Three Things To Know BEFORE Choosing a Test for Hiring

Three Things To Know BEFORE Choosing a Test for Hiring

There are a lot of personality tests – for free and for sale. With so many on the market, it can be hard to find the best one. When choosing a personality test for hiring, be sure that the following 3 things are present:

1. Test development information on the theories, samples, and processes used to develop the test.

Before buying a personality test, it is important to know some basic information about how the test was developed. For example:

  1. Why it was created.
  2. How the test was created.
  3. The qualifications of who created it.

2. Reliability estimates that show the test measures personality traits that are stable across time.

Research suggests that personality tests most effectively predict job performance when they reliably measure traits. A test is reliable when it meets the following criteria:

  1. Traits are stable across time.
  2. Test score do not change.
  3. Applicants respond consistently to items within the scale.

3. Validation studies that support the use of the test for hiring.

The usefulness of a personality test for hiring depends on how well the test predicts job-relevant behaviors. The following steps may help to maximize the predictive ability of a test:

  1. Choose an accurate test with criterion validity.
  2. Make sure the test is measuring traits that are related to the position you are hiring.

For a more detailed look at The Use of Personality Tests for Selection, download our free EGuide here.


About the Author

Sharon Van Duynhoven

Office Manager

Sharon brings our tests and assessments from the development stage to marketable product. She ensures quality control at every step of a project, edits technical documents and manuals, and artistically enhances reports and resources. She also manages contracts with clients across the globe and answers technical questions.