[IPAC-List] Test taking advice for personality tests

[LINE.ST-PIERRE at forces.gc.ca]

I can only think of the TAPAS.  It's a personality measure used by the US Army as part of their selection process.  It's an interesting measure as it combines the paired comparison methodology with computer adaptive technology. Here is the abstract of the presentation they gave at the International Military Testing Association meeting in 2010. 

Stark, S., Drasgow, F., Chernyshenko, O. & White, L. (2010)
Update on Tailored Adaptive Personality Assessment System (TAPAS): Results and Ideas to Meet the Challenges of High-Stakes Testing 


Line St-Pierre, PhD

>Defence Scientist | Scientifique de la Défense

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-----Original Message-----
From: ipac-list-bounces at ipacweb.org [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Patrick McCoy
Sent: Tuesday, 15, November, 2011 11:57 AM
To: Rene Shekerjian; IPAC-List; Mark Hammer
Subject: Re: [IPAC-List] Test taking advice for personality tests

Some (many?) of the self-report personality tools do seem to have overly simplistic assumptions and probably can be "gamed" by many candidates.
 
Does anyone know of any self-report personality measures for which there is sound evidence of validity when used with applicants to professional jobs?
 
Pat McCoy
Ottawa, Canada
 
   

>>> "Shekerjian, Rene" <Rene.Shekerjian at cs.state.ny.us> 2011/11/15

11:21 AM >>>
Okay, devil's advocate here (gets ready to duck).

If the various "psych-out-the test" posting are correct in what they identify as the correct answers to the integrity tests (and similar
instruments) used by stores such as Best Buy, then I can see how it appears that they throw good candidates for a loop. And yes, I understand that the tests may have been validated in some fashion.

However, if there is some truth to what they say, my sense is that if you are extremely honest and thoughtful, and answer the questions sincerely, there is a good chance you are going to come up with answers that do not line up with the "key." 

I freely admit that I do not know how integrity tests and conscientiousness tests work other than from a very cursory standpoint.
But I will note that there is some substantial controversy in the IO literature about how effective such tests are. And given that, is it not reasonable for your average citizen to have doubts? And if that person is trying to get a job and feels unjustly rejected, might that not create some hard feelings?

Just a thought...

René 

René Shekerjian | Testing Services Division | NYS Department of Civil Service | ======================================================================

-----Original Message-----
From: Mark Hammer [mailto:Mark.Hammer at psc-cfp.gc.ca]
Sent: Monday, November 14, 2011 10:01 AM
To: IPAC-List
Subject: Re: [IPAC-List] Test taking advice for personality tests

What stands out most for me is the rather adversarial nature of the site.  And of course, the posted comments only further express the "us-vs-them" mentality many have adopted.

Now, I won't stand up and proclaim that ALL employers know what they're doing when it comes to using personality instruments for selection purposes, or approach selection with only benevolence in mind, but at least one of the objectives is to place people in jobs they will be happy in because they are well-suited to it.  Why on earth people would wish to mis-portray themselves to be able to weasel into jobs they will likely not intend to stay in is beyond me.  How they expect to receive glowing performance reviews in positions that conflict with their "natural tendencies" is also beyond me.

Having said that, you will note that the term used on the site is personality "test", not personality instrument or battery or assessment, etc.  The comments are from high school students, who confuse what they typically encounter as "tests" with what the assessment tool is supposed to do.  All too often, they perceive "tests" as largely unethical barriers to their further advancement.  As in "Hey, Mr. Hammer, I studied really hard and came to class most of the time, with my phone turned off most of the time, but you made the test too tricky/hard".

Personally, I think we have some homework to do with respect to recasting assessment tools as a kind of match-making.  Rather than "Are you good enough to work for me?" (because most believe they are), something more on the order of "Is this job right for you?" (where "rejection" could be perceived as a benevolent act).

Mark Hammer
Ottawa


>>> Joel Wiesen <jwiesen at appliedpersonnelresearch.com> 2011/11/14 9:46

AM >>>
FWIW, found on the web:

*http://*www.ehow.com/how_4446746_pass-preemployment-personality-test.html



--
Joel P. Wiesen, Ph.D., Director
Applied Personnel Research
62 Candlewood Road
Scarsdale, NY 10583-6040
(617) 244-8859
*http://appliedpersonnelresearch.com




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