The validity of Time to Mind lies in its use of Behavioral Questionnaires instead of the widespread and generic personality tests. Let’s see why.
It should be remembered that “Assessment methodology can be contrasted with personality analysis tools mainly in predictive terms.
Assessment is based on a branch of psychology called behaviorism, which, although it dates back, like personality studies, to the beginning of the last century, has the advantage of viewing the human mind as a black box into which stimuli of all kinds enter and reactions defined as behavior come out.”
Instead, the Behavioral Questionnaires “(which can also be used as a remote Assessment) are an original evolution of the Assessment methodology in that they propose concrete organizational situations that require solutions or, at any rate, actions to be carried out that can expedite the typical operations of the Assessment methodology.”
Currently, assessment tools focusing on personality analysis aimed at identifying behavior characteristics to support human resource selection and development choices are widespread.
Personality analysis is carried out through psychological tests or reactives (used in clinical and organizational fields) which are divided into projective tests and structured tests. Projective personality tests seek to explore the individual’s psychic experience to indirectly delineate (through statistically significant correlations) the structural characteristics of the subjects’ psyche.
Famous in this regard are the Rorschach, the TAT and the Tree Test. These tests are mainly used in the clinical field. Structured personality tests seek to explore individual psychic characteristics through batteries of questions whose answers can be categorized. They are also called objective personality tests because the scoring is rigidly predetermined and calculated on the basis of established inferences. All personality tests are based on more or less sophisticated inferences that establish a meaningful link between personality representation and certain behaviors required to perform a specific job task.
In other words, their prevailing feature is “diagnostic” (able to describe psychological characteristics, which are useful mainly for clinical diagnoses), poor, on the other hand, is the predictive feature (able to determine how people will behave under certain circumstances). For example, in the case of selection for a sales role, whether the individual is introverted or extroverted does not allow one to tell whether he or she will be effective in selling.
Nevertheless, structured personality tests are very suggestive as reassuring and convincing because of their ability to simplify human behavior into understandable general categories.
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