The scientific link between personality and job performance is clear. There is no pseudo science there. Tests administered on a computer are not mind reading. They only assess you based on your responses. Often the "secret algorithm" is just summed score of your responses or something similar to one.
Professional tests are inclusive and go through analyses to assure the test items are not biased. In fact, meaningful race differences on tests of the Big Five are uncommon if not non-existent. The insinuation that these tests discriminate based on sexual orientation is not founded in research. If the field were to come to a consensus that there were such differences, they would adjust, doing not just what the law requires but also what is socially responsible.
The largest flaw of the movie is conflating the MBTI with measures of the Big Five. The latter has a strong and robust history of validity. The former might only be suited for development, but certainly not prescreening of applicants. The use of the MBTI tests that I have seen is like asking for a lawsuit. The Big Five, however, is the industry standard. The public should take comfort knowing that scientists make measures of the Big Five, not corporate CEO's or some evil forces.
To the point about mental health questions- these personality tests are not clinical measures and they are not used as such. Efforts are made to remove items that might seem diagnostic and less job related. Admittedly, this is an area where personality testing has room for improvement. Keep in mind that questions relevant to the job need to be asked. Someone who is always angry is not ideal for a customer service job.
Professional tests are inclusive and go through analyses to assure the test items are not biased. In fact, meaningful race differences on tests of the Big Five are uncommon if not non-existent. The insinuation that these tests discriminate based on sexual orientation is not founded in research. If the field were to come to a consensus that there were such differences, they would adjust, doing not just what the law requires but also what is socially responsible.
The largest flaw of the movie is conflating the MBTI with measures of the Big Five. The latter has a strong and robust history of validity. The former might only be suited for development, but certainly not prescreening of applicants. The use of the MBTI tests that I have seen is like asking for a lawsuit. The Big Five, however, is the industry standard. The public should take comfort knowing that scientists make measures of the Big Five, not corporate CEO's or some evil forces.
To the point about mental health questions- these personality tests are not clinical measures and they are not used as such. Efforts are made to remove items that might seem diagnostic and less job related. Admittedly, this is an area where personality testing has room for improvement. Keep in mind that questions relevant to the job need to be asked. Someone who is always angry is not ideal for a customer service job.