Validating the interview selection process

“Personality refers to an individual’s unique constellation of consistent behavioral traits”[2] and “emotional intelligence consists of the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion.”[3] By using a scientific approach in hiring, employers can increase their number of successful employees.

Personality & Emotional Intelligence The link between personality and emotional intelligence to job performance is compelling.[4] Though there is strong evidence that cognitive measurement tools are good predictors of job success, one important reason that they are not perfect predictors is that human personality is an important factor in job success.[5] But not all are convinced that assessing workers’ cognitive abilities is worthwhile.

Validation is the most recognized and important parameter of GMPs. This work is to present an introduction and general overview on process validation of pharmaceutical manufacturing process. Guidelines on General Principles of Validation: Solid, Liquid and Sterile dosage forms.

This article provide introduction about the process validation of pharmaceutical manufacturing process and its importance according to The U. Quality cannot be ensured by sampling, testing, release of materials and products.

A Complete List of the Top 50 Most Common Interview Problems (split into five categories) F) Candidate-experience related issues — most candidates either hate of fear them.

Further angering or frustrating candidates may cause you to lose top candidates, hurt your employer brand, or even harm product sales.

Annie Murphy Paul, a former senior editor for century personality instrument that measured mental traits by examining the 27 bumps on a person’s head.[6] With over 2,500 personality and emotional intelligence instruments on the market, Ms.

Murphy is likely correct that some of these are ineffective.[7] Discernment is the solution.

validating the interview selection process-89validating the interview selection process-76

Psychology has the ability to measure personality and emotional intelligence (“EQ”), which can provide employers with data to use in the selection process.

Kolbe focuses on what's right with you and tells you how to build on it.

Kolbe doesn't just help you achieve your goals; it helps you control your destiny. For Your Business Through Kolbe's products and services you will optimize hiring, training and managing people, as well as increase the effectiveness of your employees.

Personality Personality is “the sum total of ways in which an individual reacts to and interacts with others …

[and] we most often describe it in terms of the measurable traits a person exhibits.”[8] One of the best supported models for measuring personality involves the “Big Five Model,” with its five basic dimensions that capture most of the variation in human personality.[9] The traits include neuroticism/emotional stability,[10] extraversion,[11] openness to experience,[12] agreeableness,[13] and conscientiousness.[14] These five job traits are connected to job performance and are predictors of certain outcomes: “avoiding counterproductive behavior, reducing turnover and absenteeism, exhibiting more teamwork and leadership, providing more effective customer service, contributing more citizenship behavior, influencing job satisfaction and commitment to the firm, and enhancing safety.”[15] There are several tests that measure the Big Five personality dimensions, but the two most popular are the NEO-Personality Inventory and the Personality Characteristics Inventory (“PCI”).[16] The PCI is comprised of 150 multiple-choice questions and asks questions such as “I tend not to say what I think about things” (i.e., testing extraversion) or “I approach most of my work steadily and persistently” (i.e., testing conscientiousness).[17] The first Big Five personality test developed for the business community was the Hogan Personality Inventory (“HPI”), with its focus on normal personality rather than abnormal personality.[18] A 2003 meta-analytic review of 43 studies found that the HPI is an effective predictor of job performance for many different jobs, including customer service representatives, hospital administrators, bus drivers, department managers, and police officers.[19] Personality Test Criticism There is some debate in the industrial/organizational (“IO”) psychology field as to whether personality measures should be used in employee selection.[20] Many believe that personality tests used for employee selection are not valid, and in any event, can be faked.[21] The earliest personality tests go back at least to 1919, at the dawn of IO psychology.[22] In one article that reviewed 113 personality selection tool studies conducted from 1919 to 1952, personality was found to correlate to job success at levels similar to more recent studies.[23] For studies published from 1952 to 1963, one paper noted that the studies indicated that personality had some predictive power, but not at a level that personality should be used for employee selection.[24] This same article concluded that “there is no generalizable evidence that personality measures can be recommended as good or practical tools for employee selection….


Leave a Reply