Why Do Personality Tests Fail at Selection

Why Do Personality Tests Fail at Selection A newly released book on the history of the Myers-Briggs Type Indicator (MBTI) has made wave for a round of press questioning the use of personality assessment for HR purposes. Time and again, these critiques tend to fall into one of three broad themes: the tests are biased and discriminatory; they aren’t relevant for the job, or they simply fail to predict performance. However, the questions raised by all these articles seem to make one common error: It’s difficult to distinguish scientifically proven, reliable tools from those that are poor quality. Contrary to this recent round of press, high-quality personality assessments do actually predict performance, and much better than traditional recruitment methods such as resumés, interviews, and even cognitive assessments. Personality quizzes and other psychometric tests are quite trendy at the moment, so inexpensive options are everywhere. Unfortunately, you also get what you pay for. A full 68% of European companies use assessments as part of the hiring process and evidence of validity and reliability is one of the most important factors when selecting a supplier. But in a flooded market, how can you know which assessments are actually effective? Looking at the validity and reliability of an assessment is a key way that quality tools stand out from the crowd. Validity can tell you the predictive ability of an assessment. It measures the correlation of one thing with another: the correlation of personality with job performance. In other words, validity is a measure of accuracy. Reliability, on the other hand, is a measure of consistency. It can tell you if the assessment can properly measure the same thing time and time again. For personality assessments, a valid tool will be able to tell you with a high degree of accuracy how well someone will perform in a particular job. Validity is measured with a coefficient between 0 and 1 (absolute value). The closer to one, the more accurate the predictive power of the assessment. A robust assessment tool, such as the Hogan Assessment suite (HPI, HDS, and MVPI) has a predictive validity of .54. Comparatively, structured interviewing of candidates has a predictive validity of only .18 â€" and yet, despite this, interviews remain the go-to method of selection around the world. To put this in another context, compare the effectiveness of personality assessments to other widely accepted correlations. For example, ibuprofen is one of the most popular pain medications in the world and yet the correlation between taking it and reducing pain is .14. The effect of a coronary bypass on survival rates produces a correlation of only .08. The use of allergy medications for relieving congestion is correlated at .11. The message is not that personality assessments are ineffective at predicting on-the-job performance. Rather, an assessment tool should be chosen with great care. Specifically, paying close attention to the following topics can help you choose a high-quality assessment tool: Validity and reliability â€" ask the vendor for information on the reliability and predictive validity of their assessments. These two things can tell you if the assessment is accurately and consistently measuring what they say it does. Scientific background â€" quality assessment tools should be heavily researched and built on a sound theoretical framework. If this information is not readily available, there’s a good chance the quality of that assessment is poor. Accordance with employment guidelines â€" many countries have employment guidelines to protect employees from discrimination. Any assessment used for recruitment purposes should demonstrate how they conform to those guidelines Predictive ability for job performance â€" often, assessments feature questions that measure identity, or self-perceptions of oneself, which can often be flawed. A better approach is to use objective measures of reputational factors that predict performance. Adaptability for different cultures/languages â€" be sure to find out if an assessment is adapted to your specific language and culture. Proper translation is important but not sufficient to account for all cultural differences. Adrian Furnham, internationally acclaimed management expert and Professor of Psychology at University College London emphasizes: There are two criteria for a good assessment: evidence of test validity and quality of feedback on questionnaire. It should be useful for the employer and the employee alike: it measures clearly what you need it to measure; it is clear and straightforward for the respondent; the test has considerable evidence of reliability and validity, and the employee gets rich and useful feedback. In my experience, the three Hogan measures (HPI, HDS and MVPI) are the ones that have proved to be the most effective, because of the above reasons. About the author:  Founded in 1987 by Drs. Joyce and Robert Hogan,  Hogan  has been leading the world in personality assessment and leadership development for over 30 years. It produced the first assessments to scientifically measure personality for business use. This, with its several notable innovations, has helped Hogan to become widely acknowledged in the academic and business community alike. Today, with products and services in 56 countries and 47 languages, what began as a small startup has evolved into the industry leader serving more than half of the Fortune 500.

