Behavioral Testing To Gain EmploymentEssay Preview: Behavioral Testing To Gain EmploymentReport this essayEffective Persuasive Writing Com/110Carmen JonesWestern International UniversityBehavioral Testing to Gain EmploymentEffective Persuasive Writing Com/110Behavioral Testing to Gain EmploymentBehavioral tests should only be used as a guide in the hiring process andshould not be used to determine if an applicant gets the interview or not. Sincethey are usually the first step in the hiring process they often lead to the unfairelimination of candidates. Imagine being eliminated before you even get thechance to let them get to know who you are. You’re an excellent employee, youwork hard, you have made companies money, but because you did not answerthe questions in a manner that fits the mold you’re eliminated. Just like that yourout of the running no second chances, wow!Where did it all begin?Physiological testing began in the 19th century, as society became interestedin what makes people tic. Some large companies adopted the idea of testingtheir employees early on. They thought it would be a great to see if the peoplethey were hiring had the right stuff. Salesmen and public transportation workerswere among the first employees to take the test. These tests were used in WorldWar I and World War II to test soldiers to see which ones were apt to panic onthe battle field. These test over time evolved from describing what you see on anink blot to the more standardized questions and rating scales; which are stillbeing used in many modern tests today. (Robert Kamen p10) According toAnnie Murphy Paul, Author of Cult of Personality, there are approximately 2500Personality tests a today a $400 million dollar a year business (p. 5).Why Interview or review applications?Interviewing and reviewing applications is still an important and vital part ofthe hiring process. This is the time where the employer can get know theapplicants by asking trigger questions, noting responses and body language.Reviewing the application and calling work references gives you a good idea ofwhat type of employee the applicant is. Hilda Camargo states that behavioraltesting should only be used as one third of the hiring process. The problem isthat employers are using these tests to determine if the applicant should get theinterview. The misuse of behavioral tests results in an unfair elimination ofpotential employees and breaking privacy laws.Some employees have complained to civil rights groups. Worrying thatsupervisor’s and managers will use the information from these tests to justifylower pay raises and poor reviews. The Civil Liberties Union has questioned thepysclogical testing in the interview process. They say those employers who areusing these test are treading on thin ice of privacy laws (Robin Kamen). The USCourt of Appeals for the Seventh Circuit ruled test that measuring a jobapplicant’s personality traits, which could be used to identify psychiatric disordersare prohibited under the American with disabilities Act (ADA) (Presser, Quillenp1, 2).“Employers could easily break the law,” says Lewis Maltby director of theWork Place Rights Office for the Americans Civil Liberties Union. “Besides youdo not need to understand the inner workings of the soul to determine whethersomeone is going to be good at job or not. Why not just talk to their previousemployer?”How do they measure up?The majority of employers use true/false tests because they’re cheaper and ittakes only minuets to complete. Some of these tests are taken at home online oron paper. Which makes me wonder if you can complete them at home, how doyou know that it’s really your applicant that’s taking the test? To really get toknow the personality of a person the testing is going to need to be moreextensive. Jung, whose research is the basis for the Myers Briggs test, does not
Ð²Ð‚Ñ―¡Are you in a position for the hiring process?? The majority of people who have done a job at your job can get their interviewedand get approved.” Youв Ðð I have to figure out the job or the job isnt what I expect to get (Pierrick Thomas-Yannak, “What Can I Write About After a Job Interview