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SHRM Poll: Personality Tests for the Hiring and Promotion of Employees

SHRM Poll: Personality Tests for the Hiring and Promotion of Employees. December 16, 2011. Key Findings. Do organizations use personality testing for hiring or promoting employees? A majority of organizations (82%) do not use a personality test in the hiring or employee promotion process.

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SHRM Poll: Personality Tests for the Hiring and Promotion of Employees

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  1. SHRM Poll: Personality Tests for the Hiring and Promotion of Employees December 16, 2011

  2. Key Findings • Do organizations use personality testing for hiring or promoting employees? A majority of organizations (82%) do not use a personality test in the hiring or employee promotion process. • What are the most common job groups targeted when using personality tests in the hiring or promotion process? Of the few organizations that indicated using personality tests, the majority use them for mid-level managers (56%), followed closely by executives (45%) and entry-level exempt jobs (43%). • How do HR professionals view the use of personality testing in the workplace? The majority of HR professionals (71%) indicate that personality tests can be useful in predicting job-related behavior or organizational fit; 14% of respondents disagree.

  3. Does your organization currently use a personality test in hiring or promoting employees (this would include a personality test used as part of an assessment center or individual assessment process)? Note: n = 495.

  4. For which of the following job groups is personality testing used in your organization as part of the hiring or promotion process? Note: n = 89. Respondents who answered “not sure” were excluded from this analysis. Only respondents whose organizations currently use a personality test in the hiring or employee promotion process were asked this question.

  5. What is the most common method your organization uses to administer the personality test(s) in the hiring or promotion process? Note: n = 75. Respondents who answered “not sure” were excluded from this analysis. Only respondents whose organizations currently use a personality test in the hiring or employee promotion process were asked this question.

  6. Have you had any legal challenges (not simply by verbal complaints, but a formal legal filing or notice from a lawyer) related to your organization’s use of personality testing in the hiring or promotion process? Note: n = 78. Only respondents whose organizations currently use a personality test in the hiring or employee promotion process were asked this question. Total does not equal 100% due to rounding.

  7. Have job applicants made verbal or written complaints (not including formal legal complaints) about your organization’s use of a personality test in the hiring and/or promotion process? Note: n = 76. Only respondents whose organizations currently use a personality test in the hiring or employee promotion process were asked this question.

  8. HR Professionals’ Perceptions About Personality Tests Note: n = 466.

  9. Demographics: Organization Industry n = 423. Total does not equal 100% due to rounding.

  10. Demographics: Organization Industry (continued) n = 423. Total does not equal 100% due to rounding.

  11. Demographics: Organization Sector n = 419

  12. Demographics: Organization Staff Size n = 402

  13. Demographics: Other

  14. SHRM Poll: Personality Tests for Potential Job Candidates • Response rate = 18% • Sample composed of 495 randomly selected HR professionals from SHRM’s membership • Margin of error +/- 4% • Survey fielded May 16 -27, 2011 Methodology For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research

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