Personality Assessment for Business

The results from a wide variety of well-designed research studies have shown very strong evidence that personality affects job performance and that the links between personality traits and job performance are even stronger than previously thought. This should not be surprising. Hiring managers routinely ask questions related to working independently, working with a team, getting along with others, being dependable, being motivated, and being able to deal with stress. These issues are all related to adult personality traits and can be measured by well"‘constructed personality inventories.

Below are some primary reasons for using personality assessment for organizational purposes.

Personality is stable over time, and it affects people consistently in a wide range of circumstances, including performance on the job.
Personality inventories help ensure fairness in the hiring process. They have less adverse impact on minority groups than other kinds of tests.
Personality characteristics predict job performance.
Knowledge of personality can help people achieve their developmental goals more easily. It can help them improve job performance and general effectiveness.
From the earliest scientific studies to the most recent findings, there is consistent and widespread support for the use of personality measures as helpful components of employee selection and development/coaching. Well-constructed personality inventories have been shown to be valid, fair and consistent predictors of success in a wide range of jobs across a broad cross-section of employment settings.

The references for this section can be found in the eTest Technical Manual, which can be found in the last section of the course. It provides an in-depth look at the platform, the research and development behind it, and the evidence for its validity and reliability.

The solid scientific basis for the use of personality testing in organizations is the foundation for the eTest.net testing services.

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