Personality Screening

Advanced General Psychology

Psychology 492

Review Paper

Argosy University

Abstract• This paper will address the approaches used to select applicants for

employment using personality tests. It will view the reasons for using these tests, the results, and the pitfalls of making decisions solely on the basis of these results. While it is true that these tests will effectively screen out poor applicants, some well qualified applicants are also screened out. An attempt will be made to point out why these tests should be used with interviewing, and not alone. Will computer administered personality tests alone; provide an accurate portrayal of the fitness of an applicant for employment?

• Is a relevant question because of concerns with the techniques used to evaluate applicants that should be productive in a work environment. It is necessary to do this, and at the same time screen out applicants that are not qualified.

• There are, numerous personality tests available to determine if the applicant will fit the profile of successful candidates, and the trend is toward using the established tests as a screening mechanism and then considering the specific needs before selecting. But the later question is if the applicant hired has the personality to succeed in the assigned job or if one of the applicants not chosen may have been a better choice.

Relevant Research• There is extensive material available on assessing applicants and

determining if they are a good fit for. This study looked at the established personality tests and their reliability and validity. It also examined the human factor that has been included in screening decisions and will consider if there is a way to increase the reliability and validity of human bias, while including the established validity of technology based tests. Then adjusting the weight of each factor. The articles reviewed addressed different aspects of assessing, screening and testing applicants.

• By comparing the benefits of an interview combined with the results of psychological testing, this researcher will present a technique for ensuring a better match between applicants and positions.

Methodology

• This study is based on the need for human resource people to streamline the selection process and choose the best candidate. While this is a great goal, it is becoming less successful because of some of the methods used to choose the “best” candidates. Previously H/R people would review applications and/or resumes and choose, in their determination, the best candidates, and interview them. But this process was subjective and sometimes biased, was always time consuming, and didn’t always lead to the best candidates being chosen. Because of the problems that occurred, H/R people searched for a method to chose the best without “wasting time” interviewing unqualified applicants.

How do they look?• To answer this question researchers have examined interviewers

perceptions of applicants personality based solely on a resume, and if that perception was inline with the personality screening tests. What was discovered was there is definite bias in the screening process when interviewers evaluate applicants. Sometimes this bias would conflict with the results that the personality tests indicated. Which lead to questions as to which determination to accept, particularly for a small company. (Cole, M. S., Field, H. S., Giles, W.F. Harris, S.G., 2004) While studies continue to advocate technology there is a realization that it is expensive. Efforts are being made to reduce the costs of screening software so more companies will be able to use these methods, and there is a continued push for technological advancement because it can reduce labor costs, increase productivity and virtually eliminate bias. But that might be the problem, sometimes bias can be a good thing. The subtleties in bias may sometimes be a key to making the best selection for hire. (Hedger, A. 2009)

How do we look?• Other considerations when hiring applicants is what they think of the

company, giving a bad impression may keep the best from accepting job offers. All who apply will have an opinion of the company and companies want to give the impression that they are technologically savvy, even if they aren’t technologically driven. The perception of an up to date company gives a better picture to all potential employees. So most companies try to use the latest available and affordable technology. Some companies have completely changed over to new technology; some just use some aspects of new technology. (Chapman, D. S., Webster, J. 2003) All companies are encouraged to use the method that is most cost efficient and effective for them.

• Interviews are still the least expensive option, even with increased labor hours. The trade off is interviewees feel more comfortable with a screening process that is based on an interview. The perception is that electronic screening has no bias, and for that reason has no human factor. People with poor interviewing skills may prefer electronic evaluation but this is a disadvantage for the company because applicants that make it past the electronic screening may have a good test taking skills, but that does not always mean that the person has all of the skills indicated on the tests. (Carless, S. A. 2003)

What are the tests testing?

• There is also the question of whether the test actually determining personality or is it determining familiarity with a test process. Personal experience has indicated that a lot of the tests are similar, and anyone that takes a number of these kinds of personality tests can learn how to respond to the test, even if the responses are not indicative of their personality. Just because I can write a sentence that says that I am a fine outstanding citizen of the community does not mean that I am.

Plus and Minuses• Companies still question the value of electronic tests; they save money, and

eliminate bias, but they are not personal, and that may be the factor that may lead to incorrect hiring decisions being made.

• The other factor to take to consider is how people felt about how they are screened. Some people are frustrated by personality tests options. Granted, it is this factor that assures that the tests are accurate. But forced options lead to negative opinions of the company, and how people perceive a company that uses electronic screening was a major consideration in this study and in public perception. (Llevens, F., DeCorte, W., 2003) Well qualified applicants have been screened out, and under qualified applicants selected because of these tests. But responses can be used to show weaknesses or strengths.

