Personality tests are a great way to get an idea of one’s personality trait and expertise. There are various different types of personality tests one can choose to do during their free time. However, it is important to analyze the reliability and validity of the personality test if it is completed for personal inquiries or interests. Career personality tests are often taken for personal information to explore potential career paths of a person based on their individual personality trait. Therefore, it is necessary for the results from test to accurately provide valid results allowing individuals to use it for assisting them when deciding their future plans.
Personality tests can also be used to determine how people will interact with others in the job environment. Although they can provide useful data, psychometric tests are not a foolproof measure. Many intelligence tests have been found to discriminate against people from nonmainstream cultures. Aptitude tests may actually test ability to some degree but can similarly discriminate against those who have not had specific experience with certain situations. Personality tests allow the applicant to respond in a way that he or she thinks is required for the job rather than the way that he or she actually feels.
Whareas, some organization think personality tests are related more to astrology and tell no more than an interviewer could learn during a standard interview, other employers satisfied by them and are convinced that they are hiring better workers as a result of their use. These days use of personality tests as a means of asses which candidate to hire have raises a number of drawbacks, which start from the validity and reliability of the tests to concerns about missuse of privacy and discrimination against minorities. These issues raise the question whether the benefits of personality tests compensate the employing cost of hiring a non appropriate candidtae. This article explores the factors to be consider, whether personality tests are effective hiring tools, as well as the privacy and discrimination concerns implicated by their use and also what impact it give on hiring decision of an
Psychological testing is the act of administering, scoring, and interpreting results of a test that measures any of a number of psychological functions such as cognitive ability, memory, or personal traits; it is a straight forward process (Goldfinger & Pomerantz, 2013). Psychological assessment is not, psychological assessment involve the integration of information from multi sources, such as tests of normal and abnormal personality, tests of ability or intelligence, tests of interest or attitudes, as well as information from personal interviews (Ter Laak, Gokhale, & Desai,
I believe that the psychological test is only a reference for understanding yourself. Then, the leader invited us to draw pictures on a paper and let other groupmates to guess the personality. In the process of guessing other’s personality and the other’s sharing, there are large discrepancy between our thought and reality. Our perception towards other base on the receiving information and our previous experience. So, while meeting new friends, try not to judge others base on the superficial part.
It is aimed to “gauge the innate traits and characteristic of people, codify them, and compare them with others” (Roberts, 2005). Personality refers to a person’s distinct set of characteristics, such as way of thinking, feelings and behaviours that determine how they generally act. People’s job performance will be influenced by their personality as it determines how a person will interact within the work environment (Demasi, 2013). Thus, personality tests help to improve selection decision because it can reveal whether one’s personality type is a good fit for the job and to the company
Personality of an individual is an important element that determines some aspects of behavior and it would also have an impact towards their thought, emotions and respond to others. This personality is important for the coach or manager to understand the significance of it and its potential effect on athlete performance in the future. The Five Factor Model of Personality is significance to measure the athlete personality to
Every human being is unique. With different walks of life, background, race, culture and religion, it makes up different personalities in each individual. There are many kinds of personality tests that are being developed by researchers to have a better understanding of an individual’s personality. One of the most common taxonomies in personality research is The Big Five Personality Test. In general, The Big Five Personality Test has five major factors of personality traits which are the openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism (refer to Figure 1 in Appendix 1).
Personality is the combination of characteristics and qualities which make someone interesting or popular. Thus, how do appearance and personality aid in career building? The old stern “ never judge a book by its cover ” may not seem foreign to us . Unfortunately in real life scenarios, people do judge us by the way we look. Good-looking appearance seems beneficial to careers.
To achieve a successful career, matching your personality with a suitable role is necessary. Evaluations of personality will provide deep acuity, which helps into your suitability with an appropriate career. If you are considering a career path, personality assessments are the best way that can help to learn more about yourself, incorporating what kind of job might be the best fit. Evaluating through the assessment, it becomes easier to identify your communication style, what you likes to do, and what you don’t want to do. Personality assessment helps you to discover career paths and designation types.