Personality Tests Are An Appropriate Measure Of A Candidate 's Potential For Success

After doing the personality tests on Indiana Career Explorer, the tests gave me a couple of examples of fields I would be successful in, it told me what values may be important to me in a workplace environment. I feel these assessments were spot on and I have more confidence in my ability to be successful in my career choice.

This paper introduces the overview of personality assessment approaches in use currently in society. It proceeds to review the big five personality measures, its validity in prediction of personality types (Archer, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. Aspects on the social desirability trait and the distortion produced in responses to evaluation questionnaires, being a significant part of the problems in personality assessment is examined. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

Unfortunately, many employers have two avenues in the realm of privacy issues in which they can legally and “morally” use personality tests. “It should be noted, however, that two defense are available for employers in actions for invasion of privacy. The first is when the applicant or employee consents to the use of personality testing. The second is when the employer can show qualified privilege, meaning that testing results were disclosed as a necessity of making a job-related decision.” (Mello, 625) In many cases, these two options apply and privacy laws cannot restrict an employer from exercising such testing in the workplace or in the hiring and firing process because personalities are not a protect class under Title VII. Therefore, the next question is to determine if the action by the employer to use personality testing and emotional intelligence results is a good workplace ethic and if there are any employee ramifications for partaking in the activity.

Who are you? Many fortune cookies, horoscopes, and other whimsical devices attempt to tell us our personalities, or our combination of traits and behaviors that make up who we are. However, psychologists today deviate from those unsubstantiated methods and have concocted various personality tests that give us a better understanding of who we are. One such test is called the Myers-Briggs personality test. Based on theories by Carl Jung, but primarily created by Isabel Briggs Myers and her mother, Katharine Cook Briggs, the test gives people a standardized survey of questions to answer. Standardized, meaning the test is given and scored in the exact same way every time to give unbiased and accurate results. It scores people in four pairs of characteristics, so there is a total of 16 possible personality types. Each pair of characteristics are opposites and a person can fall anywhere between the extreme end of one opposite to the extreme end of the other. The pairs are extroverted and introverted, sensing and intuition, thinking and feeling, finally judging and perceiving. A person can have strong, moderate or weak tendencies towards a preference. (Rathus, 2010, p. 420) There is some criticism of the Myers-Briggs test however, not everyone fits into the categories. People may answer according to socially acceptable norms instead of their honest answers. Not all of the theories were proven, Carl Jung made many observations and deductions but they weren’t formally

Employers need to make decisions and wade through a sea of endless job applications and resumes daily. Their goal of course is to filter as best they can the qualified and appropriate candidates from the position and over time most organizations get to the point of fine tuning their testing procedures. Testing I’ve been aware of over the years can range dramatically from cognitive tests to ethical ones to technical or moral testing. Most tests are centered on their own job knowledge career field, personality or physical ability testing.

John Adams once said, “Thanks be to God that he gave me stubbornness when I know I am right”. John Adams, like myself was introverted, intellectual, thinking, and judging, or an INTJ on the Myers Briggs personality test. Like all INTJs, Adams was stubborn and flouted the ideas of others that he did not agree with. By using my results from the Meyers Briggs personality test, I can examine how I react to certain things and use this to improve my Spirituality, my relationship with God, and ultimately my relationship with others through Christ.

Psychometrics came as a consequence from the theories in psychology which tried to find out if there was a way to measure a person’s intelligence.The first types of the psychometric tests were developed by Sir Francis Galton in the late 1800’s, and were later modified by psychometricians James McKeen Cattell and Charles Spearman. Today, psychometric tests are usually used by employers in recruitment and selection process in order to measure the abilities of a potential employee in specific skills such as: intelligence, critical reasoning, motivation and personality profile. Psychometric tests play an important role in selection practice: 70 percent of firms use them (Sackleton and Newell, 1991). The fundamental assumption of psychometrics is that people differ from each other, for instance in terms of their friendliness, their ability to use mathematics, or their motivation to gain success could be different and these differences can be measured. A definition offered for a psychometric test is “an objective and standardized measure of a sample of behaviour” (Anastasi, 1990)

Sara D’Esposito

The job I have chosen to do my interview on is a sports psychologist. The responsibilities of a sports psychologist include the following things: evaluate what the client is in need of as well as evaluating their abilities; and observe athletic performance and behaviors that go with that; come up with different strategies that are going to help the client overcome whatever they are having a hard time with and putting these strategies into effect; putting an update on the athletes performance; seeing that the individual has the ability to develop as time goes on; working with a other psychologists, nutritionist, and physiologists; providing the individual with counseling and different kinds of workshops that go over the different

Recruitment and selection tests “aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job” (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensure

Businesses have to be very careful with the tests that they administer. Pre-employment screenings have gained a lot of scrutiny in the public over whether the test is considered unfair and biased. Tests are subject to two distinct forms of bias. There is a measurement bias. This happens when individuals from different subpopulations receive lower scores then what was predicted. The second form is the relational bias. This occurs if there is a measure differs across groups. According to Drasgow (1987), there is little evidence found regarding relational bias. Administering tests that show high face validity can help a business during these situations. Also, the point of the assessment is to predict job performance after the applicant is hired.

In an attempt to improve the chances of securing and promoting high potential individuals for strategic and competitive reasons, organizations have increased the use of assessment measures in the workplace, attracting the scrutiny of the courts and enforcement agencies (Ashe & Lundquist, 2010). These authors posited that the reason for this increased scrutiny arises from the fact that even in spite of the fact that organizations may not harbor a negative or illegal intent, disparate impact, or the unintended negative outcome of a testing measure upon a protected class have been reported. According to these authors, some of the existing statutes that inform the acceptability and appropriateness of selection procedures included Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act of 1967. With that in mind, they outlined the legal and professional standards that have evolved to guide the content and context of assessment applications.

The personality assessment inventory tests provide results on my individual personality, values, motivation, decision making, communication, team skills, conflict skills, organizational structure preference, and stress. These results are broken down briefly in three parts and do not include any personal speculation or analysis as to their meaning. The application of these results are further applied and explains how the results noted from the tests and in the first step will make me a better employee, co-worker, and manager within my organization. These tests mentioned above are applied in conjunction with particular examples on how I can achieve becoming a better employee, co-worker, and manager. An explanation of how my personality and experiences were affected by the Holy Spirit is also discussed. Particularly, how potential weaknesses have become strengths with the guidance of the Lord.

I feel like there is a problem with me and these career/personality tests. My interests are very broad, so I think tests like this one have a hard time placing me. Also, for personality tests, I tend to want an alternative answer to the questions they give. With most things, I’m either in the middle of the answer options or not within them at all. More often than not, I end up choosing

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

as the only way to access whether a person is suitable for the job is