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Personality
Frequently asked questions about Personality
Inventories
Does knowledge about an individual’s
personality and temperament improve ones ability to predict
success at work?
Personality assessments aim to measure whether an individual’s
personal attributes would suit a particular work environment.
They can be used to evaluate the possible implications of
aspects of behaviour, attitudes and beliefs, as well as an
individual’s motivation, interests and values. Candidates
can then be compared to the characteristics considered to
be important for successful performance on the job.
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Frequently asked questions:
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How important is having the “right”
personality when it comes to job performance?
Research results tend to be rather disappointing in confirming
the central role of Personality in job success. Far better
results have been achieved when psychologists use methods
such as structured interviews and Assessment Centres. These
assessments are based on the skills required in the job and
candidates are assessed on their performance in completing
job simulation exercises.
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Why are Personality Tests weak predictors
of performance?
People are adaptable – the more intelligent they are,
and the more insight they show, the more they are able to
adapt their behaviour and mask uncharacteristic responses.
The question is more about how flexible the individual is
and how much energy will be taken up with acting outside of
their characteristic roles? An introvert is often able to
mimic extrovert behaviour and vice versa, but this can cause
stress and individuals are likely to “revert to type”
under pressure of workload or illness.
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What different kinds of Personality Tests
are available?
There are many different measures of Personality, some of
which have a good research pedigree and others do not. JQA
consultants use the following measures of personality and
temperament, which are based on decades of research and have
solid validity and reliability. We offer convenient online
and group administration of the following inventories:
- 16PF5 Questionnaire
- Hogan Personality Inventory and Hogan Development Survey
- MBTI
- NEO PI-R
- OPQ
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Can Personality Tests help to identify
potential career derailers?
Most measures of Personality are self-report questionnaires
filled in by using booklets and answer sheets or completed
online. Candidates are requested to select items which best
describe them, without giving too much thought to their responses.
The results usually depict those characteristics that individuals
show in their typical interactions with people (the “Bright
Side” of their personalities). The Hogan Development
Survey looks at the “Dark Side” of personality
and therefore gives some useful insights into potential career
“derailers” which may be infrequent responses
under pressure or stress, but which may be significant in
disrupting interpersonal relationships, with potentially disastrous
results.
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Where do I find out more?
Please contact us to obtain a sample report by emailing info@jqassociates.com.
Contact
John Queripel at John Queripel Associates Limited for
any additional information you might need on personality assesment
in your organisation.
Telephone/Fax: +44 (0) 1423 547853
Mobile: +44 (0) 781 473 4713
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