Now that you have assessed your personality, think about this: Most companies use personality tests as part of tehir hiring practices. Do you think it's a good idea? Do you think it's fair?
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Now that you have assessed your personality, think about this: Most companies use personality tests as part of tehir hiring practices. Do you think it's a good idea? Do you think it's fair?
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- Should personality tests be used in the employee selection process? Why or why not?How can you ensure that your hiring practices are fair and unbiased, and that you are attracting a diverse pool of candidates? What strategies can you implement to increase diversity in your organization?What are ways a company can distinguish between whistle-blowers or just a disgruntled employee who doesn't like new programs or technologies?
- Research at least two different articles on the use of personality assessments in the selection process . and post a position statement on whether or not these should be used in the hiring process. Provide resources to support your position on this topic.Explain how far PETRONAS use Myers-Briggs personality test in hiring their employee.How can unconscious biases affect the hiring process, and what steps can be taken to minimize their impact?
- What criteria should employers use, or not use, in employment decisions?In light of which disparate treatment cases are decided, why is it important for employers to document the reasons for their employment decisions?What measures can you put in place to mitigate the cons with using AI in recruitment?
- What is the relationship between job satisfaction and absenteeism? Job satisfaction and turnover? Which is the stronger relationship?In modern times it is possible that an employee could have a number of different jobs in a short amount of time. Do you think this frequent job changing could skew results for this type of “ideal” employee selection? Do you think potential candidates can use these screening mechanisms to their advantage by making themselves seem like perfect candidates when in fact they are not? What personality traits may not seem like a good fit based on an initial screening but in fact would make a good employee? Do you feel that work and dedication could overcome a person-job mismatch?Explain What strategies can organizations employ to encourage employees to refer high-quality candidates rather than simply referring friends or acquaintances?