Posouzení spolehlivosti personální psychodiagnostiky z pohledu jejího vědomého ovlivnění uchazeči o zaměstnání

Abstract

The thesis examines the reliability of HR psychodiagnostics in the context of recruitment and its possible conscious bias by job applicants. The analysis of two types of tests (personality questionnaire and projective test) by means of an experiment shows different resistance to bias. The findings suggest that applicants are more able to influence the results of the personality test. This implies that the projective test appears to be more resistant to bias and hence its use in recruitment can be considered.