Case Study
HRM - Final project - Part 1: Short Case Study
Case information: ''To Test, or Not to Test, That Is the Question'' for Amtrak, Integra
LifeSciences
Many companies rely on personality tests to help with the selection of employees. In fact, evidence
indicates that almost one-fourth of firms utilize these instruments to assess how well applicants fit
into different work roles and environments. Some tools focus on measuring the Big Five
personality traits, which include the factors conscientiousness, openness to experience,
agreeableness, extroversion, and neuroticism. Others like the Myers-Briggs Type Indicator and
Predictive Index identify different preferences and self-perceptions of individuals, which might
affect their willingness and ability to perform on the job. Some personality tests are even being
offered through gaming exercises to obtain a better assessment of traits and skills—Pymetrics and
Knack both offer these kinds of instruments.
Despite their ability to predict employment fit, using personality tests to assist with selection
decisions may not work well in all situations. For instance, they may not effectively predict the
future work performance of employees. These tests may also unfairly classify people into
categories that can ultimately be altered by individuals with the right effort. Providing socially
desirable responses (or "faking" good answers) is another concern with these tests. Finally, the use
of personality tests may adversely affect candidates who are disabled or those who are members of
other protected groups.
Still, personality tests can be an effective tool for screening and hiring new employees. The
transportation agency Amtrak has been using such a test to determine how well job applicants fit
the culture of the organization. In particular, the instrument identifies different personality
characteristics that are associated with important work-related factors such as collaboration,
ethics, safety, and customer service. The expected retirement of many Amtrak employees motivated
the firm to use this personality test; it also needed a hiring approach that ensured good
employee/company fit. Many thousands of individuals have already taken the online test that takes
about 45 minutes to complete. The results place applicants into categories of "strong," "moderate,"
and "minimal" fit for the purposes of screening. Amtrak can then select which individuals to
interview and hire.
Not all employers choose to incorporate personality tests into their employee selection processes.
New Jersey-based Integra LifeSciences elected not to use them during the company's
transformation efforts. According to top official Padma Thiruvengadam, these tests might
needlessly categorize people, thus limiting the company's ability to identify individuals who can
help it effectively transition. Integra LifeSciences will likely utilize such tests in the future when the
company is functionally more stable.
New Jersey-based Integra LifeSciences elected not to use personality tests to screen job applicants
for achieving employee/company fit as the company was in a transition phase. It, however, was
open to using personality tests in the future when the company would have gained some stability.
Case Study Questions:
** Make sure to provide solid reasoning, and also try to use some material from the course to support your ideas**
1. Explain why it is or is not a good practice to use personality tests in employee selection.
What are some of the advantages and disadvantages of personality tests used in this way?
2. Evaluate the rationale used by Amtrak and Integra LifeSciences to justify using or not
using personality tests. Do you agree with these decisions? Explain/discuss why or why
not.
Part 2: Social Media and HRM
• Social media platforms are here to stay.
o They facilitate the social relationships that we have with other people, and the use of
Internet technologies makes those relationships easier to develop and maintain.
• Social media include at least four major types:
o Social-networking sites, such as Facebook, LinkedIn, Instagram, and chat rooms
o Blogs and microblogs, such as Twitter
o Virtual worlds, such as Second Life
o Video-sharing Web sites, such as YouTube
Questions:
**Provide solid reasoning, and also use some material from the course lessons to support your ideas**
1. From your own perspective, what is the main appeal of social media in recruitment? What are some specific benefits to companies that employ social media as part of their recruiting efforts?
2. What are some risks that may be associated with social media in recruitment? How can companies manage these risks associated with social media in recruitment?
3. A friend of yours is looking for a job preferably working remotely (at home), due to the current pandemic. Your friend asks for your advice on using social media for the entire job search process. What advice would you give your friend about getting hired via social media?