About the eTest Scales: Underlying Structure of the Reports

All eTest report options are built around the thirty-three scales shown on pages 10-12 of the sample Interview Guide. These scales were derived from factor analytic studies of the structure of the instrument (the personality dimensions), from real-world correlational studies that indicate the individual's similarity with people in six different job functions, and similarly empirically derived predictions of performance in six work-related areas. All of these scores are presented in the standard Interview Guide report.

In addition to the scores that make up the profiles presented in the report, there are six validity scales to check for potential problems. These are not presented directly on the profile. Rather, they are referenced in the narrative report section (page 4) under the Test Taking Approach paragraph. If there is a potential problem in any of these areas, it will be mentioned there. The validity scales are described below.

1. A consistency of response scale. This may indicate carelessness, or it could be a sign that the person's self-perceptions are contradictory or inconsistent. For instance, if a person strongly agrees that the descriptive terms active and passive describe him or her, this may bear further investigation.
2. An extreme responding scale. If a person chooses the strongly agree or strongly disagree response to a great many descriptive terms, it may indicate a tendency to respond in the extreme to other similar stimuli. While not necessarily a problem, it may be good to follow up in cases of high scores on this scale.
3. A nay-saying scale. A low score on this dimension indicates that the person was inclined to disagree that most of the items in the inventory describe him or her. Conversely, a high score indicates a positive response bias. If these scores are mentioned in the validity paragraph, check for an overly positive or negative mindset (or at least an overly positive or negative attitude when filling out the personality inventory).
4. A measure of defendedness. High scores on this measure suggests that the person was being overly positive or favorable in describing himself or herself. This could indicate his or her typical individual response style, an overly positive or naïve outlook or an active attempt to put a positive spin on things. High scores suggest that you should check for unusual hesitation to share bad news or to admit one's mistakes, warts and blemishes.
5. An infrequent response scale. A high score on this dimension suggests that the individual may be unconventional or idiosyncratic, at least in his or her self-perceptions (not necessarily behavior).
6. A nonsense scale. This measure may indicate the person's grasp of English language vocabulary. It can be an indication of not paying attention, responding randomly or carelessly, that English may not be the person's native tongue or that he/she may have a limited vocabulary.

The validity scales may provide a useful context for interpreting the report but should be considered as tentative and food for thought, rather than as definitive personality characteristics. However, the nonsense scale and the defended scale can be quite useful as you tailor your further interview questions and probes.

The individual sections of the Interview Guide Report will be reviewed in more detail in the following sections.

Quiz Questions: