Personality Testing

Personality Testing:

Should Personality Tests be Administered for Personnel Decisions –

Do the Benefits Outweigh the Costs?

Table of Contents

CHAPTER I – Overview

Introduction…………………………………………………………………………….….1-2

Study objective………………………………………………..…………………………….2

Purpose………………………………………………………………….…………………..2

Theory…………………………..…………………………………………………………..2

CHAPTER II – Analysis…………………..……………………………………………..2-6

Positive Implications of Personality Testing……………………………………………….2-5

Negative Implications of Personality Testing………………………………………………5-6

CHAPTER III – Methodology……………………………………………………………5-7

Participants………………………………………………………………………….……….5

Method and Design………………………………………………………………..…………6

CHAPTER IV – Analyzation of Results………………………………………….………8-9

Evaluation of Personality Measures…………………………………………………………7
Analyzation of Methods…………………………………………………………….………..8
Assumptions/Expected Outcomes...………………………………………………………...8-9

CHAPTER V–Conclusion…………………………………………………………..…….9-10

REFERENCES

APPENDIX

                                                                                                                                                1

Chapter I – Overview

Introduction

Should personality tests be administered for personnel decisions – do the benefits outweigh the costs?

Companies’ often find that the process of hiring employees and/or promoting employees

internally can be costly if the correct decision is not made in the initial selection process. Theoretically,

professionally developed and properly validated employment tests can help a company’s hiring process

by increasing the likely-hood of hiring candidates who will perform well on the job. Pre-employment

testing can help ensure alignment between the employee selection process and desired business

outcomes such as lower turnover, increased sales, and higher satisfaction (Bradley, 2003). Some benefits

companies can expect from... [continues]

Read full essay