Originally Posted by
2StgTurbine
Personally, I am against personality tests too, but when a company has to evaluate literally thousands of applicants they are looking for anything that will help them reduce the number of people that they actually have to interview.
I understand that, but they can do that by simply flipping a coin.
Look, all I can do is tell you to look at the facts on screening tests OF ANY KIND in an already highly screened group.
https://www.scientificamerican.com/a...the-positives/
Personality tests might be reasonable if they really made a difference, but there is little evidence to suggest they do. And the norming that Hogan and other companies use for their 'validity testing' measures their results against an unscreened population, and even then the results do not have huge predicting power. The same test applied against your average applicant to a major simply lacks the statistical power to predict much of anything, which is why the majors that don't use the Hogan don't seem to have any disadvantage in personnel over those who do.