However, a masters degree and the associated education do little to prepare one for the "evaluation" which accompanies the Hibbett Sports or Peebles online application process. Pre-employment personality tests are based on a psychological model developed in the 1930's and used to evaluate the abilities of between 60% and 70% of U.S. employees, according to information from from Lauren Weber and Elizabeth Dwoskin's 2014 Wall Street Journal article "Are Workplace Personality Tests Fair?"(Weber & Dwoskin 2014).
According to Weber and Dwoskin, civil rights activists claim the algorithms used in developing the tests and evaluating results make getting a job harder for people who don't fit very specific formulas. Personality tests are designed to gather information about individuals in order to evaluate them without bias, but Weber and Dwoskin raise concerns that they may actually introduce a new type of discrimination (Weber & Dwoskin 2014).
A perfect example comes from the well known company, Xerox, which reassessed it's use of the personality tests after the realization that information regarding commute time was putting job applicants who live in minority areas at a significant disadvantage. The test data originally showed the company that sales associates who had a shorter commute time were more likely to remain with the company longer (makes sense, right?). But the executives at Xerox quickly realized that hiring people based on this information was discriminatory because individuals who lived farther away were likely to be minorities or lower income (Weber & Dwoskin 2014).
The EEOC (Equal Employment Opportunity Commission) is additionally researching the discriminatory effects of the tests on individuals with mental illnesses or disabilities like bipolar disorder, depression, or post traumatic stress disorder because of some of the questionable statements and questions used in the many different versions of the tests used by countless companies across the U.S.
- You are always cheerful
Strongly Disagree // Disagree // Strongly Agree // Agree
- You have no big worries
Strongly Disagree // Disagree // Strongly Agree // Agree
Some other examples of absurd test questions from pre-employment tests which border on discriminating against those with personality or mental disabilities:
Mcdonald's asks applicants which statement out of two they agree with more
1. I sometimes get confused by my own thoughts and feelingsOR
2. I do not really like when I have to do something I have not done before
RadioShack asks applicants to select how they feel about a particular statement out of: (strongly disagree//disagree//neutral//agree//strongly agree)
1. Over the course of the day, I can experience many mood changesStrongly Disagree // Disagree // Strongly Agree // Agree
2. I am always happy
Strongly Disagree // Disagree // Strongly Agree // Agree
3. Sometimes there is so much stress I wonder how I am going to make it through the day
Strongly Disagree // Disagree // Strongly Agree // Agree
As someone who relates to Weber and Dwoskin's concerns of not fitting into specific formulas for which these tests are designed, I think companies who use them should reconsider their use and integrate some empathy into their hiring process.
References
Weber, L. & Dwoskin, E. (September 29, 2014). Are workplace personality tests fair? Growing use of tests spark scrutiny amid questions of effectiveness and workplace discrimination. The Wall Street Journal. Retrieved August 26, 2016 from http://www.wsj.com/articles/are-workplace-personality-tests-fair-1412044257
These tests are important in driving higher standards in recruitment and as a job applicant, you can benefit from taking them too. Not only will you find out what your key expertise areas are, you will also gain to understand what employers are looking for in the talent market. Read more:https://www.randstad.com.sg/career-advice/tips-and-resources/the-benefits-of-using-pre-employment-tests/
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