“When you say assessments can help to an extent what do you mean? What other attributes do you think needs to be applied to hiring and communication in the workplace?”
I believe that personality tests are a great tool to understand more about the individual. The tests can sometimes show an individual’s motivations as well. The tests can also help forecast attitudes and reactions of the potential employee. By knowing the predictable behaviors, the company can immediately benefit by that forecast. Integrity tests are also used in the hiring process (Trainor, 2002, para. 4-5). These tests measure everything from predicting if an employee will steal to one’s reliability. The results of the tests could also not be as reliable due to someone’s mood. If an individual taking a test had a bad day, he or she may be more inclined to respond negatively or in a defense. This attitude could negatively affect the results.
This is why I believe to an extent that the testing is beneficial. Yes it helps in a variety of ways, but personality testing is not always 100% true and correct. I believe that the interview process should also be crucial when making such large decisions.
Trainor, L. (2002, January). Personality Testing: Benefits and Risks Galore. Best Practices in HR and HR.BLR.com/ Compliance Tools for HR Professionals, Retrieved from http://hr.blr.com/whitepapers/Staffing-Training/Selection-and-Testing/Personality-Testing-Benefits-and-Risks-Galore
What are some of the positive and negative effects of the use of assessments in the workplace? What are your feelings/thoughts and experiences about assessments in the workplace? To whom are they valuable?
There are both advantages and disadvantages of using assessments in the workplace. Assessments are valuable and seen by a variety of individuals including human resources, staffing recruiters, management, executive leadership, and the general population. There are several types of assessments in the workplace. Some are used to screen candidates for a position. Other assessments are used to show how each employee communicates.
Personality tests are often used in the workplace to help promote within or transfer to other departments. However, when there are a handful of senior employees that are able to succeed in a delicate role, these types of tests should never be used. Other evaluations should be made on their performance. Processing the tests and hiring the third party to administer the test can become timely and costly to a company. It can also be difficult to correlate the test with many locations and over a period of time. However, these tests have also proved to help with business costs as it allows the company to know who is promotable and it may be viewed in a positive light as the employee knows the steps necessary to promote. Competencies and behavior are viewed more versus the overall job performance. This can create a less hostile and less competitive work environment.
My personal stance on workplace assessments depends on what they are particularly for. In instances in which a direct report needs to complete an assessment based on their communication skills makes perfect sense. A test that examines if they have the right skills for their current role can seem like a slap in the face or a test and can become uncomfortable for the managerial team and the direct reports. For example, I have taken the DISC assessment every for five years. I am generally the same year over year but things tend to change based on my experiences. For those that are unaware of the DISC, it is an assessment tool that gauges your dominance, inducement, submission, and compliance. The test shows how you are at work vs. how you are at home. It is very valuable as it tells others what you like, what you don’t like, and how to communicate with you.
Another experience I had was a promotion. We had to take an assessment for a promotion. The first test was the competencies of admission in which these were the necessary skills in order to do your current role. Then we had a listening assessment. If we passed those, we moved onto an interview. After the interview we had situational based behavioral questions. I aced all with flying colors and missed one as I did not elaborate enough. This was a 6 month process and I was not happy because I did not get the promotion. It was frustrating because I had the numbers and all the soft skills but because I mixed up a question, I was not qualified. For hiring and communicating purposes my belief is that they can help to an extent.
More Information on the DISC: