Surprising job search "personality"?

Personality test has been used by some enterprises for employment, and some people are refused to hire for "unqualified personality testing"

Surprising job hunting "personality"?

Reading prompt

Recently, the topics of MBTI personality testing have been on the hot search. Some companies use similar tests to quickly screen for job seekers when they recruit. Many job seekers said that they were rejected by their personality tests. Experts believe that many issues in this type of test involve personal privacy of workers who have nothing to do with labor contracts. In addition, personality testing and not recruiting specific workers based on this is an abstract standard for work with the work. There is a tendency to employment discrimination.

"Written tests and interviews have passed, but the personality test has not passed." "The evaluation results show that I am worried about the index high and it is not suitable for this job." In July, it is the recruitment season. In some job search forums, many people share it I failed to apply for a job because I failed to pass the personality test.

In April this year, the topics of MBTI personality test appeared on the hot search. This personality test produced 16 personality in 4 dimensions, and was used by some enterprises to perform talent portraits on job seekers when recruiting. In addition to the MBTI personality test, some companies will also use the five personality, Holland professional interest, and personality color testing and other personality tests to evaluate employees.

If the job seeker is rejected due to personality testing, is it reasonable? When the personality test is applied to the management of enterprise employment, where is the legal boundary?

Job seeker: Internal character is not suitable for technical posts?

Fan Ming did not expect that he touched the wall when he was looking for a personality test.

In June last year, when Fan Ming interviewed the technical operation and maintenance position of a Beijing company when he hopped job hunting. After the interview was passed, HR sent him a set of more than 100 online personality tests, and the question was very similar to the MBTI test settings. What he didn't expect was that he finally failed because of "unqualified personality testing".

"If it is said that such positions need to be exterior and good at people, what kind of personality does the technical position need?" Fan Ming said, the evaluation shows that his personality is introverted and the score in interpersonal relationships does not meet the standard. "I thought that the technology was fine. I didn't expect to be brushed when I did a question, and I didn't want to fake them in the past."

The reporter learned that today, it is not uncommon to add personality testing in the recruitment session, and most of them are online testing. Some tests are arranged before and after the interview of the final wheel after submitting resumes and before interviews.

At the same time, some marketing numbers or oxen take the opportunity to collect consultation fees, claiming to pay for the "personality test" question bank for well -known enterprises. Some people share the experience of how to "build the workplace" on the Internet through testing.

"Internationally renowned personality testing tools such as MBTI have the possibility of misuse in the current recruitment process." Yi Lingfeng, Executive Director of the Human Resources Center Cross -Strait Human Resources Center of East China Normal University, believes that MBTI should not be solidified by HR to become awareness. The only tool for candidate personality. Personal evaluation itself is limited, such as candidates may have the possibility of fraud; personality testing itself is unstable, and some candidates have changed their personality types when testing again.

Enterprise: Test a personality test quickly to screen the job seeker

Why are some companies passionate about conducting personality testing on employees?

The employees of a technology company's R & D department told reporters that due to the heavy work and pressure of their company, the personality test was set when recruiting, focusing on to examine whether the candidates' emotions were stable and compressed. If the candidate is positive and capable of pressure, it means that it is highly likely to be competent for posts; otherwise, it shows that it may not be able to deal with the pressure well.

Some HR said that the personality test results are only used as a reference when recruiting, but it also has a fast screening effect. "Personality testing is like a common language, which allows companies to quickly understand the appliances and combine the interview." He Ou, who is engaged in human resource management in a large enterprise, told reporters.

Some experts believe that due to the unstable MBTI test results, it is not suitable for the tools for selecting talents as the common personality test on the market.

"Professional personality tests require reasonable psychological theory support and sufficient evidence, and solve measurement problems in order to consider being a selection tool." Wang Chongwei, a lecturer of the Department of Management of Lingnan University Business School in Hong Kong, told reporters, "Professional personality Tests can assist recruitment to a certain extent, but should not be used as the main indicators of recruitment selection, but need to be combined with ability testing. "

Yi Lingfeng also said that the company's employment management should be carefully tested. "Personality is an invisible thing. Without understanding the purpose of testing, the theoretical foundation and application of the test tools, it is easy to misuse the evaluation technology when you know people." Evaluation theory and technical requirements. Before the evaluation is carried out, the relevant test theory, technology and cases must be thoroughly learned, so as to combine more relevant candidate information in the recruitment to make correct judgments.

Expert: Be wary of employment discrimination tendency

"From the blood type to the constellation, there is no meticulous thing, and it also involves 'color psychology'. Forgive me, this is not for the recruitment at all." In the job search forum, some netizens shared the non -professional "personality test" they experienced.

Compared with the personality testing of hundreds of test questions, the company also uses "original tests" and "wonderful tests", using information such as blood types, constellations, or choosing the personality characteristics of job seekers with no scientific basis. Lawyer Yang Baoquan, a senior partner of Beijing China Silver Law Firm, told reporters that in accordance with the relevant provisions of the Personal Information Protection Law and the Labor Contract Law, employers can obtain information about the requirements of the workers when they inspect the workers. Many issues in MBTI and other personality tests involve personal privacy of workers who have nothing to do with labor contracts, and the unit forced to provide workers to provide it and suspected illegal.

"For example, in the test questions 'sometimes I talk about false words' '' sometimes I also say that others 'gossip' has nothing to do with labor contracts, and workers can refuse to obtain this information by employers." Among them, it is not advisable to expand the scope of the right to know the unit's knowledge, and then infringe the privacy of the workers.

Shen Jianfeng, dean of the School of Labor School of Labor Relations, also believes that not all workers have to conduct professional personality testing, and their personality tendencies have no great impact on a large number of ordinary tasks.

"Personality testing and not recruiting specific workers based on this is equivalent to rejecting workers with abstract standards that do not associate with work and have employment discrimination." Shen Jianfeng said.

Yang Baoquan also held the same view. He said that according to the basic principles of equal employment such as labor law and employment promotion law, employers must not discriminate against the characteristics and characteristics of workers inherently. "To a certain extent, the personality is inherent, and it is difficult to change through the efforts of individuals. Therefore, unless there are direct and clear post requirements and explanation, the employer shall not have another employment conditions, especially setting up people and living and living. The recruitment conditions that cannot be changed. "

"If the employer only rejected the job seeker with the result of a dozen dozen personality test questions, workers can defend their rights through arbitration, litigation and other methods." Yang Baoquan said, "At that time Negative impact on reputation. "

Source: Workers Daily

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