First, our personality tests are designed for people who in the “job applicant” frame of mind. A “job applicant” often will try to figure out what the "“best” answer is and then pick it in order to present themselves in glowing terms. For example: “never late for meetings, work is always perfect, never get annoyed with people, always work hard”, etc. So, if you are responding to the inventory in a very “honest” frame of mind, your scores will be low.
Second, sometimes the better answer is on the left and sometimes it is on the right. When people are taking a personality just to get a feel for how it works and how the scores will turn out, sometimes they are not as careful as a real job applicant would be. Averaging in scores for a "wrong" answer here and there in the set of numbers will bring the overall score for that dimension way down.
Last, we are the first to admit that personality inventories are not perfect, but they are valid in most cases. Being a valid predictor means that they offer some value above and beyond the pre-existing hiring process. And, bear in mind that no predictor is perfect – even face-to-face interviews. The best example of that I give is a person's choice of marriage partner: we spend a tremendous amount of time getting to know a person before deciding to marry; but for about half the population, that choice / prediction turns out to be wrong! Hopefully our clients can use the information presented in a personality report as a general indicator of the type of person the candidate will turn out to be months and years down the pike.
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