PERSONALITY TESTS

Personality tests attempt to assess the type of personality possessed by the applicant in terms of personality traits (styles of behavior such as aggression or persistence) or personality types (salient features which characterize the individual such as extroversion or introversion)


 They need to be treated with great caution. For selection purposes they are almost meaningless if they have not been validated by a thorough correlation of test results with subsequent behavior.  And such validation present great difficulties. Personality tests – particularly the projective type- are the most difficult tests to evaluate and use. An expert is required to analyze the test taker’s interpretations and reactions and draw conclusions from them his or her own personality. The usefulness of such tests for selection purposes then assumes significance if you find a relationship between a measurable personality trait (like introversion) and success on the job.

The personality tests are not considered as reliable measures as predictors of job success due to several reasons:

 The personality tests are not so reliable and valid instruments as the tests of intelligence and  aptitude tests.

Shrewd tests takers possibly see three the test items and provide answers that may them in favourable position. This particularly applies to several paper pencil tests of personality.

The personality tests are not appropriate measures of personality traits required on a job are truly measured by the test used.

Despite of all such criticisms of personality tests in predicting job success, it may be stated that personality characteristics contribute to a great extent in determining the job success of an individual particularly employees at higher level jobs. The best contribution of the personality tests in selection process lies in that they assist in weeding out potential trouble shooters. Different personality tests may be classified into: 

(1) Self reporting inventories, 

(2) Projective tests and 

(3) situational tests.

The personality inventories vary from other types of tests in that they are concerned not only with overt behaviour of the individual , also involve his own feelings about himself, other persons and his environment, occur from his unique biological make-up and also from the effects of his experiences. The personality inventories are more valuable tools of personality assessment compared to rating scales and situation tests as they attempt to measure deeper aspects of personality.

The ’trait approach’ is the basis of most of the personality inventories. The trait approach considers personality as the conglomeration of certain basic traits in differing degrees. The personality inventories attempt to measure the presence and strength of such traits. An individual is presented a number of questions representing different situations and assessing from his responses, the pressures of his different traits.

1.    

     The Bell Adjustment Inventory: This inventory is particularly designed for rapid screening of high school students for the purposes of counselling and for screening well adjusted and mal-adjusted workers. It provides adjustment scores in four different areas like home, health, social and emotional. The items in the inventory are chosen from many contemporary inventories and then grouped in four categories, on the basis of their apparent content.

2.   

    The California Test of Personality: The ‘life adjustment’ is the basic principle underlying the California Test of Personality