Undergraduate Psychology Research Methods Journal


This study is designed for the purpose of determining whether personality tests are effective in predicting an individual‘s job performance. I chose to research this topic because of my interest in industrial psychology. In addition, there are a number of businesses that require potential employers to complete a personality test.

Bates (2002), addresses the fact that personality assessments can be extremely useful in hiring the right person for a particular job. Employment tests seem to be on the rise and roughly 40 percent of employers use them. In addition, human resource professionals should expect to pay a significant amount of money for quality assessments, but in the long run it can cost less than hiring the wrong person. Bent (1996), emphasizes that personality tests should only be used as a supplement to other sources of information. No test is perfect and a person should be evaluated on additional criteria. Flynn (2002), informs employers that tests that are improperly handled can leave companies vulnerable to lawsuits. First, the employers must make sure that the test has gone through a validation procedure. Secondly, the language used in the test must not be biased (assuming everyone has the same education, culture, etc.). Additionally, there have been cases in which individuals have felt the test invaded their privacy.

Extensive research has shown that personality tests can be extremely useful if they are properly handled, but should be used only as a supplement to other sources of information. Based on such research, I believe that if a group of applicants is given a personality test, it will be effective in predicting their job performance as an employee.

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