Personality Profiling in Recruitment


By

Megha Mahajan
B.Com, MBA
Lecturer
YMT College of Management
Kharghar
 


Personality profile is a knowledge management tool used to provide an evaluation of an employee's personal attributes, values and life skills in an effort to maximize his or her job performance and contribution to the company.

Questions in a personality profile test, which can be taken traditionally or online, are designed to seek out information about an employee's temperament, decision-making methods, communication style and general attitude towards work and recreation. The information is used to match the right employee to the right project or task, especially when group work or telecommuting is involved.

There are two generally accepted categories of personality profile tests, trait and type .

Trait personality profile tests, such as Orpheus, 16 PF, and OPQ, operate on the assumption that personality is made up of a number of characteristics. The goal of the test is to document the employee's characteristics and match the characteristics to appropriate roles within the company.

Type personality profile tests, such as Myers-Briggs, Insights Discovery, and the Keirsey Temperament Sorter, propose that people fall into well-defined categories. The goal of the test is to identify the category the employee belongs to, share the information, and build team skills by having team members become aware of the talents associated with each category.

Advocates of personality profiling claim that it's a valuable reality check when viewed in the context of an employee's job performance. Critics claim that the advent of sophisticated knowledge management technology could put too much emphasis on the process involved in gathering and mining employee data, especially in large companies, and recommend that face-to-face communication and evaluation be valued above all else.

Effective recruiters use Personality Profiling to enhance their decision-making about the potential of applicants. No recruiter wants to spend time on a low potential applicant. The more information available, the more efficient and accurate a recruiter can be with referrals.

Personality Profiling turns out to be a handy tool for recruiting potential employees. From the manufacturing sector to BPO, from FMCG to Banking, there is hardly any domain that does not require organizations to assess its employees personality.According to the British Psychological Society, 80% of companies in the UK use personality profiling for all levels of recruitment. The trend is just as popular in the US. In India too, there is more than just a random interest in this area. While many organizations have systematically refined their selection systems over the years to incorporate a variety of tools specific to functions, levels, and roles, others are cautiously experimenting without venturing too deep.

Few cases of Organizations, who have systematically refined their selection systems are as follows:

1. The hiring process at LG Electronics is incomplete without psychometric assessment. The combination of MBTI, Belbin, Social Style Inventory, and FIRO " B helps them to identify traits like responsiveness, assertiveness, and target orientation at executive level and above. For workers Rorschach Ink Blot and hand exercises are used. The accuracy in interpretation is based on cross-testing and cross-validating scores across tests. A high score on one test does not always mean a high a high score on another test. For instance, a person who is target-driven may not be judgment-oriented. All entry level applicants at Oberoi center of Learning and Development go through the 16 PF and FIRO "B. The difference is that the test is given after the interview. The assessment of these tests is taken as a base to understand the strength and potential of the candidate.

2. Another believer in the power of 16PF is insurance major Max New York Life. The company uses the test to find out personality factors like ability to handle risk, face failures, and accept rejections for insurance agents. On an average, 150 new agents come abroad every month. Profile matching makes the selection process convenient.

REFERENCES

1) Blinkhorn, S., Johnson, C., & Wood, R. (1988). Spuriouser and spuriouser:The use of ipsative personality tests.Journal of Occupational. Psychology, 61, 153-162.

2) Anne Anastasi & Susana Urbina , Psychological Testing, Prentice-Hall of India, 7th edn, 2003.

3) Dalip Singh, Emotional Intelligence at work.

4) The Stream of Behavior: Explorations of Its Structure & Content  by Roger G. Barker.
 


Megha Mahajan
B.Com, MBA
Lecturer
YMT College of Management
Kharghar
 

Source: E-mail May 13, 2011

          

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