Psychological Testing: Gaining Objective Insights

In Chapter 15 we dealt with means by which job applicants can be screened out. We stressed, and this is worth repeating, that neither the résumé review, the telephone interview, the quick personality assessment as a screener, the short initial in-person interview, nor the reference checks can or should serve as the sole basis on which to make a positive hiring decision. Each of these steps is designed to trigger red flags that allow management to narrow the applicant pool to a manageable degree. In other words, by the time we have reached the screening-in process, we should be dealing with only candidates who are worthy of in-depth consideration.

The reason that a definitive hiring ...

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