Personality and other psychological tests
Psychological tests are increasingly being brought into play as another tool to help validate selection choices. There are a number of tests commonly used in these situations. First among these is the Myers Briggs Type Inventory, or MBTI, which is a well proven personality test (although test is not the right worse since there is no pass or fail or no better score than another score). The “test” takes only an hour or so and involves making selections from various answers to a given set of questions. Simply it helps determine or classify people’s natural personality style in normal situations. This test is particularly useful for understanding personality types and the similarities and differences that people with different backgrounds will exhibit when working together. It is useful in understanding the way people would relate to each other or how they would be in conflict with each other. It is also useful in understanding their management style as well.
Simply because one person has a particular personality type is not reason to reject their application. In some situations this may be necessary – if a position requires, for example, a particularly high level of technical functioning perhaps, whereas the test might suggest that a person’s natural inclination is more towards looking at the big picture or the overall view rather than looking at the detail or technical function. There are many excellent books on the Myers Briggs Indicator, which may be worth reading if you have a particular interest in this area.
A number of other psychological tests are often used by organisations when hiring or developing staff. These tests, which are often administered in groups or “batteries – sometimes taking up to 4 hours or more – include:
- The Cambell Interest and Skill Survey. This is a new measure of self- reported skills and interests. It is used mainly in academically-selective universities and in the occupational placement of middle managers.
- Career Assessment Inventories. This test measures and compares occupational interests with individuals “successfully” engaged in over 100 specific careers.
- Watson-Glasser Critical Thinking Appraisal Test. This test assists with the selection of candidates for any position where critical thinking is deemed to be an important attribute.
There are many other tests which essentially measure the same sorts of characteristics as those above.
These tests should be used as a guide only and as but one component of the selection process. They are not a replacement for face-to–face interviews. Be aware that these tests are influenced by situational variables, cultural factors, educational background and experiential learning. If you are asked to sit for such tests, it’s always a good idea to check that the test will be administered by someone qualified, usually a professional psychologist accredited in the particular test, who is also able to evaluate and interpret the results. Always insist on a formal debriefing on your performance in any such test and check what the test results will be used for. Be wary of a potential employer who uses test results exclusively or as a substitute for personal interaction and judgment.
The value of psychological tests
I am not a great admirer of such tests, particularly when the results are held to show the way a person truly is. The main difficulty with over-reliance on these tests is that various distortions can creep in when they are given. Cultural differences may intervene or there could be situational issues, for example how someone is feeling at the time of doing the test or the environment in which it is being given.
There are also issues regarding an individual’s view of what a test will do. Some people view test results in simple pass or fail terms. Even though they are told that they don’t pass or fail, some people persist in viewing them that way and hence behave a certain way. What I mean by that is that some people, because of the word “test”, immediately assume that there is a right answer which must be looked for. They will try and work out the “right answer” in an attempt to answer the test “appropriately”, rather than be honest about answering the questions. Sometimes people deliberately answer a test in a particular way because they have decided that an organisation will want someone in a particular mould.
Tests also have a problem in that if you have done one recently, you are likely to either respond again the same way or, conversely, make sure that you answer differently if you haven’t got a job as a result of doing that test before, as most organisations tend to use the same tests.
Summing up
In summary, psychological tests can have a place in the selection process – but only that – a place, one of a number of elements, all of which need to be considered in assessing a candidate. Tests are far from fool-proof and are not infallible – they can’t give a right or wrong result about someone – at best they might suggest some areas for further exploration. Use them with caution! Allow plenty of time for personal observation of, and interaction with, candidates, preferably by several members of the employing organisation.
