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Personality and Psychometric testing in business Learning Resource Manual: by Jimmy Petruzzi is widely recognised as being one of the leading practical resources on psychometric and personality testing for business. The resource manual sheds light on the importance of using psychometric and personality tests in the field of business, providing employers potentially a better way of recruiting and ensuring that potential employees are suitable for certain positions. It also includes real life examples that can be used to measure the effectiveness of psychometric and personality tests in order to analyse and evaluate the capability and personality of candidates.
In this resource manual, you will find valuable information regarding various personal assessment instruments. There are sample tests based on various personality assessment models to help you understand the kind of questions that are asked in such personality tests and the elements they aim to explore of a candidate’s personality and capabilities.
In addition to that, the importance, benefits and limitations of such testing in the workplace has been explained point by point for your information. This guide will help you know more about workplace testing and its various elements.
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Disclaimer
The author and publisher of this resource manual have put in their best efforts for its preparation. Both, the publisher and the author, make no guarantees or representation in terms of accuracy, applicability or completeness of this resource manual content. The information this resource manual contains is strictly for informational purposes. Hence, when applying any concepts stated in this resource manual, you are to accept complete responsibility for your actions.
Every possible effort has been made to represent the information accurately. However, there is no guarantee that using these techniques will result in perfect employment, promotional or other workplace decisions. The use of the examples given in this resource manual cannot be interpreted as a guarantee and promise to provide 100% positive results.
The author and publisher do not warrant the performance, effectiveness or applicability of any personal assessment tools stated in this resource manual. Employers reading this resource manual for guidance are advised to have their own personal assessment instruments made based on these models and their requirements. The company doesn't claim responsibility of any dispute or misunderstanding that arises due to miscommunication or readers' inability to understand.
Table of Contents
Contents
Disclaimer
Executive Summary
Introduction
What is a Personality Test?
What is a Psychological Test?
Personality – An Insight
How is Personality Measured?
What do these Tests Measure?
Why Measure Personality?
Importance of Personality and Psychometric Testing in Business
To Stay above the Competition
To Maintain Corporate Culture
To Enhance the Hiring Process
To Improve Overall Productivity
Characteristics of Personality and Psychometric Tests
Types of Psychometric Tests
Aptitude Tests
Personality Tests
Why are these Tests Used in Business?
Fewer Management Levels
Reduction in Autocratic Management
Emphasis on Team Work
Customer Focused Positions
Altered Working Style
Use of Personality and Psychometric Testing in Business
For Recruitment
For Placement Decisions
For Training and Development
For Program Evaluation
For Promotional Decisions
Types of Personalities in the Workplace
Commanders
Adventurers
Energizers
Cheerleaders
Stabilizers
Perfectionists
Narcissists
Social Loafers
The Emotionally Hyper
Correct Usage of Psychometric and Personality Testing in the Workplace
Have Legal Knowledge
Identify Business Needs
Double Check for Accurate Results
Allow Candidates to See their Test Reports
Validate the Tests
Legal Aspect of Psychometric and Personality Testing in the Workplace
Get Experts Involved
Follow the Law
Keep Information Confidential
Types of Personality Test Models
IPIP-NEO Personality Test
Extraversion
Agreeableness
Conscientiousness
Neuroticism
Openness to Experience
Jung Typology Test
Thinking
Feeling
Sensation
Intuition
Myers-Briggs Type Indicator (MBTI)
Extraversion
Introversion
Sensing
Intuition
Thinking
Feeling
Judging
Perceiving
DISC
Dominance
Influence
Steadiness
Compliance
Kolbe Index
Three-Part Mind
Belbin Team Roles
Coordinator (CO)
Team Worker (TW)
Resource Investigator (RI)
Plant (PL)
Monitor-Evaluator (ME)
Specialist (SP)
Shaper (SH)
Implementer (IMP)
Completer-Finisher (CF)
Birkman Method
Benefits of Personality and Psychometric Testing
Recruit Right
Reduction in Turnover and Absenteeism
Enhanced Workforce Quality
Overall Increase in Productivity
Saves Valuable Resources
Convenience
Limitations of Personality and Psychometric Testing
Flawed Results
Screening Error
Probability of Discrimination
Expensive & Time-Consuming
Conclusion
Executive Summary
This resource manual provides an insight into the increasing use and importance of personality and psychological testing at the workplace. Employers nowadays do not prefer to recruit potential employees only on the basis of their academic qualifications. Personality, being a significant part of a person, is also evaluated and judged to consider whether a certain candidate is suitable for a particular position or specific job responsibilities.
Therefore, personality and psychological tests were developed to scrutinize and evaluate candidates. These tests are based on certain models or methods that have been devised by psychological and personality experts. The tests have been revised over and over again to provide more reliable and accurate results. These models have been well-defined and explained with useful examples for your knowledge.
In this resource manual, you will find valuable information regarding various personal assessment instruments. There are sample tests based on various personality assessment models to help you understand the kind of questions that are asked in such personality tests and the elements they aim to explore of a candidate’s personality and capabilities. Moreover, the resource manual contains charts and tables to help you gain an in-depth understanding of the subject.
