FORWARD BASE B

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Implications of Corporate ‘Personality Tests’ Used For Hiring

“our culture is undoubtedly headed in a direction where it will become its phoniest ever. In today’s job market, ‘truth’ has become an inconvenience, something that only gets in the way of our financial survival. But ‘truth’ is, always has been and always will be the most important thing to preserve, even if it makes life a tad more financially insecure.”

Personality Tests: Survival of the Phoniest

AND

“The truly scary thing is that this employment science is still in its infancy. In the near future, could certain personality profiles find themselves unemployable?

If lots of companies use the same hiring software, could they assemble a profile on someone based on multiple applications they’ve submitted?
Thus maybe someone could be disqualified based on inconsistencies in how they answer the personality test?

This brings up final questions. If a history of inconsistencies or unprofitable traits emerged on someone’s profile, could they end up essentially blacklisted through the entire system? ”

7 Reasons Why Unicru is Here To Stay

6 responses to “Implications of Corporate ‘Personality Tests’ Used For Hiring

  1. Glad I left June 29, 2012 at 3:17 am

    These personality tests for hiring are not so new. I ran into one back in the mid-80s when interviewing for a sales job at a consumer electronics shop, and heard from friends who also had to take similar tests at other companies.

    The tests are ostensibly designed to weed out phonies, although the effectiveness is questionable, and what they tend to catch are “thinker and philosopher” types. The key to passing is to ignore the graded scale (i.e., only binary: Strongly Agree or Strongly Disagree), and to use “ceteris paribus” (all things being equal), that is to say, do not take into account exceptions or situational differences.

    • Giovanni Dannato June 29, 2012 at 7:07 pm

      Yeah, I know those personality tests have been around a long time, but they’re nothing compared to the systematic way it’s done now on behalf of big box mega-chains.

      Which answer is the ‘right’ answer is actually based on analyzing huge amounts of data given to them by their client and figuring out how the most profitable hires answered.

      This is why it may not be so simple as just writing down an answer key and nothing at all like the occasional tests you’d see here and there over the last few decades.

      While their method is still fairly rudimentary, I’m interested to see how they develop it in coming years and if they could ultimately find ways to effectively blacklist anyone with a shred of free thought or individual initiative.

  2. And Balls June 29, 2012 at 3:59 am

    And this is why there are books out to pass the tests, but there’s room for improvement.

    • Giovanni Dannato June 29, 2012 at 3:56 pm

      But the company can change its formula as it pleases or have different formulas for different clients.
      Do the people who write those books or post answer keys on the internet really know for sure if Strongly Disagree is wrong and Somewhat Disagree is in fact the right answer?

      It’s pretty clear one of the primary functions of these ‘tests’ is simply to thin the field so they don’t have to hire HR people to do it.

      The attrition process has functional value for them even if it were totally arbitrary.

  3. Eric Patton June 29, 2012 at 4:12 am

    Q: How many golf balls can fit in a school bus?
    A: Suck my fucking dick

    http://www.impactinterview.com/2009/10/140-google-interview-questions/

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