Big Business and its penchant for mindless drones

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SUMMARY

This discussion critiques the reliance on psychometric testing in hiring practices, particularly within the business sector. The conversation highlights the competitive and profitable nature of the testing market, which has evolved significantly over the past two decades. The author argues that such testing can lead to reverse discrimination, steering qualified candidates away from suitable positions. Additionally, the emergence of HR dashboards and the outsourcing of payroll and pre-screening processes have diminished the role of HR managers, allowing operations departments to regain influence in hiring decisions.

PREREQUISITES
  • Understanding of psychometric testing and its applications in hiring
  • Familiarity with HR dashboards and their role in recruitment
  • Knowledge of reverse discrimination concepts in employment
  • Insight into the evolution of human resources practices over the last 20 years
NEXT STEPS
  • Research the impact of psychometric testing on employee satisfaction and job fit
  • Explore the functionality and benefits of HR dashboards in recruitment
  • Investigate the implications of reverse discrimination in hiring practices
  • Study the historical changes in human resources roles and responsibilities
USEFUL FOR

This discussion is beneficial for HR professionals, business leaders, and anyone interested in the intersection of psychology and recruitment practices, particularly in understanding the implications of psychometric testing on hiring outcomes.

kldickson
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The last lines of the first article linked above:
"I think if everyone used psych testing we would live in a better world,” Scarborough said. “When you steer someone away from a job they wouldn’t like, you’ve done them a favor."
I'd bet at least some people get steered away from jobs they would like by the testing that Scarborough does, and if everyone used such testing the world would obviously be worse for them.
 
Testing is a growing niche market. It is very competitive and very profitable. It's one more of those services that nobody ever heard of 20 years ago and is a must have now.

There are 3 basic categories of specialists entry level, mid-management, and executive/professional, plus a variety of specialists by industry.

The new products rate the prospective employees in a reverse discrimination manner - to identify underprivileged/minority candidates to hire and thus claim the greatest incentives.

With increasing unemployment, business is booming.
 
20 years ago, the writing was on the wall. Silly me, I thought it meant that human resources departments would be hiring psychology graduates rather than farming it out.
 
Phrak said:
20 years ago, the writing was on the wall. Silly me, I thought it meant that human resources departments would be hiring psychology graduates rather than farming it out.

If it's any consolation, with the development of HR dashboards and pre-screening is the norm, operations departments are getting more involved in the hiring process. Now that payroll is outsourced, pre-screening is outsourced, and operations managers are making hiring/staffing decisions again - HR managers are struggling to justify their own existence.
 
Mindless drones are the reason startups regularly clean the Big Business' clock.