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Organizational managers are embracing the use of personality tests in the hiring process. The technique is helpful in identifying individuals with additional skills other than academic qualifications. The tests measure various aspects of human behavior including the traits they possess and their emotional intelligence. These tests are essential because they help organizations to hire individuals that can balance between knowledge and their emotions because it eventually impacts their decision making. This reduces the rate of employee turnover, job dissatisfaction and boosts overall productivity because the possibility of job mismatch skills is low. Besides, the personality tests are cheap, and they can save organizations more costs that they would incur if they hired the wrong candidates.
The Personality Characteristics Inventory is a test used to determine an individual’s personality against five different traits. The five dimensions of measuring personality variation include neuroticism, extraversion, introversion, conscientiousness, and agreeableness (Baez, 2013). The Personality Characteristics Inventory is useful because it has about 150 questions that cover different personality variations in the workplace (Afshar, 2015). In addition to this, the problems have multiple choices which provide the individual with a clue of what is required of them.
Other than providing the clarity of the issues, the numerous decisions also reduce the administration time to between 25 and 30 minutes. The personality assessment tool is also helpful in determining the various ways in which an individual relates to their colleagues at work and how this impact job performance (‘Personal Characteristics Inventory’). The test can either be taken manually or electronically and is administered in an administration center where it requires staffing such as online administrators and reporters. The Personality Characteristics Inventory has a high return on investment in cases where the employer is interested in hiring individuals with specific personality traits. It measures job performance in various sectors including customer service representatives, bus drivers, police officers and hospital administrators among others.
The Test for Emotional Intelligence is a useful tool for measuring an individual’s intellectual capacity. The test measures the degree of verbal fluency and also detects the balance between emotions and decision making. The technique has about forty-five questions, and it measures self-regulation, empathy, self-awareness, motivation and social skills (Śmieja, Orzechowski & Stolarski, 2014). The test is reliable in that the questions cover different sectors of an individual’s performance at work. Due to the nature of the issues, the test takes between 30 and 45 minutes. Its effectiveness is seen more in the fact that one can choose the self-reported version which does not require an administrator. This further reduces the cost of administration to the test kit and the reporter.
The test measures job performance alongside academic performance and reasoning. It is even more beneficial to the employees because they can determine the candidates with a balance between emotional intelligence and intelligence quotient (Baez, 2013). However, the Test for Emotional Intelligence is criticized because it is only limited to measuring cognitive ability based on a set average. Furthermore, the scores of this test that is administered electronically depend on the speed of the individual which raises questions on the validity of the test (‘Psychology Today’). The test may also require various setup costs for expert judgment and consensus scoring to determine the average score. However, the effective utilization of a Test for Intelligence may help organizations to improve job performance through conflict management, negotiation and leadership skills.
I have also attached a copy of the checklist
Afshar, H. The Association of Personality Traits and Coping Styles … – NCBI – NIH. 2015,
www.ncbi.nlm.nih.gov/pmc/articles/PMC4468450/ (Links to an external site.)Links to an external site..
Baez, H. B. (2013). Personality tests in employment selection: Use with caution.
Emotional Intelligence Test Psychology Today. Retrieved from:
Personal Characteristics Inventory® (PCI®) – Wonderlic retrieved from:
https://www.wonderlic.com/employee…/personality…/personal-characteristics-inventor (Links to an external site.)Links to an external site.
Śmieja, M., Orzechowski, J., & Stolarski, M. S. (2014). TIE: An ability test of emotional
intelligence. PloS one, 9(7), e103484.
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