It can also be customized so that employers can examine specific behaviors theyвЂ™re interested in. The Caliper is a useful tool in determining how prospective employees may react to various situations based on their principles. The Caliper also has test-takers do the opposite, indicating which sentiments are furthest from their viewpoint. So, for example, the question might present a situation and have them choose which reaction fits best with their values. The test presents applicants with statements and asks them to choose the one thatвЂ™s closest to their perspective. The Caliper Profile: The Caliper Profile is another assessment that examines personality traits critical to job performance. ItвЂ™s unlikely any of these factors could be considered discriminatory, since the 16pf isnвЂ™t medical in nature. This test also meets the requirement to have personality assessments be more about job performance than psychopathology. This tool uses 16 different qualities to determine an applicantвЂ™s personality, and all of them can be linked back to job performance.

Sixteen Personality Factor Questionnaire: The Sixteen Personality Factor Questionnaire, or 16pf, is often used by hiring managers to assess potential employees. Since using the MMPI test could lead to legal and ethical issues for your company, what other personality assessments can you use while hiring?

Fortunately, there are options more well suited for pre-screening applicants and their behaviors. Equal Employment Opportunity Commission (EEOC) recommends against using tools like the MMPI or Myers-Briggs Testing Indicator (MBTI) for this reason. Although the test can technically be used to determine how a candidateвЂ™s personality traits may factor into their work performance, the testвЂ™s focus on psychopathology and identifying mental illness could be seen as a problem. This is precisely why the utilizing the Minnesota Multiphasic Personality Inventory (MMPI) during the hiring phase can be an iffy decision. They violate the Americans with Disabilities Act (ADA), which makes it unlawful to discriminate against applicants for medical reasons. Tests that determine whether or not a candidate is suffering from mental illness, for example, could be deemed unlawful. covers the intricate details, but one major thing to watch out for is whether or not your psychological test is medical in nature. There are numerous ways psychological personality assessments can violate a candidateвЂ™s right to privacy and unbiased treatment during the application process. When administering psychological assessments, however, itвЂ™s critical your company confirms theyвЂ™re legal. Personality assessments can be useful in weeding out candidates with negative attitudes, as well as applicants who are more likely to engage in harmful workplace behavior. Vetting potential hires for such qualities eliminates the likelihood of dealing with counterproductive work behaviors (CWB) down the line. Of course, itвЂ™s equally important that applicants have a trustworthy and dependable character. To start, they need to ensure a candidate has the appropriate qualifications and skills to fill the open position. When it comes to hiring new team members, employers have much to consider. The Best Alternatives to the Minnesota Multiphasic Personality Inventory (MMPI)

What is the mmpi test