Discussion Task #1 - Discuss the use of references and letters of recommendation in both hiring and graduate school admissions and whether or not you “feel” they are an “effective” tool.
As long as “personality testing” such as cognitive or “physical agility testing,” for potential employee hiring/selection purposes, are not used to discriminate against “protected classes,” their use in employee hiring decisions has been upheld as legal, and some research has shown their effectiveness. Recall, in Chapter #3, we learned about “protected classes and discrimination.”
Discussion Task #2: (a) have you ever gone through or had a friend or family member who went through a “job screening process” using either or both cognitive personality or physical agility testing? (b) If so please give an example of either or both types, and how it made you or them “feel.” (c) Whether or not either process might have been discriminatory, and how, and; (d) If you were an HR Director or a hiring manager, whose employer used either or both process(s), how would you explain their usage to a prospective employee prior to their taking either or both?
USE THE TEXT BOOK:
Industrial / Organizational psychology an applied approach by Michael G. Aamodt