In addition to that, the importance, benefits and limitations of such testing in the workplace has been explained point by point for your information. This guide will help you know more about workplace testing and its various elements.
Introduction
Competent and skilled human resource is the basic and most crucial ingredient required for the success of a business. Companies spend a huge amount of money on recruitment annually. Over the years, firms have realized that the process of recruitment needs to include psychometric and personality tests in order to analyse and evaluate the capability and personality of candidates.
These tests provide nearly accurate results, enabling recruitment personnel to make better hiring decisions. Employers, with the help of these tests, are better able to decide which personality type will be suitable for specific jobs. Conducting such tests while hiring can reduce turnover and save valuable company resources.
By recruiting the right people the first time, firms can save themselves the task of recruiting and training the wrong people and then having to replace them.
This manual sheds light on the importance of using psychometric and personality tests in the field of business, providing employers a better way of recruiting and ensuring that potential employees are suitable for certain positions. It also includes real life examples that can be used to measure the effectiveness of and implement personality and psychometric tests in business.
What is a Personality Test?
Figure 1 Image courtesy of Stuart Miles / FreeDigitalPhotos.net
A personality test is usually a questionnaire or any reliable instrument that is created to reveal a person's personality traits that are appropriate for the workplace. These tests do not have any right answers. They are just designed in order to test whether a certain candidate has the experience and skills required to work in a certain position. They also test if a potential employee is motivated enough to take up responsibility and perform their tasks efficiently. Moreover, these tests also help disclose the candidate's attitude and their possible behaviour in case they are asked to work in teams with people of similar or diverse personalities.
One of the most popular personality tests is the Myers-Briggs Type Indicator. In this test, candidates are given choices and are required to choose one option. This test reveals how people generally make decisions, judge themselves and perceive the world around them.
What is a Psychological Test?
Psychological testing is used in order to recruit the right people. If firms hire a candidate on the basis of their skills and experience and do not conduct psychometric tests, they will not be able to know how a potential employee will react in a challenging situation or whether the candidate will be able to work under stress.
Psychological tests measure a candidate’s strengths and weaknesses and confirm if the candidate is suitable for a specific position or not. They also measure whether a candidate would be able to process conceptual and numerical information and make wise decisions. This enables employers to delegate responsibilities effectively. These tests are not only used during screening and selection, but can also be conducted when making decisions regarding promoting current employees.
Personality – An Insight
Before you read on, it is important to understand the essence of the word ‘personality’ in order to understand its importance in business. Personality encompasses a person’s thoughts, emotions and behaviour, differentiating one individual from another. The word ‘personality’ has been derived from persona (in Latin), which means sporting theatrical masks to disguise a performer’s original identity or to project a role of a character in a play.
An individual’s personality affects the way they behave or respond to any particular situation. Although personalities do not alter considerably over time, they do develop and become more refined as a result of a person’s upbringing and exposure to the real world.
Figure 2 Image courtesy of David Castillo Dominici / FreeDigitalPhotos.net
How is Personality Measured?
Attributes like height and weight can easily be measured as they are observable. However, humans possess many hidden traits that are not easily visible. These traits include beliefs, habits, impulses, behaviour’s and feelings. Although, it is not possible to measure these traits objectively, they can still be measured quite accurately.
The need to assess personality gave rise to a whole new field of personality assessment. Sigmund Freud, Alfred Adler and Carl Jung were among the first and most significant contributors to this area in the 1900s. Carl Jung, a Swiss psychiatrist, designed one of the most primitive personality assessment instruments. This instrument, known as the automated word association test involved questions such as: “What is the first word that you can think of when you hear the word money?” The responses to such questions helped assess people’s personality and made them reveal certain traits which might have been hidden otherwise. In fact, the development of the Myers-Briggs Type Indicator was inspired by the work of Carl Jung on personality types.
Over the centuries, the need for and the importance of these tests was realized. More contributions and research in this field resulted in the development of improved tests and other standard instruments. These tests were widely used for academic and educational purposes. They were also used commercially, in the field of medicine and for criminal investigations as well.
However, the modern form of personality testing materialized in the early 20th century at the time of World War I. The contemporary form of personality testing initiated when Robert Woodworth was ordered by the U.S. Army to create an instrument to measure the emotional stability of army recruits. Woodworth designed an assessment known as the Personal Data Sheet in 1919. This sheet included a total of 166 questions that were to be answered in either yes or no.
Figure 3 Image courtesy of artur84 / FreeDigitalPhotos.net
Some of the questions from the checklist were: “Do you have a strong desire to commit suicide?” or “Do ideas run through your mind and prevent you from sleeping?” The questions were an attempt to unveil the inner thoughts and feelings of applying candidates.
Today, many firms use personality and psychometric testing in several areas of business to help them make the right decisions. Some of these tests include the Myers-Briggs Type Indicator, IPIP-NEO Personality Test, Kolbe Index and many others.
What do these Tests Measure?
All human beings are different from each other. We have different physical and psychological traits. These characteristics or traits that make each human being unique are known as constructs.
