regard to those traits that the employer company requires in their employees for their specific job.
The examination is basically done to judge the emotional stability and extroversion of the interviewee and also their ability and determination to have fresh experiences. Although the judgments can certainly get the talent companies want, yet when used carelessly can have various disadvantages as well.
Here are some of the Cons of careless evaluations
Increased Costs
In order to conduct the examination, the companies generally have to employ professionals on a consultancy basis, to outline the exam and also to evaluate the results. Moreover the role play evaluations such as for sales, takes considerable time to be conducted and administered. The time and cost implied in conducting often over weighs the overall evaluation advantages.
Providing False Data
In such tests, the interviewee can easily answer questions in a way that it depicts a positive image of their characteristics, which in other words means that he can anticipate what actually the employer want. Such false data can hardly be go noticed making the tests totally irrelevant.
Extraneous & Interfering Questions
At times these exams contain questions that appear entirely irrelevant and invasive unless the employer has not specified why they want to acquire such information from the candidates.
Contradictory and Bias Solutions
The manner in which some questions are word can lead to a bias selection. For instance if a Personality Assessment Test is based on evaluating assertiveness and confidence of an individual, then the companies may find that females are scoring poorly in this function. Since the questions were suited to more of male candidates, the companies are likely to ignore the capable female candidates as well.
At times these exams contain questions that appear entirely irrelevant and invasive unless the employer has not specified why they want to acquire such information from the candidates.
Contradictory and Bias Solutions
The manner in which some questions are word can lead to a bias selection. For instance if a Personality Assessment Test is based on evaluating assertiveness and confidence of an individual, then the companies may find that females are scoring poorly in this function. Since the questions were suited to more of male candidates, the companies are likely to ignore the capable female candidates as well.