• The overall opinion is that companies that have used these tests have been rated well by anyone hired, but if people are not hired there is a perception that the personality test is unclear and there is a higher chance that the company will be rated poorly. This researcher has observed tests that have pigeon-holed a respondent into making half true or half false statements. (Smither, J. W., Reilly, R. R., Millsap. R. E., Pearlman, K., Stoffey, R. W., 1993)

A Better Plan• The debate about the value of electronic screening personality tests

and their ability to select the best qualified applicants has lead to plans to combine established screening methods with the new technology for the best results of both. One suggestion is to start with phone interviews based on a review of resumes. From the results of the interviews, applicants are selected for behavioral tests. Then they take screening tests, and are asked to submit samples of their work. This is more time consuming, and labor intensive, but is more effective screening, and has long term financial benefits. (Clifford, S., 2006) Although an ideal process, it is difficult for smaller businesses to use these methods. Large companies may be able to afford the process, but are less likely too because of the time it would take to process large numbers of applicants. So there continues to be a search for an efficient method of screening applicants.

A Better Way to Test• When considering the history of interviewing techniques there are

established methods of screening based on interviewing, with some concern about bias so there is always a need to monitor this process.

• There is more of a focus now on perfecting the current personality tests or in using different types of tests to gauge personality. Researchers know the advantages of a solid interview but are working to produce electronic tests to compliment the interviews. (Pepper, T., Kolesnikov-Jessop, S., 2005) The key being, the idea is to gauge personality and not try to determine it from the tests.

• Emotional Intelligence tests have also been proven to be a better judge of personality strengths and weaknesses and how they may affect job success. With options being considering for different type of “personality” or emotional intelligence tests, testing may become a more efficient and effective process for the screening process. (Blank, I, 2008)

Conclusion• The goal of personality tests used for the screening process is to save time and

money with good results. Originally designed to select the candidates that would best fit a position, over time the test has been molded to perform screen out. When H/R people found they could use a test method that wasn’t biased to reduce the number of people they had to interview, they were able to save a lot of time. Hiring successes and reduced labor costs were the solution to a list of problems. Lately though, there is a concern about the human bias being taken out of the hiring process, especially as job seeking professionals become better equipped to provide whatever personality profile is needed for a job. Some tests are now being altered resulting in higher costs. (Stark, S., Chernyshenko, O. S., Kim-Yin Chin, O. S., Lee, W. C., 2001) Even with improvements the tests are starting to determine test taking ability more than personality. I/O psychologists, are re-evaluating the nature of personality tests and including effective personal interviews that have the added value of improving the image of companies to potential and new staff.

• There is also a value to ease of mind in a hiring situation. Forced options produce stress, and while an interviewer can be biased, they can also see through the “perfect” applicant, and understand that all of us have some flaws. Personality is not a technical trait, it is a human trait, and that indication alone is enough to only use personality tests as a guide and not a guard in the hiring process.

References• Cole, M. S., Field, H. S., Giles, W. F., Harris, S. G. (2004). Job type and recruiters' inferences of applicant

personality drawn from resume biodata: their relationships with hiring recommendations, International Journal of Selection & Assessment, Vol. 12 Issue 4, p363-367

• Hedger, A. (2009). Three ways to improve your employee screening, Workforce Management, Vol. 88, Issue 3 • Chapman, D. S., Webster, J., (2003). The use of technologies in the recruiting, screening and selection processes

for job candidates. International Journal of Selection & Assessment, Vol. 11 Issue 2/3, p113-120, 8p• Carless, S. A. (2003). A longitudinal study of applicant reactions to multiple selection procedures and job

organizational characteristics, International Journal of Selection and Assessment, Vol 11 (4). pp. 345-351• Llevens, F., DeCorte, W., (2003). Applicant perceptions of selection procedures: The role of selection information,

belief in tests, and comparative anxiety. International Journal of Selection & Assessment, Vol. 11 Issue 1, p 67-77, 11p

• Smither, J. W., Reilly, R. R., Millsap. R. E., Pearlman, K., Stoffey, R. W. (1993) Applicant reactions to selection procedures. Personnel Psychology, Vol. 46 Issue 1, p 49-76, 28p

• Clifford, S. (2006). The new science of hiring. Inc., Vol. 28 Issue 8, p 90-98, 9p• Pepper, T., Kolesnikov-Jessop, S. (2005). Inside the head of an applicant. Newsweek, Vol. 145 Issue 8, p E24-

E26, 2p• Blank, I, (2008). Selecting employees based on emotional intelligence competencies: reap the rewards and

minimize the risk. Employee Relations Law Journal, Vol. 34 Issue 3, p77-85, 9p• Stark, S., Chernyshenko, O. S., Kim-Yin Chin, O. S., Lee, W. C., (2001). Effects of the testing situation on Item

responding: Cause for concern, Journal of Applied Psychology, Vol. 86 Issue 5, p943-953, 11p

PSY492 Peer Review Form • 1. Is the subject appropriate? Yes __X__ No ____ Other ____• Comment:• Your subject is very interesting and you have enough good information to your paper

work.• 2. Is the paper of appropriate length? Yes ____ No ____ Other _X___• Comment:• Student did not have paper in APA format, because of using outline as his paper to be

reviewed.• 3. Is the thesis clear, well argued and well-substantiated? Yes _X__ No ____ Other ____• Comment:• The thesis is very clear and how you plan to give evidence to support your belief is clear.• 4. Is the argument sufficiently original or innovative? Yes ____ No _X___ Other ____• Comment:• I remember this subject in this class or one that I have taken, however it was not as

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