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10.3
PSYCHOLOGY AT WORK
READING AND VOCABULARY
WORDS FROM THE TEXT
1
a
Look at this job advert. In groups,
brainstorm what kind of person the job is
looking for and how it is trying to attract
them. Would you be interested in this job?
What do you think the job is? Then check
your ideas on page 167.
As long as kids get evenings and
weekends off, so will you. You'll never
take your work home with you. In fact it
would be illegal. Make $16.25 an hour
doing what most parents do for free.
1
b
What would be the three most
important aspects of a job that would make
you consider applying for it?
2
Read the article quickly and answer the
question.
Apart from a face-to-face interview, what
other three kinds of tests or tasks does
the writer say may take place during the
recruitment process?
3
Read the article again. Which paragraph
or paragraphs contain the following
information? Underline the relevant
phrases in the article.
1
another name for psychological tests
2
mention of roles people can play in a
team
3
mention of a specific psychological test
4
a real example of what happened
during an interview
5
a way to show that the people applying
for a job know how to do the job
6
different ways of referring to people
attending job interviews
7
mention of two different personality
types
8
how long interviews take now and how
long they used to take
PSYCHOLOGY AND RECRUITMENT
A
A few years ago, interviews were reasonably simple affairs. A member
of the management team asked you questions about your experience and
qualifications, decided whether you looked and sounded like the sort of
person the company needed and, after about thirty minutes, shook your hand
and told you they would be in touch. Now, it isn’t so simple.
B
There are questionnaires, written tests and roleplays, all designed to show
potential employers the real you. People applying for jobs are called back for
a second and even third interview and the whole process can take several
weeks. So, how effective is psychology in determining the best candidate for
the job?
C
One of the most popular tools for interviewers is the Myers-Briggs
Personality Inventory. This test judges four aspects of a candidate’s
personality and, for each, gives them a certain letter, for example an I
for introvert or an E for extrovert. Interviewers examining the results can
immediately see what type of person the candidate is. The Myers-Briggs
test isn’t tailored to a specific job so it can be used by any employer for any
vacancy. You can’t pass or fail the test. Either you have the type of personality
the employer is looking for or you don’t.
D
Critics have questioned the need for such psychometric tests, saying that a
good interviewer should be able to tell a lot about an applicant just by asking
the right questions. However, experts say a well-designed questionnaire will
pick up on inconsistencies in answers to show whether a candidate is lying
to try to make themselves sound more attractive to the employer. A face-to-
face interview alone can often give a false impression due to nerves or false
answers.
E
However, even a combination of psychological test and interview isn’t
enough to really assess a candidate. Many employers also use some kind
of roleplay or simulation to see how an applicant would act in a real-life
situation. An interviewee taken by surprise cannot plan or disguise their
natural reactions. In one example, employees pretending to be angry clients
of the company interrupted an interview. The manager asked the interviewee
to deal with the problem and she immediately burst into tears. Not a great
example of her ability to handle a crisis.
F
At other times, candidates are given advanced warning of the roleplay
task ahead and work with other potential employees to complete tasks and
prepare a presentation. These are an excellent way for employers to see
each person’s natural place in a team – leader, problem solver, facilitator,
timekeeper and other roles. Candidates have no need to attempt to show a
false personality because they don’t know what kind of team member the
employer is looking for.
G
Psychological tests are, then, a great way to find out the truth about people
but there is one other thing that all employees must show. That they can
actually do the job they are applying for effectively. Qualifications written on
a CV can help employers decide who to invite for an interview but aptitude
tests clearly show what the person can do under pressure and these are also a
vital part of the recruitment process.
H
Perhaps the only surprising thing about modern day interviews is that they
aren’t even longer.
