Personality and Psychometric Testing In Business Resource Manual

Jimmy Petruzzi

• Publisher: M-Y Books
• Year: 2017
• ISBN:
  9780755250721
• Topic: Personal Development
• Subtopic: Mental Health & Wellbeing

Personality and Psychometric testing in business Learning Resource Manual: by Jimmy Petruzzi is widely recognised as being one of the leading practical resources on psychometric and personality testing for business. The resource manual sheds light on the importance of using psychometric and personality tests in the field of business, providing employers potentially a better way of recruiting and ensuring that potential employees are suitable for certain positions. It also includes real life examples that can be used to measure the effectiveness of psychometric and personality tests in order to analyse and evaluate the capability and personality of candidates.
In this resource manual, you will find valuable information regarding various personal assessment instruments. There are sample tests based on various personality assessment models to help you understand the kind of questions that are asked in such personality tests and the elements they aim to explore of a candidate's personality and capabilities.
In addition to that, the importance, benefits and limitations of such testing in the workplace has been explained point by point for your information. This guide will help you know more about workplace testing and its various elements.

Types of Personality Test Models

There are a variety of tests available in the market today. Firms need to find out which test would best fit their recruitment process. Here are some common tests employed by firms today.

IPIP-NEO Personality Test

Companies use the IPIP-NEO Personality Test or the International Personality Item Pool test to evaluate the ability of a person to get along in a diversified cultural setting. This test is based upon the Five Factor Model (FFM). These factors account for five key personality traits.The test evaluates people on these five traits and 30 other sub traits.All human beings possess these five personality traits. However, the extent to which they possess them varies significantly. Those who are asked to take this test are provided a list of questions or statements describing certain behaviour’s, attitudes or situations that are able to evaluate a person on all these five traits. For each question, they have to choose whether they strongly agree, agree, are neutral, disagree or strongly disagree with the statement or question. Each personality trait aims to describe the intensity or frequency of a person’s feelings relative to the rest of the people. These personality traits are:

Extraversion

People who score high on this personality trait are usually extroverts by nature. They are likely to be assertive, action-oriented and enthusiastic. They are always energetic and excited and look forward to new challenges. They seek attention in a crowd and exude a positive vibe all around them.

Those who score low on this trait are usually introverted. Such people are likely to be quiet, discreet and dislike being in crowds. Although their shyness can sometimes be mistaken as arrogance, they are usually pleasant when you meet them.

Agreeableness

This trait usually relates to the extent to which a person prefers social harmony. Most people who score high on this trait are usually friendly, helpful and considerate by nature. When working in a team, agreeable people would willingly compromise their own interests. They view human nature quite optimistically as well and regard most people to be trustworthy, honest and decent.

On the other hand, those who score low on this trait are usually self-centered and would try to put their own interests above others. They show no concern towards others and are never willing to help. They are mostly seen as unfriendly, uncooperative and suspicious.

Although the description purely shows that agreeable people are way better than the disagreeable ones, this does not mean that people who are disagreeable are not useful to employers. Disagreeable people make very good critics, soldiers and scientists. On the other hand, agreeable people would not be able to handle situations that require making objective or tough decisions. This means that both kinds of people can be useful for a firm, depending on the job position.

Conscientiousness

This personality trait measures the extent to which a person can regulate, control and guide their impulse. Acting on impulse is not a sign of negative behaviour. Sometimes in life, a person needs to make quick decisions and has to follow their first impulse. This can prove to be more effective than going through the usual decision making process. Moreover, acting on impulse or being spontaneous while playing can actually be quite a lot of fun.

However, impulsive behaviour can get a person in trouble as well. It can be harmful for the person as well as for those around them. Acting impulsively can sometimes be rewarding in the short term with harmful long term results. For instance, those who enjoy taking shortcuts to reach their goal may enjoy the experience only for a short while. However, this habit will eventually hurt them in the long run. Moreover, being impulsive can sometimes make people turn a blind eye to alternative options that would have proved to be more beneficial had they been chosen.

The ability to think and foresee future consequences before acting upon current decisions is what distinguishes humans from all other creatures. Therefore, those who score high on conscientiousness are wis...

Table of contents

• Personality and Psychometric Testing In Business Resource Manual
• Title
• Disclaimer
• TOC
• Executive Summary
• Introduction
• What is a Personality Test?
• What is a Psychological Test?
• Personality – An Insight
• What do these Tests Measure?
• Importance of Personality and Psychometric Testing in Business
• Characteristics of Personality and Psychometric Tests
• Types of Psychometric Tests
• Why are these Tests Used in Business?
• Use of Personality and Psychometric Testing in Business
• Types of Personalities in the Workplace
• Correct Usage of Psychometric and Personality Testing in the Workplace
• Legal Aspect of Psychometric and Personality Testing in the Workplace
• Types of Personality Test Models
• Benefits of Personality and Psychometric Testing
• Limitations of Personality and Psychometric Testing
• Conclusion