Psychology.
It was a good idea for MCA to outsource human resources. This is because they didn’t have sufficient time to expertize or come up with an in-house support system. Besides, outsourced human resources helped the company avoid the overhead cost and enhance efficiency as well as flexibility within that department.
To ensure that a particular test is not discriminating against a specific population of individuals, it is advisable for the organization or the I/O consultant to ensure that the test is objective, valid, and reliable. Validity means that the test will measure what it is designed to measure. In this case, it’s the interviewee’s personality traits based on the Big Five model. Objectivity means that the test will include factual answers that are not complicated and requires short answers that can be unambiguously and quickly be scored by any interviewee. Test reliability means that the test will be consistent and dependable when measuring the interviewee’s personality traits. That is, if the same person repeats the test, it should yield the same results.
The change of Engaging both the organization’s Industrial-organizational psychologist as well as the plaintiffs’ Industrial-organizational psychologists in developing the interviewer training and validity study has the most significant effects in minimizing discrimination in the hiring process. With this, the plaintiff’s I-O psychologist will ensure that the interviewees’ questions are relevant and within their capability. On the other hand, the organization’s I-O psychologist will ensure that the questions are relevant to the organization’s needs, goals, and objectives. Besides, engaging both the organization’s and plaintiffs’ I-O psychologists will enhance tests’ objectivity, reliability, and validity. The interests of both parties will also be addressed appropriately and effectively.