[IPAC-List] Personality Assessments

[Anthony Boyce]

I agree that personality tests using traditional likert-type scales are easily faked and are useful, predominately, to select-out those that clearly lack desirable traits (and were not inclined to fake).  However, what about a personality test using forced-choice format (with statements matched on social desirability) and some controls (e.g., uni-dimensional statement pairs or IRT-based scoring) to recover normative scores?

--Tony

From: Michael McDaniel (WSF) [mailto:McDaniel at WorkSkillsFirst.com]
Sent: Thursday, September 12, 2013 6:49 PM
To: Harry Brull (OCE)
Cc: ipac-list at ipacweb.org
Subject: Re: [IPAC-List] Personality Assessments

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<mailto: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

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PDI Ninth House, a Korn/Ferry Company
8157 Buck Run
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USA

1.612.414.8998<tel:1.612.414.8998> direct
harry.brull at pdinh.com<mailto:harry.brull at pdinh.com>
www.pdinh.com<http://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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