respond to peers

Hello Dr. Germain and Classmates,

1. List one example of a personality test often used by Human Resources Departments.

Human Resources (HR) today are aware that is not enough to hire someone based on their resume and skills, there are some organizations that take a step forward and make you take a personality test to see if you will align with the organization and their culture and most important the nature of the work that you will be doing. According to Steeled personality test “It provides objective data that enables better decision-making. Personality assessment provides you with standardized, useful insights regarding how candidates behave in a work context and predict job performance and company fit. By using this data to identify and hire the right candidate you’ll also improve the overall productivity and effectiveness of your teams” (Costa, 2020, para. 8). I can see this can be helpful in the hiring process to see if this person really fits with the organization, it is very important as a director and as a manager to better understand the way your employees’ personalities and this test can just help with that. Personality tests can help you to identify strengths and weaknesses in your employees and future employees, one of the personalities tests that I would use since I am in the aviation business will be the  CPP Psychological Personality Test, this test is a psychological test that will be seen as an important part of any pilot or flight attendant candidate’s screening process, this is an important step so you really want to know whom you are hiring to be part of companies crew “It does not replace the personal interview, where personality traits are also closely observed. But the CPP test helps to pre-select candidates to be invited for the interview” (Aviation Solution, 2020, para. 3).

2. Do you think this is a sound recruiting technique? Explain why it is – or not.

It is no secret that hiring very talented people for your organization is everyone’s main goal. It is very critical because you are putting the organization’s success on them, but in order to succeed you first have to hire them. I have been in many interview panels, and I can see that hiring a good person can be at times be challenging. According to SHRM Recruiting and Attracting Talent “If not done correctly, an organization’s recruitment efforts can produce job applicants who are unqualified” (Breaugh, 2020, P. 1). I am not an expert on this just reflecting my opinion based on reading, it is a technique that helps to understand the person that will be joining the team, I mean all depend on the person you ask to me the answers are not. Personality assessments can for sure play a helpful and objective role in the recurrent process. First, if the right assessment is used will reveal key information, I mean untimely you are responsible to determine who to hire. “We have all seen situations in which candidates are nailing every single step of the interview process and the job seems at hand until some form of testing is requested. A lot of candidates are caught off-guard by this addition, but the only unsettling factor happens to be the choice of the word test” (Snider, 2021, para. 1).

3. Have you ever had to take a personality test at the time of hiring? If so, how was your experience? If not, did you wish you could have taken one to prove that you could do the job well?

Yes, I have taken a personality test when I was going to be hired by an Airline and I was going to be dealing with difficult personalities as my work routine on a daily basis. They asked you questions about your life and your vision, and you answer them the best you can that fits you, in my view, this is done to see if I can handle the stress and work that I will be performing, of course, and interview in person was done as well after the test results were received by the HR department. My general experience with this was normal, they didn’t ask anything that I could not answer those questions were straightforward and to the point they just want to see who was knocking at the door before opening. “Situational Judgment Tests Applicants are asked to choose a course of action from several alternatives” (Heneman et al., 2021).