澳洲论文代写：人格测试
雇主在招聘过程中所进行的人格测试是了解此人性格特征、行为倾向和他们所具有的互动风格的有价值的工具。从不同的角度，这些工具是用来评估一个人的个性，往往通过个人的终身保持稳定或不倾向于在大多数的情况下改变那些方面（樱桃，2015:149-155）。因此，人格测试的设计应该是全面的和稳健的，这样他们才能识别出人类中相对持久的特性，而不是临时性的特征。
当这些测试是由雇主设计或使用时，它是用来描述一个人的性格特征，这些方面与他们在工作中的表现和工作时的行为有关联。要理解的重点是资质测试和个性测试之间的区别，前者测试应聘者是否能胜任工作，后者测试他们是否能有效地完成工作。这意味着人格测试的目的是从行为的角度来检验一个人在工作中的适合程度。人格测试可以回答这样的问题一个候选人是否有行为特征与工作成功的候选人是否有可能在这工作很舒服（贝利，2014:13-46）。人格测试非常有效的最常见的场景是工作角色需要定期交互的地方。
现在的问题是，在应聘候选人之前，雇主是否真的需要进行这样的测试，即使他们认为这对组织和工作有益和有益。
澳洲论文代写：人格测试
Personality tests that employers conduct during the recruitment process are valuable tools for gaining an insight into the personality traits of the person, their behavioural tendencies and the interaction styles they possess. From varied perspectives these tools are designed to evaluate those aspects of the personality of an individual that tend to remain stable through the lifetime of the individual or do not tend to change under most of the circumstances (Cherry, 2015:149-155). The design of the personality tests should thus be comprehensive and robust so that they are able to identify the relatively permanent traits in a human being rather than the temporary ones.
When these tests are designed or used by an employer it is meant to describe those aspects of the character of a person that has relevance to their performance on the job and their behaviour while at work. The point to be understood is the difference between aptitude tests and personality tests, the former testing whether the candidate can do the job, and the latter testing whether they shall perform the job effectively. This implies that personality tests are intended to test the fit of an individual on a job from a behavioural viewpoint. The personality test can answer questions like whether a candidate has behavioural traits linked to job success and whether the candidate is likely to be comfortable in this job (Bailey, 2014:13-46). The most common scenarios where personality tests are highly effective are where the job role demands regular interaction with one another.
The question now is whether employers really need to conduct such tests before taking the candidate on board and even if they conduct it how it is meant to be beneficial and useful to the organization and the job.