Should Assessments Be Used in Hiring Decisions?

Let me first state that I am a strong believe in using career assessment tests as a personal tool for career development and career direction.

And I think there is some value to assessments that employers use to measure skills vital to a job — typing tests for secretarial positions — but I am really against tests that demean job-seekers, especially low-wage job-seekers.

I am on the fence about personality tests. I remember one discussion with an employer that used personality tests almost exclusively to decide whether prospective job-seekers would “fit” the organization. The top management was convinced that only a certain personality type would succeed in their company and they only hired people who matched that profile.

In an era of diversity — however we define diversity — I think having employees of all personality types could only add to the creativity and decision-making of organizations.

As for tests that supposedly measure things like honesty and morality or future job performance, I say get rid of them. They are a liability to using people skills to evaluate prospective employees, and I do not support their use at all.