To me they highlight some important issues that arise when using personality assessments and testing in the selection process. First, there should be no “right” answer for the assessment. We are who we are and a good assessment should highlight this. Assessments used in the hiring process must be structured and validated to identify attempts to “game” the assessment.

Also, the desired results of the assessment should be specifically tailored (or benchmarked) to the job being filled. This customization will provide the greatest prediction of future job success and will eliminate the ability of a job seeker to “google” the answers to the assessment.

One size does not fit all when it comes to using personality assessments in the hiring process.

This is important stuff here Vanessa, thanks for bringing it to my attention! I have featured your post in my weekly Rainmaker ‘Fab Five’ blog picks of the week which can be found here: http://www.maximizepossibility.com/employee_retention/2009/01/the-rainmaker-fab-five-blog-posts-of-the-week.html

Be well!