Why Mobile Technology Is Hurting Your Creativity and Career - Personal Branding Blog - Stand Out In Your Career

Why Mobile Technology Is Hurting Your Creativity and Career - Personal Branding Blog - Stand Out In Your Career How a techation may provide you with the creative career boost you need. The exponential growth of technology paired with new devices and applications permeating our everyday lives has increased professionals’ ability to be efficient. Phone GPS, banking apps and access to a buffet of online services should, in theory, amplify our effectiveness, contributing to additional free time. However, in many cases, this access has served only to boost the amount of time spent on smartphones and tablets. According to the Pew Research Internet Project, 67% of cell owners find themselves checking their phone for messages, alerts, or calls â€" even when they don’t notice their phone ringing or vibrating. In the same Pew study, 44% of cell owners reported sleeping with their phone next to their bed to ensure they didn’t miss any calls, text messages, or other updates during the night. Why Mobile Technology Breaks are Imperative Have you ever noticed how many people have great business ideas in the shower, while taking a walk, or even while exercising? In Dr. Keith Sawyer’s Book, Explaining Creativity:  The Science of Human Innovation, he discusses how doing  monotonous tasks like taking showers, laying in bed, and riding buses, contributes to creativity and problem-solving by activating other parts of our brains. In the journal  Thinking and Reasoning,  psychologist Mareike Wieth and her team discovered that people are better able to solve problems that require a high degree of creativity when they are least alert, like when they first wake up or are laying down to sleep at night. Coincidentally, these are also times when people are most likely to take a shower or bath. Pair this information with the fact that a 2013 IDC Research report found that 79% of recipients report picking up their phones within 15 minutes of waking, and the problem becomes apparentâ€" We’re wasting our precious creative moments of the day plugging into mobile. Many professionals are cheating themselves out of innovative project solutions, new client offerings, and fresh business concepts. How To Unplugâ€"A Challenge While changing daily habits may be difficult, one simple way to recharge is simply to take a bimonthly technology free day. When enjoying a techationâ€"vacation from technologyâ€"I completely unplug from the Internet, computers, all phones, television and even radio for a twenty four hour period. In fact, I usually rent a hotel room to ensure that I will not be tempted to interact with my tech goodies. Then, I spend my time enjoying massage, journaling, reading physical books, and meditating. I never end a techation without having a major business epiphany, which is promptly recorded in my journal. In fact, I wrote the first draft of my book, The Social Media Why, in four days in a beach house while unplugging from all technology except a computer (not connected to the Internet). If the thought of unplugging seems overwhelming, then you are a prime candidate. Plan a techation that works for you and your schedule. You may decide to go camping for a few days with no mobile technology or you may decide to commit to a day in your own home with your smartphone off. If you’re having challenges at work, write them down in a journal and brainstorm during your “time away.” You may be surprised at how brilliant you are while unplugged. Do you take scheduled technology vacations? If so, share your experience below.

Whats Irritating About Text Messages - Personal Branding Blog - Stand Out In Your Career

What’s Irritating About Text Messages - Personal Branding Blog - Stand Out In Your Career The last three weeks I’ve reported on what my polling of people resulted in their dislikes about voicemail, video conferencing, and emailing. Today’s post is about what is irritating regarding text messages. When people: Text back-and-forth when a simple conversation in person or on the phone would be more efficient Utilize too many abbreviations or they use slang or nonwords Write back so quickly that I feel obligated to write back to them quickly; when they exaggerate the urgency Assume my phone plan accepts the messages Don’t respond Send unimportant messages Do noncritical texting during a meeting Drive and text Send information that I need to retain Overuse it and will communicate only this way Send long messages that should be put into e-mails Assume I am available to respond 24/7 (they are obsessed with connectivity) Use bad grammar Read and respond to texts while I am talking to them Leave the notification sound on in public places Send text messages that are so long that it takes two or three separate messages These all make sense yet it so easy to fall into the habit of doing one or more so this is a reminder to you and me to refrain.