Mistakes Recruitment professionals make when hiring

Hiring the right person is always difficult. Personality assessments are a popular recruitment tool, but are often misused. Dr. Brittany Shoots-Reinhard, a social psychologist, explains why we need to stop misusing assessments.
How effective are your assessments?
How effective are your assessments?
BRADENTON, Fla. - Nov. 10, 2014 - PRLog -- Dr. Shoots-Reinhard is offering a special e-course for HRCI certified professionals on how to stop misusing personality assessments in the workplace. The course is offered through Humanist Learning Systems and is approved for 1 hour HRCI continuing education credit.

According to Dr. Shoots-Reinhard, whose research focused on personality assessments, there are three common mistakes hiring professionals make when using assessments that cause them to not only introduce bias into the process, but can open their companies up to discrimination lawsuits.

The first mistake they make is that they don’t actually know what personality trait they should be selecting for. They don’t know which personality traits are most likely to lead to a successful hire for their particular company and they don’t know how to figure that out.

The second mistake is they assume popular personality assessments have research to back them up and this simply isn’t the case. In fact one of the most popular assessments used by hiring professionals isn’t backed up by science at all.

Finally, they don’t understand what the tests are telling them. They administer the test, but make guesses as to what the tests really mean and as a result, introduce unfair biases into the hiring process.

Hiring the right person is important. Learning how to use personality assessments ethically and effectively will help.

Course Information

Using Personality Assessments in the Workplace (on sale Nov 15-Nov 30th) https://humanistlearning.com/personalityassessments/

Instructor information:

Dr. Brittany Shoots-Reinhard has a Ph.D. in Social Psychology with a focus on attitudes, persuasion, judgment and decision making, goals and motivation, and personality. She is available for scheduled interviews.

Jennifer Hancock

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