Objective Testing Method for Personality Assessment

The need for personality assessment has become imperative in today’s competitive world. There are many mediums and methods to judge the candidate’s personality. Many companies customize and create templates of online personality tests, whereas some companies rely on conventional subjective methods to select the most suitable candidate from a sea of applicants. One subjective method includes questionnaires. These are a printed set of questions which are to be answered by the candidate. The tests usually create a situation where the applicant has to choose, and the recruiter analyses these choices to make an informed decision regarding the candidate’s recruitment. The questions are designed to elicit emotions, behavioural traits, and reactions from the candidates which are reviewed by the recruiter during the assessment. The problem with the method includes the pretence that is adopted by the candidate to pass the test, but the development of other methods has reduced the reliability of recruiters on the tests. Thus, objective tests and projective methods are used for an assessment.

Objective Testing Methods-

The objective testing methods are usually objective-based. These objectives have no relation to the individual’s own statements but the test the candidate’s behaviour in while dealing with mock situations during the exam. This means that the overt behaviour of the applicant can be directly observed by the recruiter as they deal with real life situations. Some types of objective testing methods include-
  1. Miniature life situations-
    Evaluation is based on the candidate’s reactions to a simulation of real life situations. The recruiters check how capable the candidate is to handle problems and adversities which are a part of the company. The applicant has to go through simulations of real life examples where traits such as honesty, co-operation, team work, dedication, and persistence are measured. This method is highly beneficial for selection of army members and their reactions to failure are closely monitored.
  2. The method of unobserved observation-
    This type of method is used for companies which produce products for children or provide services for children and are hiring candidates for child interaction. This candidate is asked to perform a task and then left alone in a room with a two-way mirror and concealed microphone to measure his suitability of handling children. This is also optimal for judging if the candidate is trustworthy to be able to work around children. There are modifications for companies who are hiring for jobs that require a high level of trust and loyalty of the candidate. This modification includes observation for or observation by different people which are integrated to form a decision.
  3. In rating scales-
    Rating scales are marked according to pre-decided traits that are required by the company. These rating scales are then used to measure the candidate’s presence or absence of those traits. This score indicates the extent of the behavioural trait possessed by the individual. The biggest limitation that arises with the rating scale method is the qualification of the recruiter. They must be well-versed with the variables. Often, estimates are made which cluster around the average point and towards the favourable end of the scale.

No comments

Powered by Blogger.