help listing key points from the case and help answering #3 only

"To Test, or Not to Test, That Is the Question" for Amtrak, Integra LifeSciences Many companies rely on personality tests to help with the many Amtrak employees motivated the firm to use this personselection of employees. In fact, evidence indicates that al- ality test; it also needed a hiring approach that ensured good most one-fourth of firms utilize these instruments to as- employee/company fit. Many thousands of individuals have alsess how well applicants fit into different work roles and ready taken the online test that takes about 45 minutes to comenvironments. Some tools focus on measuring the Big Five plete. The results place applicants into categories of "strong" personality traits, which include the factors conscientious- "moderate," and "minimal" fit for the purposes of screening. ness, openness to experience, agreeableness, extroversion, Amtrak can then select which individuals to interview and hire. and neuroticism. Others like the Myers-Briggs Type Indica- Not all employers choose to incorporate personaltor and Predictive Index identify different preferences and ity tests into their employee selection processes. New Jerself-perceptions of individuals, which might affect their sey-based Integra LifeSciences elected not to use them willingness and ability to perform on the job. Some person- during the company's transformation efforts. According to to obtain a better assessment of traits and skills-Pymetrics lessly categorize people, thus limiting the company's ability and Knack both offer these kinds of instruments. le identify individuals who can help it effectively transition. Despitetheirabilitytopredictemploymentfit,usingper-IienceswilllikelyutilizesuchtestsinthefutureIntegraidentifyindividualswhocanhelpiteffectivelytransition. sonality tests to assist with selection decisions may not work when the company is functionally more stable. 104 well in all situations. For instance, they may not effectively predict the future work performance of employees. These QUESTIONS tests may also unfairly classify people into categories that . Explain why it is or is not a good practice to use personality Providing socially desirable responses (or "faking" good an. 1. Explain why it is or is not a good practice to use personality swers) is another concern with these tests. Finally, the use of and disadvantages of personality tests used in this way? personalitytestsmayadverselyaffectcandidateswhoaredis-abledorthosewhoaremembersofotherprotectedgroups.2.EvaluatetherationaleusedbyAmtrakandIntegraLifeSciencestojustifyusingornotusingpersonalitytests. abledorthosewhoaremembersofotherprotectedgroups.Still,personalitytestscanbeaneffectivetoolforscreeningSciencestojustifyusingornotusingpersonalitytests.Doyouagreewiththesedecisions? and hiring new enployees. The transportation agency Amtrak 3. Imagine that you are the Chief HR Officer for a comhas been using such a test to determine how well job applicants pany that is considering the use of personality tests to fit the culture of the organization. In particular, the instrument make better selection decisions. What advice would you ated with important work-related factors such as collaboration, provide your executive leadership team? What issues ethics, safety, and customer service. The expected retirement of would be the pany policy