There are thousands of personality assessment tools on the market these days. Many, however, are not founded in science and do not provide valid and reliable results. These tests often have a negative reputation, but the OAD Survey tool is different: see how it busts 5 popular myths regarding personality tests!
All Personality Tests are the same.
There are thousands of personality assessment tools on the market these days. However, it is important to note that many of them are not founded in science. Rather, they were created solely on face validity, which is when the test subjectively seems to measure the right thing. The OAD Survey was born out of unparalleled taxonomy and validity and has been continually refined over 25 years. The OAD Survey taxonomy is available to read for the public, click here to access and read it for more information.
It is easy to lie and manipulate the results.
The OAD Survey uses what is called a free-choice technique meaning a person can check a word or not, and is not forced to pick one word from a limited series or group of words. Forced-choice assessments or limiting an individual’s ability to choose can cause bias and actually skew the results in a way that a free-choice format does not.
These tests put people in a box and may limit their careers.
The OAD Survey information provides a detailed report and strong understanding of an individual’s potential in their work and other non-related work duties. With the results, specific training and coaching sessions can be developed to help expand and enhance an individual’s career along with making them much more valuable to the organization.
Tests require too much time to administer.
Some tests may take hours to complete, however what makes the OAD Survey an attractive option for organizations is that it takes approximately 10 minutes to complete and is automatically scored and stored in a client web account. The open-ended, free-choice format along with the brevity of the OAD Survey contributes to its accuracy.
Tests cannot predict job performance. Experience is a better predictor of job performance than personality.
Personality tests can be a huge predictor of job success but should not be the only factor considered. An individual’s personality, training and credentials coupled with a thorough interview process all contribute to predict the best results. Personality determines an individual’s predisposition to act in a certain way which determines work style; how they approach, organize, and execute their work duties. In many cases this is the determining factor of success regardless of experience. Many people are hired for what they know and then are let go because of how they act and perform.