[IPAC-List] Personality Assessments

Mark Hammer Mark.Hammer at psc-cfp.gc.ca
Fri Sep 13 09:02:02 EDT 2013

Actually, I recall reading a book chapter a few years back by a Spanish
author (sorry, name plum escapes me) arguing that, in some
circumstances, the ability to fake good on personality instruments is a
positive indication of the candidate's capacity to read the employer's
corporate culture accurately; to be the sort of employee you want by
knowing what it is you want.

Don't you just hate it when someone suggests measurement error is
actually a *good* thing?

On the other hand, there are personality dimensions and there are
personality dimensions. It depends on how authentic one needs them to
be as people, with respect to that trait. If someone is NOT
conscientious, but is pretty good at persuading me they are when they
actually aren't, I'd say that's a source of risk, and not a good thing.

Mark Hammer

>>> "Patrick McCoy" <Patrick.McCoy at psc-cfp.gc.ca> 2013/09/13 8:51 AM


Couldn't someone of moderately high ability or higher choose the types
of responses the organization wants even using forced-choice matched for
social desirability?!

Might work if the organization doesn't need to tell people what it
wants/why they "failed", etc.

Pat McCoy
Ottawa, Canada

>>> Anthony Boyce <anthony.boyce at aonhewitt.com> 2013/09/13 8:32 AM >>>

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?


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


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,


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 Brull, Senior Vice President

PDI Ninth House, a Korn/Ferry Company
8157 Buck Run
Salida, CO 81201

1.612.414.8998 ( tel:1.612.414.8998 ) direct
harry.brull at pdinh.com

( http://www.pdinh.com/ )
( http://www.pdinh.com/ )
( http://www.pdinh.com/ )

From: ipac-list-bounces at ipacweb.org
[mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Michael McDaniel
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.


On Wed, Sep 11, 2013 at 2:49 PM, Barry Casey
<barry.casey at cahabavalleyfire.org> wrote:

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.


Barry P. Casey
Executive Assistant to the Chief
Cahaba Valley Fire and EMR District
145 Narrows Dr
Birmingham AL 35242
IPAC-List at ipacweb.org


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

( http://www.pdinh.com/ )


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