if you submit reports in a timely manner? Take the lead in groups? Are you easily stressed out? What are the typical questions that job seekers may have to take a stand for a personality test.
as of the testtillverkaren Jobmatch shows that this method is very common in Swedish municipalities. But, also, that the large sums of money being spent on tests that are not certified. Nine of the responding municipalities stated that they have been using non-certified test. In total, municipalities spent $ 15 million on testing, which has not been audited.
“ There are very clear requirements for the quality of the tests. They are going to measure the right things in the right way. If you are using the psychological tests to be tests that meet the criteria, “ says Sara Henrysson Eidvall, who is also the president of the national association for the ministry of employment and the organisationspsykologer.
it may be a non-certified tests, which is a good thing, but many are based on models that do not have any of the psychological sciences, to make and, therefore, are not relevant to the employer.
“ They’re very popular, but there are smoking as well. It would be my wish that local authorities were more careful when they buy into the tests. It’s about a lot of money.
the Requirements on the working methods are based on proven research, has to be the same across the whole of the public sector, says Sara Henrysson Eidvall.
“ If you go to the hospital to be operated on according to the time-tested methods with good evidence. When you have to put the same demands on the other services as well.
to meet the criteria, it can be a great asset and makes the recruitment process more equitable, she says. Arbetsintervjun, which is the most common rekryteringsmetoden has its flaws.
“ We know from extensive research that the interview is not a good way to find the right people. We choose, like people who are similar to ourselves, adding value to long, and the devalue the fat.
Sara Henrysson Eidvall. Photo: David Brohede
on the Standardized tests as a way to get away from the human element. Then, the risk of discrimination is less, and the probability of hitting the larger one.
“ the Tests are measuring the right things in the right manner is often a a lot more cost-effective than an interview. They do not take into account your last name, skin color, weight, or age.
this is not a real risk that the tests be manipulated? It does not require a lot of experience in the labour market, in order to guess that the boss is looking for someone who make statements in a timely manner, likes to take the lead and are able to handle stress well.
Sara Henrysson Eidvall mean that it is difficult to fool the tests in a consistent manner. To know what they want to hear, bear witness, moreover, that they understand what is expected of one.
“ It has been found that this can actually be a good thing. Work is often to act on a particular matter. And then you have to take on the role.
as you know, today, what are the qualities that are important for a variety of jobs. That is, the tests have based their assessment on. One example is constancy of purpose.
no matter if you are selling burgers or working brains, it is an important one. It is a good thing in any context.
some of the characteristics thus measured is lower, do not see the Sara Henrysson Eidvall, which is a problem. Some sort of rank order will always be made in the recruitment process.
“ We will be able to rank the candidates on the length, or the look, but it’s not relevant to the job. Then, it is better to start off with things that affect their work.
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