Workplace Personality Tests: a Cynical View
There’s a frightening article in the Wall Street Journal by Lauren Weber about personality tests people are now forced to take to get shitty jobs in customer calling centers and the like. Some statistics from the article include: 8 out of 10 of the top private employers use such tests, and 57% of employers overall in 2013, a steep rise from previous years.
The questions are meant to be ambiguous so you can’t game them if you are an applicant. For example, yes or no: “I have never understood why some people find abstract art appealing.”
At the end of the test, you get a red light, a yellow light, or a green light. Red lighted people never get an interview, and yellow lighted may or may not. Companies cited in the article use the tests to disqualify more than half their applicants without ever talking to them in person.
The argument for these tests is that, after deploying them, turnover has gone down by 25% since 2000. The people who make and sell personality tests say this is because they’re controlling for personality type and “company fit.”
I have another theory about why people no longer leave shitty jobs, though. First of all, the recession has made people’s economic lives extremely precarious. Nobody wants to lose a job. Second of all, now that everyone is using arbitrary personality tests, the power of the worker to walk off the job and get another job the next week has gone down. By the way, the usage of personality tests seems to correlate with a longer waiting period between applying and starting work, so there’s that disincentive as well.
Workplace personality tests are nothing more than voodoo management tools that empower employers. In fact I’ve compared them in the past to modern day phrenology, and I haven’t seen any reason to change my mind since then. The real “metric of success” for these models is the fact that employers who use them can fire a good portion of their HR teams.