katy wrote:
Joe wrote:
katy wrote:
jlrogers±³© wrote:
http://similarminds.com/myers-briggs-jung.html

INTJ

ESTJ-Administrator

I used the Jungian Personality test when I was still in HR for hiring
executive staff...
It's one of the best HR tools out there and is fairly accurate as long
as the testee is honest and has some slef-perception...problems arise,
though, when people have convinced themselves they are something they
are not...

As a caindate for any position you research company policy's, ethics,
workstyle, culture, ect... before you go and get grilled by the HR
wennie. That makes filling out any personality test a simple process
that you taylor to fit the companies want's and desires to a T.

They are useless unless your testing ditch diggers or bed pan washers,
looking to screen out a physco.

HR tool....Bwahahahahahahahahaha

Joe


Yes, some tests can be messed with, but most testing companies have
built-ins (that's why the professional versions of that same test have
over 200 questions...) The questions are posed over and over again in
diferent frameworks...if you mess about too much, it triggers that there
is something wrong and the score indicates that....it is a tool, not the
end-all be-all for hiring...it is only used after a decision has been
made to proceed and is not used AS the decision.

So it's hocus pocus that has the ability to override a face to face
decision?

They are not good tools.
Did you make canidates stick a finger in a bowl of water and look for
ripples?

HR needs no tools other than paper clips, and maybe rubber finger boots
to protect from shuffeling paper, HR people are not decision makers at
most companies.

The only test that should be given are ones that relate to what value
that canidate has to offer your company. Infact he should be working
for you in an interview, making you money. If he can not do that...who
want's him or her anyway?

Joe