Thanks for your feedback, Brian. I would like to point out that, some companies use the personality test to reduce the number of applicants to an acceptable number, and interview the ones, they think they are a perfect fit for the company. For instance, let’s say there’s a job posting for a Junior Accounting role in a company, and 500 people apply for the job. There is no way the company is going to manually review all the 500 resumes,. iInstead, they use the personality test to reduce the number of applicants to an acceptable number,; let’s say 10 applicants; and manually review the resumes of these 10 people, ftor decide who to interviews. That seems effective, but I would like to point out whast Giang (2013) describes in Business Insider, the” ”3 Dangers of Using Personality Tests to Screen Workers”. She outlinesays that this test “can screen out great candidates,. tThe results may be flawed because there is always a chance that a potential employee may simply respond how they think the employer wants, and therefore the test results won’t be a true representation of their personalities, and there are privacy risks and potential for discrimination”.

Thanks for your feedback Samantha,. sSince the “validity of these test doesn’t quite deliver through, since the candidate picked is through an algorithm derived by a computer software”., I’m thiwonkdering if there is a system in place (computerized system) which could review prospective resumes for employees who would be a perfect fit for a role, instead of using these personality tests in screening out qualified candidates.