potentials of a dialogical reframing of personality testing in hiring

Personality testing is highly disputed, yet, widely used as a personnel selection tool. In most research, it taken for granted that personality tests are with the purpose of achieving more objective assessment job candidates. However, in Danish organizations test often framed ‘dialogue tool’. This paper explores potentials dialogical reframing use by analyzing empirical material from an ethnographic study hiring processes trade union declaredly uses dialogue Through affirmative critique we identify five framings interact during test-based dialogue: The ‘meritocratic’, ‘disciplinary’, ‘dialogical’, ‘pastoral’, and ‘con-test’ framing. Our suggests being committed to nurtures possibility focusing on what call ‘con-test’: Either exploring meta-competences candidate or co-creating embryos through joint reflections organizational issues. We argue long-lasting debates field selection-related should be much interested question how used, rather than whether not they used.