Listening to the Hall of Hot Comment | Personality testing for recruitment is not appropriate nor legal

According to the "Workers' Daily" recently reported: Many job seekers feedback that "written tests and interviews have passed, but personality tests have not passed." In July, just at the recruitment season, in some recruitment forums, some people shared their experiences that they failed because of their personality tests and failed to apply for job search, which caused heated discussions. So, is "inappropriate personality" just a legitimate reason to refuse the job seeker? There is no doubt that the personality test is widely used for recruitment, which is not suitable nor legal.

From a psychological perspective, personality testing and personality test have a set of scientific and rigorous test tables and processes. Persons with professional skills are required to operate, and the test process is often accepted during the test process. If a set of professional test list is handed over to non -professional people to operate, the result is often not rigorous, and it cannot be used to accurately determine the personality characteristics of the subject. And in view of the unstable MBTI test results, it is not suitable for tools for selecting talents.

So why these personality tests that should have been used in the field of psychological professionalism will be introduced into serious workplace recruitment, and even more and more popular? We believe that on the one hand, the company's own recruitment procedures need to be improved. How to choose people who are suitable for recruitment positions. Some companies are still repeatedly tested and explored. How should the recruitment process be set? Filtering, whether a professional testing tool is required or introduced by external professionals to assist in screening, it is continuously explored and improved during the recruitment process. Talent is a core competitiveness of an enterprise. Only by polishing all aspects of the selection of talents and selection of the talent can really choose the suitable talent for the company.

On the other hand, some recruitment companies follow the trend of personality testing are typical "laziness" and even employment discrimination. It should be known that personality testing has a big background in foreign countries: the unemployment rate of some countries has increased, and companies cannot handle a large number of job search applications. Therefore, in order to simplify the efficiency of recruitment improvement, the personality tests such as MBTI are introduced into the screening channel. And some domestic companies have copied it in the same way, neither modifying according to our national conditions nor verifying its scientific effectiveness. It is only a bit blind and arbitrary to take it as a fast screening tool. Moreover, a large number of problems in the personality test involve personal privacy that has nothing to do with labor contracts. According to relevant laws and regulations, if the unit is required to provide candidates, it will be suspected of illegal. Therefore, it is not appropriate to recruit personality testing for recruitment.

We have also noticed that in addition to personality testing, in recent years, all kinds of strange requirements in workplace recruitment have also emerged endlessly. From asking parents' interests, emotional experience, constellation preferences, to asking for blood, three fees, pets, etc. The abstract standards that are not associated with work inspect the job seekers. This not only runs counter to the general direction of the social advocates to ensure equal employment rights, and create a fair and temperature employment environment. The corporate culture is shallow and the pattern is not high. Such a company, don't go.

Zhao Ying, a reviewer of Chengdu News Broadcasting, Zhao Ying

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