Personality tests: the great debate
Article Abstract:
The usefulness of personality tests in predicting work behavior is a much debated issue. Steve Blinkhorn and Charles Johnson of the Psychometric Research and Development Ltd, for their part, claim that these tests have no value as a criterion for hiring or promoting employees because of the absence of sufficient evidence to support their usefulness for this purpose. Six psychologists separately gave their views on the matter, and all agree that personality tests really do have flaws and their accuracy cannot be compared with that of standard cognitive tests. However, they are all opposed to the suggestion of Blinkhorn and Johnson to totally dispose of personality tests as tools in personnel decision-making, saying that, although these tests cannot stand alone as selection and promotion measures, they certainly help in the decision making process.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1991
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A test by any other name
Article Abstract:
Psychometric Research and Development chief consultant Charles Johnson believes that few employers understand the difference between normative and ipsative tests and therefore are misinterpreting the scores which they use to evaluate current and potential employees. Saville & Holdsworth director Peter Saville disagrees, stating that ipsative tests provide a valuable alternative to norm referenced questionnaires. They are more objective both in terms of providing candidates with a common scale and preventing them from submitting fake answers.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1989
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Should the test score be kept a secret?
Article Abstract:
Applicants who take psychological profile tests should be entitled to see the results of those tests. Research shows that they want to see them, and it certainly improves their attitude toward the testing process. The problems of negative information in test results can be handled by giving results orally, rather than writing them down, and stressing the impermanent nature of the test results; that these scores and profiles will change over time. Creating an assessment center is another approach to handling feedback situations.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1986
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