Advantages Of Personality Tests

Article One: Objective and Projective
For several years, personality tests have been used to better understand and measure an individual’s personality. The test can be helpful in many ways, such as assisting in what is the next career change, exploring one’s strengths and weaknesses, and understanding how an individual actually views themselves. The terms, objective and projective, are how psychologists classify what type of information will appear on a personality test. An article called “Advancing Personality Assessment Terminology: Time to Retire “Objective” and “Projective” As Personality Test Descriptors” written by Meyer and Kurtz describes some of the challenges with using the two terms and answers whether the terms should be replaced. Meyer and Kurtz (2006) defined objectives as “instruments in which the stimulus is an adjective, proposition, or question that is presented to a person who is required to indicate how accurately it describes his or her personality using a limited set of externally provided response options” (p.223). The tests are designed to have either a right or wrong answer and does

Industrial psychologists are one of the many who discard the idea of using personality testing as they claim it is “unreliable and invalid” (Scroggins, Thomas, & Morris, 2008, p. 100). In fact, in previous years, the majority of personality tests were deemed highly unreliable, calling for a change to not use them in certain selections. On the other hand, individuals who worked in human resources compactly believed the test is very useful with an “optimistic and enduring faith in its ability to discriminate between good and poor job candidates” (Scroggins, Thomas, & Morris, 2008, p.