Psychometric Testing & Ideal candidate Profiling
Many HR professionals believe in ideal candidate profiling while psychology literature describes how the approach is misused. Take the most basic personality trait “Extraversion vs Introversion” as an example.
Extraversion is manifested and observable in those who behave in an outgoing and talkative manner, while introversion is manifested in behaviors that is more reserved and solitary.
Thus the ideal candidate profiling approach could conclude that a person who exhibits more introversion is likely to be efficient in a desk role, while the one who exhibits more extraversion is likely to be more efficient in sales roles.
Here’s the tricky part; ideal candidate profiling CANNOT be placed on extreme ends.
Scoring on the extreme end “1” indicates that a person might enjoy desk jobs but is extremely PRIVATE, DISTANT, and COLD .
Scoring on the extreme end “10” indicates that while this individual is usually very confident in front of an audience and it is very likely for this person to be perceived as ATTENTION SEEKING.
Here’s how it works; personality traits results are formulated by comparing the individual’s scores to a large population of others who have also taken the test. Therefore, an individual whose results are mostly in the middle of personality scales indicates general similarity, and compatibility with others in terms of the norms of interaction, and a flexibility in adopting both behaviors at the opposite ends of the scale as a situation requires.
It is no surprise that NASA rejects astronauts whos score results are on the extreme ends of personality traits spectrum.
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