Psychometric personality tests

Our last blog looked at psychometric tests and the difference between psychometric and skills tests.

The main focus was on cognitive ability tests and specific skills sets.  An interesting question, therefore, is where does personality fit in?

Personality tests

Personality tests are psychometric tests.  They are based on personality research and theories about how personality is structured and how it can be assessed.  They have robust psychometric properties (high validity and reliability) and normative data gathered from many thousands of people.  They look at a different type of individual difference: individual propensities to think and act in certain ways.  Unlike cognitive ability tests and skills tests there is no right or wrong answer.  Different jobs and positions in jobs have different personality types that are best suited to them.  Although, there are certain personality traits where performance in a certain range is preferable for many jobs.

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Personality Assessment – The Five Factor Model

This paper examines and summarises the big five-factor model, a tool used for studying personality.

One of the long-held goals of psychology has been to establish a model that can conveniently describe human personality, with the intent to use this model in improving the general understanding of personality.

Currently, a handful of models have risen to prominence, and have thus far stood the test of time.

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The Big Five Personality Dimensions and Job Performance

An independent study investigating the relation of the “Big Five” personality dimensions (Openness to Experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled) is summarised below.

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