These are some general questions and if a profile falls short in any one area, we strongly suggest additional research into the accuracy of the data being generated. See details below.
Training or degrees required for interpretation of the data. Weekend training programs can be problematic since testing and human behavior is a very complex subject. When making hiring or internal decisions, organizations need as much information and understanding as possible as the consequences can be very costly.
A copy of the resume should be supplied to the testing company to review when discussing the assessment results. We suggest to make sure that they require this as part of the process so it is used when reviewing the assessment.
Scale for “Impression Management” to understanding accuracy of results and if someone is trying to ‘fake good’. The questionnaire needs at a minimum of 164 questions to gather enough data for this scale.
Common warning signs: When a representative uses absolute statements when describing human behavior, like ‘People are all the same’ or ‘People don’t change’. This will convey what their level of understanding of the human personality is. Or when someone claims that their profile is 98% or 99% accurate, which rarely can be clinically supported. If you hear this, ask how the data was collected.
Career Matching: Some organizations claim to know what the perfect “sales person” or “secretary” is from a personality perspective. Ask how many careers and occupations have been studied; is the data base validated by outside organizations or only by “applied inhouse studies”. “Ideal” is very difficult to define due to the variance of geography, job history and education. What is most important is if the individual has a similar thought pattern that meets the criteria within the job description.
Number of studies conducted by major universities and there should be multiple studies for validation purposes.
How long has the profile been used: what is the history?
How often is the normative database updated and where is the data coming from?
Cultural bias: Is it built into the profile and for which countries?
Does the profile meet U.S. government employment standards? Has it been reviewed for ADA compliance & gender, culture & racial bias?
Reading level required (5th grade English, etc.)
Number of profiles administered.
Number of actual primary scales as defined by the “Big 5” testing standards. Many tests will claim to have more scales then they actually have. This can lead to misrepresentation of data.
Does the data provide the depth necessary, to understand how an individual is wired inside?
Validity, reliability and basis.