Do you think assessment of personality should be part of an organization’s recruitment process? How can an organization assess a candidate’s personality during this process?
From France, Amen
From France, Amen
Yes. I strongly feel that assessment of personality should be part of an
organization’s recruitment process. It helps in image building of the organisation, alongwith self-image building. We say someone has a strong
personality, or a likable personality, or that someone is dull, etc. We
sometimes even say that someone doesn’t have a personality at all.
Our personality encompasses all our qualities and all our faults, and it is
because of personality that each human being on the face of the earth
is unique. Also, personality is the result of certain hereditary factors, upon which are grafted the exterior influences which we experience, especially
during the formative years.
However, whatever hereditary, cultural or educational baggage
one may be carrying around, one should know that he/she can change
his/her personality, improve it, reinforce it, or round off any rough edges
he/she may have.
I can post you the process of assessing the personality, if e-mail id is provided.
Rupa
S & S.
From India, Bangalore
1organization’s recruitment process. It helps in image building of the organisation, alongwith self-image building. We say someone has a strong
personality, or a likable personality, or that someone is dull, etc. We
sometimes even say that someone doesn’t have a personality at all.
Our personality encompasses all our qualities and all our faults, and it is
because of personality that each human being on the face of the earth
is unique. Also, personality is the result of certain hereditary factors, upon which are grafted the exterior influences which we experience, especially
during the formative years.
However, whatever hereditary, cultural or educational baggage
one may be carrying around, one should know that he/she can change
his/her personality, improve it, reinforce it, or round off any rough edges
he/she may have.
I can post you the process of assessing the personality, if e-mail id is provided.
Rupa
S & S.
From India, Bangalore
Hi,
Yes,assessment of personality should be part of an
organization’s recruitment process?
You have to make sure that you are selecting the right candidate for the right position.This is very much possible through the handwriting analysis.
I am enclosing a small presentation on the " importance of handwriting for recruitment and personal development ".
Regards,
Sheel
Handwriting analyst / graphologist
9833589787
9833589787
From India, Kalyan
Yes,assessment of personality should be part of an
organization’s recruitment process?
You have to make sure that you are selecting the right candidate for the right position.This is very much possible through the handwriting analysis.
I am enclosing a small presentation on the " importance of handwriting for recruitment and personal development ".
Regards,
Sheel
Handwriting analyst / graphologist
9833589787
9833589787
From India, Kalyan
Dear Sir,
First of all I would like to thank you for very interesting post. Can you share some tips or any material on hand writing analysis please!? How to do this analysis?
Kind regards,
Sherjan
Kabul - Afghanistan
From Afghanistan, Kabul
First of all I would like to thank you for very interesting post. Can you share some tips or any material on hand writing analysis please!? How to do this analysis?
Kind regards,
Sherjan
Kabul - Afghanistan
From Afghanistan, Kabul
Personality testing is very important while recruiting...... why I say this is based on the following concept:
Personality Job Fit: There is a concept of personality job fit, it means that your personitly should be what the job requires. otherwise in the longer run it would be hard for yourself and the the employer/boss to keep you motivated. Situational motivation is not a permanent feature, hence it is abolutely necessary that motivation is continuously comming from with in yourself (Self Motivation). Ill explain this with an example:If you hire a person with an introvert personality for a marketing/ selling job, he might change him/her self for some time (situational motivation) but as the time passes he would not like his job as by nature he is an introvert, as compared to someone who has an extrovert personality and loves to communicate with people.
lets take another example from another perspective, you hire a person with an extrovert personality for a finance position ...... Confidential Data!!!! No matter how much he tries to keep the information confidential there is a great possibility that he might leek it out as communicating with people is something this is inbuilt in him.
How to Assess Personality: Well one most easily measurable way is the MBTI (Myers-Briggs Type Indicator) you can easily get free test of it online. Another method is the FFI (Five Factor Indicator Model).
Suggestion:
Even if you have not done personality testing at the time of recruitment, its still as importatnt to do it now!!! As you can identify all personality job misfits and resturcture the organization slowly for better effeiciency on part of the individual employees and the company as a whole and also the data can be used for future promotions.
From Pakistan, Lahore
Personality Job Fit: There is a concept of personality job fit, it means that your personitly should be what the job requires. otherwise in the longer run it would be hard for yourself and the the employer/boss to keep you motivated. Situational motivation is not a permanent feature, hence it is abolutely necessary that motivation is continuously comming from with in yourself (Self Motivation). Ill explain this with an example:If you hire a person with an introvert personality for a marketing/ selling job, he might change him/her self for some time (situational motivation) but as the time passes he would not like his job as by nature he is an introvert, as compared to someone who has an extrovert personality and loves to communicate with people.
lets take another example from another perspective, you hire a person with an extrovert personality for a finance position ...... Confidential Data!!!! No matter how much he tries to keep the information confidential there is a great possibility that he might leek it out as communicating with people is something this is inbuilt in him.
How to Assess Personality: Well one most easily measurable way is the MBTI (Myers-Briggs Type Indicator) you can easily get free test of it online. Another method is the FFI (Five Factor Indicator Model).
Suggestion:
Even if you have not done personality testing at the time of recruitment, its still as importatnt to do it now!!! As you can identify all personality job misfits and resturcture the organization slowly for better effeiciency on part of the individual employees and the company as a whole and also the data can be used for future promotions.
