I have severe doubts about the effectiveness of these tests.  First, they are easy to manipulate or even screw up.  The questions are so obvious.  For example, one question might be: Do you enjoy socializing and meeting new people or being alone?  If you are targeting a sales position, which answer do you think you should pick?

 

Second, most of these tests are over 100 questions.  How many of you have the patience to concentrate and answer all 100 questions honesty?  I usually get bored after 40 questions and quickly answer questions just to get through the test.

 

Third, I don’t even think many of these assessment tests, created by so-called experts who have a degree from God knows where, are even valid.  When did it become possible to understand personality by taking a test?  Even the venerable Myers-Briggs has its limitations.  Are we that naïve to believe that everything invented by some Ph.D. operating in an ivory tower is irrrefultable?

 

Frankly, I think we have become a bit lazy and too risk averse in hiring employees.  We are afraid to go out on a limb with imperfect information and support a candidate for fear we might be wrong and back someone who turns out to be a lemon.  It is easy to blame an “authoritative” test, rather than to take accountability for a wrong hiring decision.

 

I still believe face-to-face interviews with interviewers who care and who know how to ask the right questions is as good a way as any to identify suitable candidates.  Most of these personality assessment tests are an expensive way of avoiding one of the most important tasks an executive has.

 

Executives should forget about these tests and start doing their part in the hiring process.