Assessing jobseeker’s attitude at a job interview

Tons of criticisms abound on the subject of testing the personality type of prospective employees prior to engaging them. 

These condemnations are not directed at the subject matter of knowing who the company is hiring on the attitudes scale but largely directed at the method used to eliciting these pieces of information. Apart from the statistical limitations, one of the soundest points scored against the current 5-Factor model is the fact that the person who is subject to evaluation may answer questions in a way that may finally produce the results of another person different from the one being evaluated. 

A good number of HR directors share this opinion yet at the same time believe in the fact that knowing the prospects better on a scale as central as attitudes is so important that it cannot be left to a gambling probability. This crop of personnel managers usually rely on a set of scenario-like questions where the subject is asked to demonstrate what course of ac