Assignment -
Imagine that you have been hired to offer consultation to a law enforcement organization seeking to select a pool of internal candidates for special operations assignments involving dangerous, long-term undercover enforcement operations. The hiring managers believe that this process should begin with a personality test. They are seeking individuals with high integrity who are able to maintain the complexities of deceit involved in undercover work, while maintaining ethical standards. Prepare a white paper in which you discuss the following:
- What is the best instrument available to test personality? Why?
- Can personality tests be skewed by the individual being tested?
- What does the research literature tell us about the relationship between personality and job performance?
- What personality traits may contribute to positive and negative outcomes for undercover law enforcement operations? Is there a restricted range for prediction accuracy in terms of job success?
- What are the concerns of using personality tests for individuals from diverse ethnic, age, and gender groups?
- As an I/O consultant, how would you apply the results of personality testing to develop a strategy to develop a pool of viable candidates? Are there better alternatives to fulfill the organizational need?If yes, what are they? If no, why?
Length: 5-7 pages.
References
Nga, E. W., & Sears, G. J. (2010). The effect of adverse impact in selection practices on organizational diversity: a field study. International Journal Of Human Resource Management, 21(9), 1454-1471. doi:10.1080/09585192.2010.488448
Powell, D. M., Goffin, R. D., & Gellatly, I. R. (2011). Gender differences in personality scores: Implications for differential hiring rates. Personality And Individual Differences, 50106-110. doi:10.1016/j.paid.2010.09.010
Scroggins, W. A., Thomas, S. L., & Morris, J. A. (2009). Psychological Testing in Personnel Selection, Part III: The Resurgence of Personality Testing. Public Personnel Management, 38(1), 67-77.