1. Personality Testing Heather Bell Kate Campbell Jon Hachmeister
Danielle Harchelroad
Andrew Odlaug
Dalenna Thanh

2. Background
Early tests developed by gathering items and comparing normal to groups of mentally ill.
Later tests of personality focused on aspects of personality relevant to everybody
1940’s, Isabel Myers and Katherine Briggs used this test to screen female factory applicants

3. Uses
Employment type personality assessments are used for various purposes such as:
Training and development
Customer service testing
Career assessment
Reducing employee turnover
Leadership development
Applicant screening (Hiring)
And as a supplement to commercially provided background  checks

4. Why & When They’re Used To use as one of their selection methods
Beginning of hiring process when only candidates who achieve a certain score will be interviewed
As one of the elements of the final selection activity
Often the behaviors outlined in the testing can be confirmed through background screening reports or subsequent reference checks
Structured interviews and/or behavioral interviewing is a very subjective process. 
Assist you in assessing your suitability for particular careers or occupations

5. Test Form Number 1
Aptitude tests (cognitive, ability or intelligence tests) : used to help employers identify relative strengths and abilities
Right or wrong answers
Verbal and numerical reasoning most common
Others test abstract or diagrammatic reasoning abilities

6. Test Form Number 2
Personality questionnaires: used by employers to see how you respond to different questions
There are no right or wrong answers
Do not try to become the identity of what qualities you think the selectors are looking for
there is unlikely to be one exact 'profile
the tests are usually designed to identify when someone is giving a false picture of themselves

7. Tests Used Types of personality tests used as hiring tool
Myers-Briggs Type Indicator
Keirsey Character Sorter
Social Styles Inventory
Hogan Personality Inventory (HPI)
Comprehensive Personality Analysis (CPA)
Emergenetics

8. What do you think?
What are some other arguments for or against personality testing
Do you feel your results were accurate?
Would you administer a test like this? Why or why not?
When is it appropriate to use?

9. Pros Ability to place people in an environment that they can excel in
Able to give an idea of the kind of person and worker a prospective employee is
“Negligent Hiring” Cases
Ability to gear interview to areas that test revealed
Employers must be able to prove that they investigated employees to guarantee the safety of others
Those crimes range from rape of a customer in her home by a pizza delivery driver to assaults, homicides, and theft against co-workers and customers alike

10. Cons
Testing and accepting applicants based on scores can be seen as discrimination
If there is no BFOQ
Personality tests do not predict capabilities. There are better ways to “test” applicants and receive valid information
Aptitude tests, Face to face interview, background checks
Easily manipulated by the test taker
Answer questions with what they think is right, not relating to personal information

11. Is it a Violation Against Employee Rights?
No violations have been proven:
Title VII (allows it if no discrimination)
Disparate Treatment
Disparate Impact (prima facie has not been proven, but there have been complaints)
ADA
May be used so long as the test is not a “medical test” that could reveal mental illness

12. Questions? Sources: www.employment-testing.com www.hiresuccess.com