Bruncha
Leaderhship Development; Cont, Professional

Nine Tips for Cracking the Personality Code


Personality assessments can help you hire effectively, manage employees better and deal with difficult people. To help you screen personality tests and testing companies, this nine-point checklist can help you review assessment tools and support.

1. Number of rating scales. The assessment company providing the test needs to address the number and type of ratings scales they are using. A rating scale is any instrument designed to assist in the measurement of subjective evaluations of, or reactions to, a person, object, event, statement, or other item of interest. The more rating scales, the clearer the picture.

According to the Encyclopedia of Psychology, several varieties of rating scales have been developed. One common form of rating scale presents the rater with a spectrum of potential responses that includes antithetical elements at each end of a range of intermediate possibilities, on which the rater is expected to indicate the position that most accurately represents the rater's response to the subject in question. Another form of rating scale presents the rater with a list of characteristics or attributes from which the rater is expected to select those which the rater believes apply to the subject in question. Rating scale instruments are used in psychological research primarily to assess qualities for which no objective answer ("Rating Scale." Encyclopedia of Psychology. 2nd ed. Ed. Bonnie R. Strickland. Gale Group, Inc., 2001. eNotes.com. 2006)

2. Amount of time it takes to take the test. How long should it take to complete a test? That depends on how in depth you need to look at personality. Here are your typical three options for testing:

• Basic team assessments using four primary scales with 30-60 questions can take 10-20 minutes to complete

Please click the link,


http://human-resources-mgt.bestmanag...lity-code.aspx

22nd July 2008 From India, Coimbatore
Thanks for shaing this link; I found it useful.

One of the points it makes is this:

"Qualifications of the individual who is interpreting the test. In addition, we also believe the best tests require someone with comprehensive psychological training or degrees for proper interpretation of the data. Weekend training programs can be problematic since testing and human behavior is a very complex subject. When making hiring or internal decisions, organizations need as much information and understanding as possible as the consequences can be very costly."

From time to time, I remain Citehr subscribers that psychometric testing, to truly be valid and reliable, needs trained professionals engaged in administration and interpretation.

Furthermore, its important to hold any tests that are copywritten in confidence.

While I can appreciate that we all what to share tools and techniques, and solid, well researched assessment tools can be "expensive", we have an ethical responsibility to NOT post such tests.

We can share our experience with them, and links to the appropriate sources and vendors for additional info.

Wide distribution of test questions and answer keys invalidates the test's ability to be used as indicators.

Please use tests and assessments instruments in a prudent, and responsible manner: its people's lives and career choices that are in your hands.

All the best
22nd July 2008 From United Arab Emirates, Dubai
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