Surprising job search "personality"?We must beware of the fairness of the employment market in disguise in enterprises

[On the spot · I think in my thoughts] The job hunting passed the level, and was eventually defeated by "character"?

Yu Lingge

During the job search, I passed the five levels all the way, and I never expected to eventually lose to the "personality" — for a period of time, many job seekers said, "Written tests and interviews have passed, but personality tests have not passed." The results show that I am worried that the index is high and it is not suitable for this job. "In the interview, I found that at present, many companies have added personality testing in the recruitment session. People who failed to find a job and failed to apply for a job were not an example.

I still remember that when I went to an internship post in a foreign company, I also did a set of "professional personality tests" when I interited in an internship position. The test results would match several "suitable" positions for the respondent. In my opinion, this personality test does not have much substantial effect. What really allows me to establish a professional direction and lay the foundation of professional ability is the accumulation of practice and experience, not personality. But the reality is that many years later, many companies actually use their personalities to "one -vote veto" candidates.

Some corporate persons in charge told me that the reason why personality testing is well -favored in some recruitment links because it can be used as a "universal language" that can classify and recognize and quickly screen for a large number of job seekers. The more three -dimensional personality characteristics and behavioral preferences outside the resume, at the same time, can seek employees who fit their corporate culture and values.

Is the personality test really such a magical effect? Can I really provide such accurate and intelligent suggestions for enterprises?

Some interviewees believe that when job seekers in the employment market are greater than demand, enterprises have adopted various ways to select employees, but it is understandable, but some wonderful means that they are not in line with actuality and even some pseudo -science. It is also easy to cause injustice and debate.

Between enterprises and job seekers is a two -way choice. Some personality tests actually intentionally or unintentionally convey the values ​​of the enterprise, which is easy to form a hidden pressure and psychological suggestion for job seekers. For example, the personality testing of some companies has a strong tendency -the company has many overtime overtime and has a high work intensity. If the job seeker can "resist pressure" in the personality test, the opportunity to be hired will greatly increase, and the "worry index is high to highly indexes high "It may become a denying factor. This also means that if job seekers want to obtain positions, they can choose to meet the orientation and needs of the enterprise. In this way, not only is there failed to fairness, but also the two -way selection can be turned into "single screening".

Personality is abstract, and the scientific and fairness of its own scientificity and fairness is to be questioned with a quantitative evaluation or through classification. It should be noted that even if some professional psychological institutions are psychologically analyzed for help, the evaluation process is as complete and cautious as possible. Some companies simply moved their personality test as a reference factor for recruiting people, and even exaggerated their role when recruiting people, not only too hasty, but also employment discrimination -according to the provisions of my country's Employment Promotion Law, "workers employment employment Do not be discriminated against because of the differences in national, race, gender, and religious beliefs. "Although the law did not directly include the characteristics of the job seeker in the prohibited category, the word" equal "already means that this is a relatively relative The "openness" regulations are not limited to these forms or levels of employment discrimination.

In fact, in the job search forum, I also saw an anti -examples of HR sharing "high score passing personality test": some job seekers passed the personality test with a very high degree of matching, but after joining the job If you fail to meet the job requirements, it will give people an unreliable feeling.

Since ancient times, it has been "ones". The consideration of the employment does not pay attention to the ability of talents, but instead turns around the personality indicators, which is not only not conducive to choosing a virtuous and promoting development of its own enterprise, but also to a certain extent the meaning of fair competition and struggle -no one can be casual. The "rubber puree character" that cater to needs is great?

Enterprises should choose people who are suitable for positions and virtues. Although innovative selection mechanisms are worthy of encouragement and advocacy, they must also avoid the situation where the rights and interests of the workers are mistakenly injured for form and efficiency. For this "superstition" personality test and harm the rights of workers, the relevant departments cannot sit at the sight, and beware of the fairness of the enterprise to erode the employment market in disguise.

Source: Workers Daily

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