While testing has a long history of providing employers with valuable, objective insight into an individual’s likelihood to succeed in a particular role (and are now used widely across many top organizations), not all tests are equally adept at providing the information an employer may need.
Excluding specific skills tests and honesty/integrity tests, most employers that use testing want to know about an individual’s mental abilities and personality traits.
While there are many intelligence or reasoning tests available, such tests alone aren’t adequate predictors of successful job performance.
The dozens of personality tests available can’t provide a complete picture of an individual without taking into consideration how that person’s mental abilities interact with his or her personality.
Adding to the confusion are the scoring scenarios implemented by the test developers, which often include a single score or pass/fail scoring system. While easy to interpret, such scoring systems often lead to over-reliance on test results and potential litigation concerns.