Author: Nicola Richmond
Ever wondered how well those seemingly quirky personality assessments can actually predict your performance on the job? While many personality ‘tests’ on the internet can be dismissed as merely a bit of fun, the science behind well-designed and robust personality assessments makes them powerful tools for predicting job success. Here’s a quick dive into the research behind high quality personality assessments that are streaks ahead at predicting job performance than you or me.
The Science of Reliability and Validity
Imagine if you could measure a person's traits and get the same results every time, no matter the day or situation. That’s the essence of reliability in personality assessment. A reliable assessment consistently reflects the same traits in an individual, like a well-calibrated scale that gives you the same weight each time you step on it. Good personality assessments are consistent, it doesn’t matter what type of week or month you’ve had, they will return the same results regardless of your context at the time.
Validity, on the other hand, is about hitting the bullseye. It’s the measure of whether a test accurately captures the trait or behaviour it says it’s measure, and most importantly how well it predicts real-world outcomes. For instance, does a personality assessment truly measure leadership potential, and can it actually forecast job performance? Good personality assessments will accurately measure these real world things, not whether you’re more of an eagle than a labrador!
The Big Five: A Gold Standard
One of the most robust frameworks to emerge in personality psychology over the last few decades is know as the Big Five model. It breaks down personality into five broad traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Research has shown that these traits are not only stable over time, consistently measured in different cultures, but also highly predictive of job success.
For example, conscientiousness, which reflects dependability and organisation, is a strong predictor of job success, particularly in complex roles (Barrick & Mount, 1991).
In the modern world, for a personality assessment to be considered effective it really needs to be based on the Big Five model.
Why Personality Assessments Matter
In the world of work, personality assessments offer more than just a snapshot of someone’s character. They help employers understand how candidates might fit into the company culture and perform in their roles. By providing insights into traits like teamwork, leadership potential, and relationship style, these assessments can help match the right person to the right job.
In summary, the science behind personality assessments is more than just academic—it’s a practical tool for making informed decisions. With a foundation in reliability and validity, these assessments help predict job performance and enhance hiring processes, making them a valuable asset in the quest for the perfect fit.
Contact us today to start making smarter, data-driven people decisions with confidence.
References:
Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. *Journal of Applied Psychology*, 76(1), 9-30.
Photo credits: Unsplash.com (Felicia Buitenwerf)
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