[IPAC-List] Personality Assessments

[Michael McDaniel (WSF)]

Harry,

Thank you for your note.  I would appreciate any documentation that you
have that supports your assertion that faking is both "controllable and
detectable".  I have some familiarity with the research literature on
faking in personnel testing and find your assertion surprising.

Best wishes,

Mike




On Thu, Sep 12, 2013 at 6:13 PM, Harry Brull (OCE) <
Harry.Brull at kornferry.com> wrote:


>  I disagree vehemently. We at PDI Ninth house have been using personality

> inventories for selection for the past 46 years. Faking is controllable and

> detectable.****

>

> The increase in validities over cognitive measures alone are impressive.

> Consider the fact that most failures in managerial ranks occur, not from

> lack of cognitive ability, but from personality issues – self-management,

> motivation, and interpersonal issues.****

>

> ** **

>

> Harry****

>

> ** **

>

> ––––––––––––––––––––––––––––––––––––––––––––––––****

>

> *Harry Brull, Senior Vice President* ****

>

> ** **

>

> *PDI Ninth House, a Korn/Ferry Company*

>

> 8157 Buck Run****

>

> Salida, CO 81201****

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> USA****

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>

> 1.612.414.8998 direct****

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> harry.brull at pdinh.com**

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> *www.pdinh.com*

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>

> *From:* ipac-list-bounces at ipacweb.org [mailto:

> ipac-list-bounces at ipacweb.org] *On Behalf Of *Michael McDaniel (WSF)

> *Sent:* Thursday, September 12, 2013 5:04 PM

> *To:* Barry Casey; ipac-list at ipacweb.org

>

> *Subject:* Re: [IPAC-List] Personality Assessments****

>

> ** **

>

> I can't think of a good situation in which one would want to use a

> personality test for personnel selection because they are so easily faked.

> If you were going to use one, you would want to set a very low cut score so

> that you are failing  only those who admit to being clearly inappropriate

> for the job.****

>

> Mike****

>

> ** **

>

> On Wed, Sep 11, 2013 at 2:49 PM, Barry Casey <

> barry.casey at cahabavalleyfire.org> wrote:****

>

> Greetings.

>

> In a previous professional life, I worked in personnel assessment with a

> Civil Service Board in Alabama.  I have been contacted by another Fire

> District in our area about helping them with a promotional examination.

>  However, they have concerns that some of the candidates that they believe

> will do well, would not be a good fit due to the personalities of the

> potential promotional candidates.  Essentially, they are concerned that the

> individuals' ego would prevent them from being an effective company officer.

>

> Are any of you aware of any assessments that may help to identify those

> personality traits that may problematic for the District.

>

> Any advice is welcomed.

>

> Thanks,

>

> Barry P. Casey

> Executive Assistant to the Chief

> Cahaba Valley Fire and EMR District

> 145 Narrows Dr

> Birmingham AL 35242

> 205-991-6664

> _______________________________________________________

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>

>

> -- ****

>

> Michael A. McDaniel, Ph.D.

> Work Skills First, Inc.

> Voice: 804-277-9730

> E-Mail: McDaniel at WorkSkillsFirst.com

>

> ****

>




-- 
Michael A. McDaniel, Ph.D.
Work Skills First, Inc.
Voice: 804-277-9730
E-Mail: McDaniel at WorkSkillsFirst.com
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