• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Critically assess the reliability of the various methods that could be used to gauge a candidate's personality during the recruitment process.

Extracts from this document...


Behavioural Science (BS 1525) Essay Business Studies with Japanese Lecturer: Mr H. Barton Words: 1374 Critically assess the reliability of the various methods that could be used to gauge a candidate's personality during the recruitment process. When screening potential employees it has become commonplace for companies and other organisations to use various, and in some cases quite advanced, methods of analysing applicant's personalities'. Many of these methods are however quite controversial and in some cases their reliability, in other words their ability to return consistent results when carried out a number of times on the same person (repeat reliability), has been questioned. Which one of the plethora of research methods including interviews, questionnaires, observation, case studies, action research and laboratory and field experiments is used, depends on which situation the testing is carried out in, and what kind of results are needed. What is however essential, is that the chosen technique is suitable to the problem in hand. Personality tests can be divided into two distinct categories, nomothetic and idiographic. Both types attempt to assess attitudinal, interpersonal, emotional and motivational characteristics. Nomothetic tests, which aim to scientifically identify, compare, predict and measure personality, use self-report personality inventories. This type of test is used to handle large groups and would therefore be suitable to organisations during the first steps of selection. ...read more.


The MTBF has become the most widely used of personality tests in the personnel selection process. Idiographic tests such as the Rorschach ink blot test, the repertory grid and semantic differential technique are based on a phenomenological approach which puts emphasis on subjective perceptions. Psychometric personality tests are useful in that they are easy to administer and the data gained from them can be quickly and effectively quantified and also accessed easily at a later date. Although these tests are used widely during personnel selection, there are a number of problems surrounding personality testing. The most common of these is faking, i.e. not truthfully answering the questions and instead second guessing which answers are desirable, in order to better his chances of getting the job. Research done by Poppleton (1975) showed that applicants exhibited precisely this behaviour and lied when filling out Cattell's 16 PF test. Further research seems to prove that when tests are taken purely for the purpose of self-evaluation and not as part of the recruitment process, subjects generally answer questions truthfully (Tiffin and McCormick, 1969). Methods such as forced-choice techniques or "lie scales" have been devised to combat cheating in tests. These involve posing questions in such a manner so that someone trying to falsely create a more positive picture of his personality could be easily identified. ...read more.


Mischell (1968) suggested that interviews may be misleading, in that people change their behaviour depending on the situation they are in. Mischell stated that it is less personality traits, but instead to a greater extent the situation that defines how a person will behave. This would contradict the theory that personality is consistent, and mean that one cannot accurately predict someone's behaviour by analysing their personality. Further methods of analysing personality such as graphology play only a minor role as they are seen by many as having very little or no scientific basis. Personnel selection is on of the most difficult parts of management. As well as a potential applicants CV and track record, any further input is likely to improve the selection process. Organisations must however be aware of the disadvantages and shortcomings of the various methods of personality testing. Based on the findings of research done to date, placing to greater emphasis on psychometric testing would not be advisable as these methods are to prone to cheating. In the light of the increasing competition among job applicants, relying on their truthfulness is probably unwise. Instead selectors should endeavour to collect information from as many sources as possible as this increases the likelihood of creating a balanced and accurate assessment of a person's suitability for a job. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Personality Assessment Instrument. Assessments of personality are conducted through several means: questionnaires, observations, and ...

    Analyze Selected Assessment with Personality Theories Carl Rogers was a significant America psychologist and one of the originators of the concern for people method to psychology. Rogers used a nondirective method of helping the individual. He did not ask questions, he just listened to what the individual had to say.

  2. Human Resource Management: Development, Activities, Planning and Recruitment

    Assistance with drafting advertisements is available on request from the Human Resources Division. 39. Heads of Departments must ensure that permission to fill a post has been obtained before seeking to publicise a vacancy; details are available from the appropriate section of the Finance Division - Planning & Management Accounts

  1. Part A of this report will examine my learning styles, preferences, highlight any areas ...

    Aural - students have a preference for heard information, they learn better from lectures and/or discussions with other students. Kinaesthetic -learning involves physical experience of touching, feeling and practical hands-on experience (Fleming and Mills, 1992). My results for this test place me as a Multimodal Learner.

  2. Research Proposal on the evaluation of recruitment and selection at SUPERDRUG

    store manager, assistant manager, team leader, warehouse operative, accuracy technician, apprenticeships (Fuller, 2005). Superdrug Plc Oxford Street Branch needs people to cover changing job roles within the business, to fill the vacancies created by resignation, retirement or dismissal and for internal promotion.

  1. Business Psychology

    So he observed the relationship between a person's consciousness and experience - that is hoe we perceive and make sense of the world. Jung identifies the four basic functions: sensation, thinking, feeling and intuition. Sensing is processing information through the senses.

  2. HRM strategies and recruitment theory

    This has also been embraced by the Department of Corrections as their business strategy has an emphasis on partnership with families and communities of the offenders especially Maori since they represent the largest component of the prison population. This is clearly stated in the Department's mission statement as reflected in

  1. The Recruitment & Selection Process of The Canadian Armed Forces Vs. Scotiabank

    A program put in place named Bold Eagle is one example of the forces attempt to solidify a positive image with Aboriginal people[8]. This program gives permission for Aboriginals to practice their spirituality, and traditions. This is evident as Aboriginals can have their hair in a braid, and if applicable, wear beads.

  2. Leadership Case Study - The candidate chosen for this assignment is a Junior Lecturer ...

    Management of Students. Management of Department. Directly under supervision of the Department Head Table 1: Background of Interviewee The candidate chosen for this assignment is a Junior Lecturer with an experience of approximately four years. She teaches Oral Pathology in National- level private dental college that has been given recognition by the World Health Organization.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work