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INTJs need not apply.. we only accept team oriented ESTJ sheep here who will play ball and listen to the middle management. It's a good idea for the corporations but I don't see personality discrimination happening. Best they can do at this point is to go on facebook to see if there are pictures of you with bongs or whatever.
Nevermind INTPs. Perish the thought of free thinking seeping into corporate america.
I potentially have great news for the people that hate these tests. If they are truly ineffective, then either companies will stop using them or they will spiral downward and lose out to their competition because they are hiring substandard employees, so yay for you guys.
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That is completely untrue. Research has long indicated that interviews do next to nothing to predict job performance, yet they're typically the deciding factor in getting hired. Similarly, productivity peaks out around 6 hours a day, yet employers feel free to work you long past that point (and without overtime, of course) anyway. In the latter case, it's probably because they can just fire burned out employees and replace them at whim, but still.
Nevermind INTPs. Perish the thought of free thinking seeping into corporatet america.
Why would they allow "free thinking" in the workplace? That's counterproductive to the task of forcing everybody into strictly defined categories and tight boxes.
how bout just interviewing people, asking real and relevant questions and making a decision based on that
Manpower. Companies don't have the HR staff to weed out thousands of applicants. A personality test doesn't require any more time than handing someone the papers and a pencil.
I know of a company where the HR people throw stacks of resumes in the air, literally. Any that land face up get calls. Any that land face down get rejection letters. It's sad, but true. I've witnessed this "procedure" with my own eyes.
Given that, I think I'd rather take my chance on a personality tests and being seen by a real live person than trust the fate of the density of the ink on my resume.
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Quote:
Originally Posted by tairos
That is completely untrue. Research has long indicated that interviews do next to nothing to predict job performance, yet they're typically the deciding factor in getting hired. Similarly, productivity peaks out around 6 hours a day, yet employers feel free to work you long past that point (and without overtime, of course) anyway. In the latter case, it's probably because they can just fire burned out employees and replace them at whim, but still.
Job performance is only one thing you're trying to figure out through an interview.
And while return may peak at 6hrs and diminish, it isn't like there aren't returns after 6 hours, they're just diminishing.
Job performance is only one thing you're trying to figure out through an interview.
And while return may peak at 6hrs and diminish, it isn't like there aren't returns after 6 hours, they're just diminishing.
But of course. They're trying to make sure you're the 'right sort.' More thinly veiled corruption.
It would be better to have two 6 hour employees than one 10+ hour employee. Guess which way corporate america goes. It's the same sort of profligate myopia that gives us incremental infrastructure improvement from low bid contractors that requires expansion/maintenance almost immediately upon completion.
personality tests are nothing but a waste of time money and computer bandwidth
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everybody knows how to answer those questions so essentially its pointless
how bout just interviewing people, asking real and relevant questions and making a decision based on that
i understand its a way to filter candidates but answering 60, 70 stupid questions really has no bearing on how you will work becuase i will say
"yes, it's extremely likely that coworkers would come to me for advice"
Actually eveyone doesn't. Of course anyone who has a clue what the job might entail would figure out the right answer.
For example in a job that requires interaction with the public or customers, they're looking for helpful personalities, good listening skills. Some people can't figure that out and if they can't figure out the right answer, you can't expect they will figure it out on the job.
That doesompletely untrue. Research has long indicated that interviews do next to nothing to predict job performance, yet they're typically the deciding factor in getting hired. Similarly, productivity peaks out around 6 hours a day, yet employers feel free to work you long past that point (and without overtime, of course) anyway. In the latter case, it's probably because they can just fire burned out employees and replace them at whut still.
A good interview definitely does. If for example someone claims some special experience in their resume, for example they claim a certain skill set and you ask them specific questions, you can easily find their actual level of knowkedge. For example a machine they should know. You can find out if they probably just saw one, ran one, maintained one or selected one. Sometimes just asking the manufacturer of a machine they used, what they liked about it, or didn't like. You can tell by vague or specifuc answers.
"Should workplaces be allowed to discriminate against prospective job applicants by having them pass a personality test..."
No. (Unless a potential employee can ask executives to pass a similar test to reveal their personality).
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