Between personality inventories and integrity tests, which do you think is a better indicator for hiring? Why do you feel that way? I choose personality inventories to be the better indicator for hiring because personality tests are well designed to discover a candidate's merits and weakness in personality that can be very critical to the performance on the job. According to Ajila and Okafor(2012), Personality tests are developed to measure various psychological characteristics of workers, and today "a wide variety of these tests are used in personnel screening and selection to attempt to match the personality characteristics of job applicants with those of workers who have performed the job successfully in the past" (p. 95). Several personality tests have been commonly used for personnel selection and proven to be effective. These tests include the Bersenter Personality Inventory, The Thematic Apperception Test (TAT), The California Psychological Inventory (CPI), Thurstone Temperament Survey, the Rorschach Inkblots test. General personality inventories such as the Minnesota Multiphasic Personality Inventory or MMPI (Hathaway & McKinley as cited in Ajila & Okafor, 2012, p. 95). Personality tests play an important role in screening applicants for sensitive jobs such as police officer, airline pilot, or nuclear power plant operator.
Integrity tests, also called honesty tests, are relatively new thus they may not be as sophisticated as personality tests. Integrity tests are conducted to predict whether an employee will engage in counterproductive or dishonest work-related behaviors such as cheating, stealing, or sabotage (Levy, 2010). Obviously, employees' integrity or honesty is an very important factor for employer's hiring decision-making, hence integrity tests can be very helpful for determination of hiring. However, for many jobs integrity is far from required qualification, and employers need to confirm the candidate's' aptitude, skills, and other inventories for further evaluation. Personality tests may be able to provide employers with a more detailed picture of the job applicant.
Ajila, C. O., & Okafor, L. (2012). Employment testing and human resource management. IFE PsychologIA, 20(2), 91-98.
Levy, P. E. (2010). Industrial/organizational psychology: Understanding the workplace (3rd ed.). New York: Worth Publishers.