A valid pre-employment test for this role would accurately measure these qualities in candidates, providing insights into their ability to perform the job.

For example, if you’re hiring a front-line manager, you might look for qualities like patience, self-assuredness, and extraversion. Validity refers to the degree of certainty with which results predict that test takers are a good fit for the role. Your assessment provider should be eager to share the psychometric standards behind its test design, including validity, reliability, and objectivity. In this case, the model is connecting responses to a test to personality types. Psychometrics is the scientific discipline concerned with the construction of assessment tools, measurement instruments, and formalized models that may serve to connect observable phenomena. Without them, you won’t have sound data to make employment decisions, and you may be putting your organization at legal risk. Look for tests that are supported by sound science and good design. The popularity or name recognition of a test is no guarantee that it will help your organization collect meaningful results that will drive good decisions. What to Look for in a Workplace Personality Test Provider With so many workplace personality test providers out there, how do you know which one is right for you?

Millions of workers worldwide now take employment personality tests each year as part of recruiting, development, and promotion processes. Since then, a booming industry has emerged around personality testing at work, and with that growth has come a wealth of options among providers. Hiring Finding the Right Workplace Personality Test Provider Workplace personality testing has been around for more than a century, when the first objective personality testing was developed to identify soldiers prone to nervous breakdowns during enemy bombardment in World War.

Reliability personality tests