Finding the ideal candidate

An argument made in the article is that -

Some personality tests add value when used for selection or development purposes

Personality tests add the most value when used when selecting candidates rather than developing employees

Personality tests add value in human resources activities such as selection and development

Personality tests should generally be viewed with scepticism in the context of selecting or developing personnel

Personality is -

Likely to vary substantially from one day to the next depending on a person's mood and circumstances

Likely to change in adults only after weeks of intensive psychological therapy

Unlikely to change in adulthood

Likely to change more in a person's childhood and teenage years than in adulthood

When speaking about the properties of a personality test, reliability is -

The main determinant of the usefulness of the test

Equally as important as the concept of test validity

An important outcome that the personality test should be able to predict

Important but on its own inadequate for the test to be judged as having value in the real world

Test validity is a measure of -

The popularity of a test

The degree to which scores on a given test are determined to have statistical relationships with other outcomes

The extent to which a test is deemed to have value by end users

The degree to which users of a test feel that the test describes their personality traits and helps them to improve their self-awareness

A strong, evidence-based measure of personality should -

Always measure only between five to seven personality traits

Have more data supporting its validity than reliability

Be supported by data about its reliability and validity

Always predict job performance, physical health, leadership potential and other useful measures of both work and home life

The Myers-Briggs Type Indicator (MBTI) -

Measures emotional stability rather than emotional instability

Is able to identify a number of personality types that have been strongly supported by science

None of the other three statements is true

Has low reliability but acceptable validity

Emotional instability, also known by researchers as neuroticism, is -

All of the other statements are true

Considered by many researchers to be an essential component of any viable model of personality

Probably inversely correlated with workplace outcomes such as effective leadership

Conceivably a measure of the extent to which a person is emotionally volatile or prone to mood swings

Personality tests are -

Likely to be more useful in helping employees to identify their own strengths and weaknesses than in helping employers to identify strong versus weak candidates

Tools for estimating people's preferences and potentially also their effectiveness in the workplace

Infallible indicators of people's inclinations and performance

Tools for encouraging self-awareness but likely to have no more value than horoscopes

An implication of the article is that -

Managers who are considering using personality tests in the workplace should make sure that they use only well-known tests with strong brands

Technical information about the validity of any given test should be of primary concern when evaluating the value that it is likely to contribute in the workplace

Choosing a reliable personality test is a decision that can only be made in conjunction with experts in the field of personality testing

The use of any personality test should be beneficial in that personality tests generally encourage employees to become more aware of different ways of working

If personality is best measured in terms of up to seven dimensions, which of the following is most likely to be a dimension (in addition to extraversion, conscientiousness, openness to experience, emotional instability, and agreeableness)?

Intelligence

Honesty

None of the other answers is likely

Discipline

Finding the ideal candidate

An argument made in the article is that -

Personality is -

When speaking about the properties of a personality test, reliability is -

Test validity is a measure of -

A strong, evidence-based measure of personality should -

The Myers-Briggs Type Indicator (MBTI) -

Emotional instability, also known by researchers as neuroticism, is -

Personality tests are -

An implication of the article is that -

If personality is best measured in terms of up to seven dimensions, which of the following is most likely to be a dimension (in addition to extraversion, conscientiousness, openness to experience, emotional instability, and agreeableness)?

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