Hart, A., & Sheldon, G. (2007) defines reliability as used in personality test as the degree to which a test meant for a particular trait gives consistent or stable results. For instance, a test meant to for a persons intelligence should remain focused on the specific traits parameters consistently without deviating to other traits.
Validity, as used in personality testing refers to the degree to which a test measures what is intended to measure. For instance, a test meant to measure a persons intelligence should not measure. There are five basic validity tests, namely: criterion validity, predictive validity, content validity and constructive validity.
(a) In simple terms, validity refers to best a tests outcome measure up to the real situations in the real world while reliability refers to the capacity of a test to produce the same results when used more than once.
(b) According to Hart, A., & Sheldon, G. (2007), every scientific theory needs to measure so as to establish the constructs of the field. Personality theories require the same procedure. The most common ways of measuring personality are through: Myer-Briggs Type Indicator, Eysenck Personality Questionnaire, Neo Pi-R and MMPI/MMPI-2.
The significance of the reliability and validity test, especially for an employer is that they get to predict the input that an individual will give to the job given. On the other side, the tests enable them to be able to defend their choices of workers when challenged to do so. Counselors, through the tests, can assist clients to go through their problems successfully.
Personality referrers to individual differences which are influenced by the development of the individual. This encompasses attitudes, values, skills are many others differences that might be observed in individuals.
The reliability of the measure in compromising since there are greatly varying results from the test.
The absence of dependable validity and reliability information mean that the measures are both unreliable and invalid. It cannot, therefore, be depended upon to draw proper conclusions.
According to Barrett, J. (2012), the most notable strength of the personality tests is their ability to enable employers to predict, almost accurately the behaviors and attitudes of an individual that may have an impact on his or her input in the job in question. However, there is a risk associated with the personality test in the employment industry. In case the tests are administered inappropriately, the employer can be charged with violation of human rights. Such include racism and the scores off ill-practiced activities.
Buros, O. K. (2005). Personality tests and reviews. Highland Park, N.J: Gryphon Press.
Hart, A., & Sheldon, G. (2007). Employment personality tests decoded: Includes sample and practice tests for self-assessment. Franklin Lakes, N.J: Career Press.
Barrett, J. (2012). Ultimate Aptitude Tests: Assess your potential with aptitude, motivational and personality tests. London: Kogan Page.
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