From Pakistan, Lahore
hi
Personality assessments should be done only by qualified people.
Psychologists use various instruments based on the requirement of the job and the company. many of the so called famous psychometric tests need not be fitting the requiremnets of the job. But its pathetic that many psychologists also administer the same as part of their business.
any psychometric test should be reliable and valid .
only such standardised test should be used.otherwise the results may be wrong.
Psychological testing helps a lot in recruiting the right person for the right job. Its not that the person is bad ,but a person may not fit the particular job. There are several tools available in a psychological lab for assessing even the physical skillsets like hand dexterity , hand and eye coordination etc .
similarly for white collar jobs , Personality assessment tests can also be used.
If intersted to know more abt the test which i have used and found correct , please send me a mail cvadhana (at) gmail .com
From India, Kochi
Personality assessments should be done only by qualified people.
Psychologists use various instruments based on the requirement of the job and the company. many of the so called famous psychometric tests need not be fitting the requiremnets of the job. But its pathetic that many psychologists also administer the same as part of their business.
any psychometric test should be reliable and valid .
only such standardised test should be used.otherwise the results may be wrong.
Psychological testing helps a lot in recruiting the right person for the right job. Its not that the person is bad ,but a person may not fit the particular job. There are several tools available in a psychological lab for assessing even the physical skillsets like hand dexterity , hand and eye coordination etc .
similarly for white collar jobs , Personality assessment tests can also be used.
If intersted to know more abt the test which i have used and found correct , please send me a mail cvadhana (at) gmail .com
From India, Kochi
Hai Rupa,
Please mail me he same at
.
Regards.
Pradipta
Yes. I strongly feel that assessment of personality should be part of an
organization’s recruitment process. It helps in image building of the organisation, alongwith self-image building. We say someone has a strong
personality, or a likable personality, or that someone is dull, etc. We
sometimes even say that someone doesn’t have a personality at all.
Our personality encompasses all our qualities and all our faults, and it is
because of personality that each human being on the face of the earth
is unique. Also, personality is the result of certain hereditary factors, upon which are grafted the exterior influences which we experience, especially
during the formative years.
However, whatever hereditary, cultural or educational baggage
one may be carrying around, one should know that he/she can change
his/her personality, improve it, reinforce it, or round off any rough edges
he/she may have.
I can post you the process of assessing the personality, if e-mail id is provided.
Rupa
S & S.
From India, Calcutta
Please mail me he same at
Regards.
Pradipta
Yes. I strongly feel that assessment of personality should be part of an
organization’s recruitment process. It helps in image building of the organisation, alongwith self-image building. We say someone has a strong
personality, or a likable personality, or that someone is dull, etc. We
sometimes even say that someone doesn’t have a personality at all.
Our personality encompasses all our qualities and all our faults, and it is
because of personality that each human being on the face of the earth
is unique. Also, personality is the result of certain hereditary factors, upon which are grafted the exterior influences which we experience, especially
during the formative years.
However, whatever hereditary, cultural or educational baggage
one may be carrying around, one should know that he/she can change
his/her personality, improve it, reinforce it, or round off any rough edges
he/she may have.
I can post you the process of assessing the personality, if e-mail id is provided.
Rupa
S & S.
From India, Calcutta
Hello Sheel Sir,
Your post is very informative..
But m surprised how can Handwriting reveal so many characteristics.
i used to think either handwriting is good or bad..not beyond that..
how do you analyse it?
Rgds,
Manju Dhiman
From India, Delhi
Your post is very informative..
But m surprised how can Handwriting reveal so many characteristics.
i used to think either handwriting is good or bad..not beyond that..
how do you analyse it?
Rgds,
Manju Dhiman
From India, Delhi
I feel Dawood Qaseem (above) has nicely described the relation between job and personality and the importance of fitting them vis-a-vis each other. However, lets not carried away by it and turn to the pseudo-science of handwriting recognition. It is like palmistry and Tarot card. Interestingly, the powerpoint enclosed itself has one slide that says you are what u think. Thats what the so called science is.
Personality tests give some useful clue on how to deal with an employee. But we must be beware of too much importance to it. Its proven fact that people can change and they can improve on anything if they want to. Under such scenario, you start judging the personality by the tests conducted some point of time, you can make big mistakes and lose a lot of good that could come out of an employee.
I myself, over a period of 30 years have gone through various personality tests, and found no correlation or consistency in them. We have also seen the prospective employees fudging the personality test scores, as some of them are coached by experts to reply to questionnaires in a certain way. Armed with personality test reports, when we try to have one-to-one interview, there is large gap in the real personality and the scoresheet is revealed.
So, use the tests, but have a pinch of salt ready by your side!
From India, New Delhi
Personality tests give some useful clue on how to deal with an employee. But we must be beware of too much importance to it. Its proven fact that people can change and they can improve on anything if they want to. Under such scenario, you start judging the personality by the tests conducted some point of time, you can make big mistakes and lose a lot of good that could come out of an employee.
I myself, over a period of 30 years have gone through various personality tests, and found no correlation or consistency in them. We have also seen the prospective employees fudging the personality test scores, as some of them are coached by experts to reply to questionnaires in a certain way. Armed with personality test reports, when we try to have one-to-one interview, there is large gap in the real personality and the scoresheet is revealed.
So, use the tests, but have a pinch of salt ready by your side!
From India, New Delhi
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