Round 5:'For a pessimist,i'm pretty optimistic...'

Hye everybody! Meet again!Now, we are back with the new task. It’s look like simple but needs opinion from 5 brains..here we come with..

“Should the manager consider the personality test score before hiring the worker?” Of course we have 2 answers, should and shouldn’t.
It’s our opinion right?

At first, we have to understand what is ’PERSONALITY TEST SCORE’
A selection procedure measures the personality characteristics of applicants that are related to future job performance.
It’s measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.

As Mira started asked the task, our discussion is quite ‘hot’ as everyone has different opinion + own resources. This is what we’ve discussed before and just posted it into our blog. Originally made yeah!.

‘The handsome boy in the world’,Daus : I agree with that. Actually it can help to reveal more information about applicant's abilities and interests .Means that while the manager test the applicants, he/she can see the skill of applicants to answer the question, knowledge of the job specification and the confidence of the applicants. Sometimes, the applicants lie about themselves in resume but if the question given cannot be answering correctly, what is that means? I love OB .tq ;-p

Sofia: Wahh daus..excited yoll..ok2 that is your opinion. For me, personality test is one of the best ways to less time spend on performance issues. Nowadays, if you realized (if), they are a lot of people unemployment out there.Even diploma and degree holders. The number of competitors to get the job is increase. It doesn’t mean that the undergraduates are really capable to fill in the position and can perform well. To avoid this issue, the manager will test them to ensure the position will fill up with the best applicant. Save time and cost to train them on how to perform well in doing work. So..any opinion? 2 agrees..any disagree? Hah reen mira and fatihah?

Mira: How sure are you this is the best way? Because I’ve found 1 blog that critics about this..they say that “Personality tests are flawed. They always end up telling me that I'm "an appallingly dull person" and "irrepressibly drab and awful’”. Any ideas….?

Reen: ok can I say something? These tests can work very well, but selection of the appropriate test and target personality is the issue. To get benefit you do need a large number of similar jobs and a serious effort to determine the profile of successful staff. Most companies don't do this properly and effectively waste time and money

Sofia: Means that you disagree with the personality test isn’t?

Reen:Eh NO! emm ok in my view, actually applicant's training and experience may have greater impact on job performance than applicant's personality . As the quote said, “don’t judge a book by its cover”. We cannot simply judge the applicants base on the personality traits/score. At times the first appearance is different than the real personality. Just like you, nervous and speechless during your first date right? Just joking.:p same as applicants. Sometimes, applicants experience on the job specification is better and will help them to cope with work rather than ‘zero’ applicant who need supervise from manager. During the training, the abilities of the applicant can be dig deeply. So Mira ?

Mira: Yeah..right on your sight. For my sight, this particular test will help to increased productivity. As the test is to determine the personality trait such as I)ntroversion/(E)xtroversion, i(N)tuition/(S)ensing, (T)hinking/(F)eeling—the Myers-Briggs test adds a fourth: (J)udging/(P)erceiving. Judgers "like to live in a planned, orderly way, seeking to regulate and manage their lives, it will help the manager to know well the applicants and save time to be close with him/her. At least, we can compare the personality score with the real appearance and behavior during work. If same, means that the test is really helpful. Hence, most company uses the most popular personality tests in the world, the Myers-Briggs Type Indicator (M.B.T.I.).

Fatihah: ok my turn..last2. I’m preferred to say lack of variety if all selected applicants have same personality traits. Imagine you eat the same food everyday. Really boring isn’t ? same as this issue. If the company hire the same traits of applicants and judge them base on the personality tests, the company will lack of ideas for improvement of the company. All serious and nerd (maybe). One company should have a variety of employees to ‘colorful’the image of company with fresh ideas. Life cannot be boring and must enjoy the life of work to increase the productivity of workers.

p/s:We are agreeing with most of the postings. Should the manager consider the personality test score before hiring the worker? It can be should/shouldn’t and must be administered by someone with sufficient knowledge of them to avoid bias and neutral.salam