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What Are The Advantages And Disadvantages Of Personality Testing

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Personality testing should not be used as part of an organisation’s selection process Organisations are always looking for new methods to select the best candidates for their organisation. One such method that is often considered by organisations is personality tests for applicants. A personality test is a questionnaire or other standardised instrument designed to reveal aspects of an individual’s character or psychological make-up. I am against the use of personality tests in organisations. I will discuss the concept of personality, psychometrics of personality, the process of gathering information on candidates, the predictive validity of personality tests, the Big Five association with personality tests and my reasons for being against personality testing – that people are prone to being dishonest, respond how they think is best to respond, people can be flexible and multi-faceted and because organisations and jobs are likely to change over time. One cannot easily define the concept of personality. My preferred definition of personality is “the psychological qualities that influence an individual’s characteristic behaviour patterns, in a distinctive and consistent manner, across different situations and over time.” Buchanan & Huczynski (2001:143). This definition is both extensive and complex which lends to our understanding of the complications involved with the psychometrics of personality. The term psychometrics is used to refer to “the broad range of different types

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