reliability and validity of personality tests

In other words, validity is a measure of accuracy. It measures the correlation of one thing with another: the correlation of personality with job performance. Validity can tell you the predictive ability of an assessment. But in a flooded market, how can you know which assessments are actually effective? Looking at the validity and reliability of an assessment is a key way that quality tools stand out from the crowd.

Unfortunately, you also get what you pay for.Ī full 68% of European companies use assessments as part of the hiring process and evidence of validity and reliability is one of the most important factors when selecting a supplier.

Personality quizzes and other psychometric tests are quite trendy at the moment, so inexpensive options are everywhere. However, the questions raised by all these articles seem to make one common error: It’s difficult to distinguish scientifically proven, reliable tools from those that are poor quality.Ĭontrary to this recent round of press, high-quality personality assessments do actually predict performance, and much better than traditional recruitment methods such as resumés, interviews, and even cognitive assessments. Time and again, these critiques tend to fall into one of three broad themes: the tests are biased and discriminatory they aren’t relevant for the job, or they simply fail to predict performance. A newly released book on the history of the Myers-Briggs Type Indicator (MBTI) has made wave for a round of press questioning the use of personality assessment for HR purposes.

Reliability and validity of personality tests