Integrity and Personality Tests

Integrity tests are used by employers to determine the trustworthiness of an employee (Harr & Hess, 2010). While taking an integrity test, an employer asks questions like work history and criminal records. From the answers given, the employer will be able to judge if the person is of integrity. Personality tests on the other hand are used in determining how a person can relate with the rest of the employees. They provide a good wayof examining employees for promotion or even in recruitment. However, they should not be used as the sole basis for decision making.

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Integrity and personality tests are found all over the internet, and employees can find them and train themselves on how to answer the questions. Because an employee has been able to practice these tests, it is likely they will pass them. This does not necessarily mean that they are of integrity or good personality. Therefore, rather than relying on these tests,management should observe a person during interactions with others and in a real-life workplace situation to get the best impression regarding their personality and level of integrity.

            Some jobs require certain unique personality characteristics (Haroun, 2016). For instance, the person who handles the finances of the company is required to have more integrity than a cleaner. On the other hand, a customer care agent should possess certain personality traits like humility and patience to be able to thrive on the job. In job positions that require such characteristics, integrity and personality tests can be used to identify candidate suitability.

However, these tests should never be the basis of deciding who gets the job and who does not.

            Many companies will stop using the integrity and personality tests in the next five years. With the increasing use of the Internet, many people will be able to access the questions asked in personality and integrity tests. They will also be able to practice and get to know the right answers and eventually pass. This means that the employers can no longer be able to trust the results of these tests since people will just give the correct answers that do not necessarily a true reflection of their character.

In conclusion, personality and integrity tests have been instrumental in recruitment and promotion processes. However, with the growing use of the Internet, these tests can be accessed by anyone. Therefore, management should not rely on these tests to determine who to hire or promote.

References

Harr, J. S. and Hess, K. M., (2010).Careers in Criminal Justice and Related Fields: From Internship to Promotion (6^th Ed.).Belmont: Wadsworth, Cengage Learning.

Haroun, L., (2016). Career Development for Health Professionals: Success in School and on the Job (4^th Ed.). Missouri: Elsevier.