Can AI help with personality tests? See the answer here

AI and personality tests 

All tests are not the same and all tests do not have the same goal. However, for more than a century we have designed and redesigned personality tests in more or less the same way.

Artificial intelligence (AI) has no feelings, emotions or empathy. Meanwhile, AI is expected to overtake a lot of tasks and jobs. AI might be your new personal assistant within HR so you can use your focus on the personal effort in hiring the right candidates.

However, before we jump into that conclusion let's have a look at: Why AI might be better than your current personality test.

The limitations of personality tests

Personality tests can provide valuable insights into an individual's personality, behavior, and preferences, but it is important to understand their limitations and potential pitfalls.

Here are some points to consider:

1. Personality tests are not perfect: No personality test is completely accurate or can provide a complete picture of an individual's personality. Most personality tests rely on self reported responses to a set of questions which may be subject to bias or inaccuracies. In addition, personality is complex and influenced by a variety of factors, including genetics, upbringing and life experiences

2. Different tests measure different aspects of personality: There are many different types of personality tests. Each with its own strengths and limitations. Some tests measure specific traits, while others provide a more holistic view of personality. It is important to select a test that is appropriate for the intended use and context

3. Cultural factors can influence test results: Many personality tests were developed based on research with participants from Western cultures and may not be applicable or valid for individuals from other cultures. Differences in language, values and social norms can influence the interpretation of personality traits and limit the generalisability of the test results

4. Results should be interpreted by a qualified professional: Personality test results should be interpreted by a qualified professional, such as a psychologist or career counsellor. A trained professional can help individuals understand the implications of their results and how they can use this information to achieve personal growth and development

5. Personality tests should be used ethically and with the individual's consent: Results should be kept confidential and used only for their intended purpose. Personality tests should never be used to make biased or discriminatory decisions

With this in mind we can focus on the factors which can impact the personal test result.

What can impact the result of a personality test?

There are several factors that can impact the results of a personality test, including:

1. An individual's current mood or emotional state can influence their responses on a personality test. For example, if someone is feeling particularly anxious or stressed at the time of taking the test, their answers may reflect this and not provide an accurate reflection of their personality

2. Testing environment: The environment in which the test is taken can also influence the results. If an individual is taking the test in a distracting or uncomfortable environment, this can impact their focus and attention, which may in turn impact their test results

3. An individual's cultural and linguistic background can also influence their responses to a personality test. Different cultures may have different values and norms, which can impact how an individual responds to certain questions on the test

4. The design of the test itself can impact the results. For example, some tests may be biased towards certain types of individuals or groups, or may have unclear or confusing instructions that impact an individual's responses

5. An individual's level of self awareness can also impact the results of a personality test. If someone is not completely aware of their own thoughts, feelings and behaviour, they may have difficulty accurately answering questions on the test

6. An individual's response style or tendency to answer questions in a certain way, can also impact the results. For example some individuals may be inclined to give socially desirable answers, while others may be more inclined to give extreme or unconventional responses

Another dimension is cheating.

Is it possible to cheat by personal tests?

It is possible for individuals to intentionally manipulate their responses on a personality test in an attempt to "cheat" or misrepresent their true personality. However, most reputable personality tests have built in measures to detect and account for response bias such as consistency checks, validity scales and other quality control measures.

In addition, cheating on a personality test ultimately defeats the purpose of taking the test in the first place. The goal of a personality test is to gain insight into one's own personality, behavior, and preferences in order to facilitate personal growth and development. By intentionally manipulating the results individuals are only cheating themselves and undermining their own efforts to achieve personal growth.

It is important to approach personality tests with honesty and authenticity in order to get the most accurate and meaningful results. A trained professional can also help individuals interpret their test results and identify areas for personal growth and development based on their true personality profile.

How do applicants cheat by personal tests?

There are different ways that applicants might attempt to cheat on personal tests, such as:

1. Applicants may answer the test questions in a way that portrays them in a positive light, even if those answers are not entirely truthful. This is known as "faking good" and is a common type of response bias

2. Alternatively, applicants may answer the test questions in a way that portrays them in a negative light, which is known as "faking bad". This may be done in an attempt to make it seem like they are being more honest or self aware, or to try and manipulate the results in their favour

3. Some applicants may also simply answer the test questions randomly, without putting much thought into their responses. This is known as "random responding" and can significantly undermine the validity and reliability of the test results

4. Some applicants may receive coaching or guidance on how to answer the test questions in order to achieve a certain result. This is not only unethical, but can also be ineffective in providing an accurate reflection of the applicant's true personality. In fact coaching in personality testing is an industry itself

5. Retaking the test: In some cases, applicants may try to cheat on a personal test by taking the test multiple times in order to try and achieve a better result. However, most personal tests have built-in measures to detect and account for response bias and retaking the test multiple times can actually undermine the accuracy and validity of the results

This leads to the final question:

What is the future of personality tests, as the option to "fake it till you make it" has increased lately?

The future of personality tests

The future of personality tests is likely to be shaped by advancements in technology and research. Some potential developments that may impact the future of personality tests include:

1. Artificial intelligence (AI) has the potential to revolutionise the way personality tests are developed and administered. AI can help in analysing large data sets, identifying patterns, improve measuring and making personalised recommendations based on test results

2. Personality tests may be integrated with other technologies such as virtual reality (VR) to create more immersive and realistic testing experiences

3. Greater focus on diversity and inclusion: As society becomes more diverse, there is likely to be an increasing focus on developing personality tests that are more inclusive and culturally sensitive. This may involve designing tests that are more relevant and applicable across different cultures, languages and backgrounds

The last point leads us to a topic about meritocracy and the best practise within testing.