人格测试在候选人甄选过程中的潜力:使用论证图进行批判性分析

Kamil Zawadzki, Monika Wojdyło
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引用次数: 0

摘要

心理测试--包括人格测试--是当代组织用于甄选候选人的方法之一。本文采用论点映射法对有关这种选拔方法有效性的论点进行了系统分析。研究强调了在此类测试基础上评估候选人潜力的有效性问题,因为候选人很有可能操纵测试结果。分析得出的主要结论是,性格测试只能作为一种补充工具,与其他选拔技术一起使用。应选择性地使用基于测试的评估方法,同时遵守进行此类测试的适当标准。研究还建议放弃自我报告测试,将其执行和解释工作委托给具有相关资格的人员。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The Potential of Personality Tests in the Candidate Selection Process: A Critical Analysis Using Argument Mapping
Psychological testing – including personality tests – is one of the methods used by contemporary organisations for selection of candidates. This article provides a systematic analysis of arguments concerning the validity of this selection method using the argument mapping technique. The study highlights doubts regarding the validity of assessing a candidate’s potential on the basis of such tests due to the significant potential for result manipulation by the candidate. The primary conclusion drawn from this analysis is that personality tests should only be used as a complementary instrument alongside other selection techniques. Test‑based assessment methods should be used optionally, while adhering to appropriate standards for conducting such tests. The study also suggests a shift away from self‑report tests and entrusting their execution and interpretation to individuals with relevant qualifications.
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