Overview Of Psychometric Testing And Personality Tests Part Ii

Overview Of Psychometric Testing And Personality Tests Part Ii

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Outlined below are a number of the primary psychometric tests measuring elements of personality or values. The purpose in considering these is to shed some light on the administration of personality psychometric assessments and to examine what they are looking to evaluate.

Myers-Briggs Type Indicator

One of the primary personality psychometric assessments used in the world is the Myers-Briggs Type Indicator (MBTI). The MBTI is a personality inclination assessment based on the models of the psychologist Carl Jung. The MBTI is widely used: for recruitment in the selection process; in team-building, to help team members comprehend themselves, their co-workers and the dynamics of their relationships; and also on an individual level to help the person comprehend how their personality will interact with peers, customers and managers.

The MBTI asks the candidate to respond to a number of questions where one selection identifies you as being part of four paired traits. The MBTI categories the person into a type defined by Jung that is based on 4 bi-polar scales.

The MBTI assessment takes approximately 20 minutes to complete. Individuals who complete the assessment typically find it provides a fascinating insight into their personality, their preferences and how they interact in relationships and their environment.

Hogan Personality Inventory

The Hogan Personality Inventory (HPI) is an assessment that measures personal characteristics that relate to the capacity to be successful at work, in individual relationships, in education and training, and in life. The HPI has been used for over 25-years by organisations for estimating employee performance. Designed specifically for the business community, the HPI has helped them in improving bottom-line outcomes by contracting turnover, absenteeism and inadequate customer service.

The HPI assesses seven core scales of the so called 'bright side' of personality. The capacity for individuals to get along with and get ahead of others become main themes in life. The seven dimensions of the HPI measure key characteristic traits that relate to these life themes.

The HPI contains 206 items that are keyed true or false and has a 15- to 20-minute completion time.

Hogan Motives Values Preferences Inventory

The Motives, Values, Preferences Inventory (MVPI) is a test that reveals a person's core values, goals and their interests. The MVPI identifies what a person wants to do, rather than what a person is likely to do, in certain situations.

Organisations typically point to their culture as being the source of their success and it is with this in mind that the MVPI was developed. The MVPI is the only indicator that seeks to assess an individual"s core values and then likens them to the prevailing culture and values of an organisation. Organisations therefore utilise the MVPI to confirm that a new employee"s values are consistent with those within the organisation.

The MVPI contains 200 questions that are keyed agree, uncertain, or disagree and takes approximately 15 and 20 minutes to complete.

Hogan Development Survey

The Hogan Development Survey (HDS) measures behavioural disposition that can be barriers to career achievement. Unlike the HPI, which looks at the "bright side" of personality, the HDS test distinguishes tendencies that are often referred to as the "dark side" of the personality.

The HDS consists of eleven dimensions measuring characteristics that can obstruct career relationships, productivity, and restrict overall career potential. These are referred to as "career derailers". They are embedded in an individual"s personality traits. Under usual circumstances, these behavioural tendencies are typically considered strengths. However, when a person is in under stress, tired, pressured, or distracted, these eleven performance risk factors can impede effectiveness and erode the quality of relationships with clients and working peers. The HDS is the only business-related inventory that measures these dysfunctional tendencies.

The HDS contains 168 questions that are keyed true and false and takes approximately 15 and 20 minutes to complete.

16PF

Cattell"s 16 Personality Factors (16PF) model is a widely used system for categorising and defining personality. The 16PF instrument has been used for in excess of 40 years in a variety of applications, including recruitment and promotion recommendations, through to couples' counseling,

The 16PF measures five key dimensions of management that forecast management potential and method. In this way the 16PF helps with personnel selection and career development. It can also be utilised for vocational guidance to help an individual determine occupations for which they are best suited.

Unlike the MBTI, the 16PF examines our underlying personality, irrespective of how we apply it or the surroundings in which we apply it. The integration of 16PF factors enable the person to recognize the "real them", the one that is underneath their outward self, which has been forged through a person"s upbringing and surroundings.

The 16PF contains 185 multiple-choice questions and takes between 35 and 50 minutes to complete.

A final word

The outcomes of psychometric tests are typically delivered via a report that provides a summary on what has been assessed and the underlying data results. They do not usually contain any interpretive data as it is deemed a violation of professional ethics to supply a psychometric test without person-to-person follow-up verification by a qualified practitioner, such as a Chartered Occupational Psychologist.

About the Author:
Alison Price C.Psychol is a freelance London Occupational Psychologist who uses psychology to drive measurable organisational improvement through its employees and delivers a range of psychometric testing.



Article Originally Published On: http://www.articlesnatch.com


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