PIP tests: projective (personality), interests and preferences

There are three kinds of PIP tests: projective (personality), interests and preferences. For examine these in detail:

• Projective tests: These tests expect from the candidates to interpret difficulty or situations depend on their own motives, values, attitudes etc. Various personality tests are projective in nature. A picture is presented to the people taking the test who are then asked to interpret or react to it. As the pictures are clouded, the person's interpretation have to come from inside - and therefore get projected. The person evidently projects into the picture his or her own emotional attitudes, reason, aspirations, frustrations and ideas regarding life. Standard tests are also often used to assess the personality of the test. For instance, in the Thematic Appreciation Test, is indicated a picture and is asked to make up a story depend on the picture. The responses are analysed and a profile of personality is created. However, projective tests have been under attack as they are unscientific and frequently reveal the bias of the test evaluator, specifically if he is not correctly trained.
• Interest tests: These are meant to discover how a person in tests compares with the interests of winning people in a particular job. These tests indicate the areas of work in which a person is most interested. The fundamental idea behind the use of interest's tests is that persons are most likely to be successful in jobs they like to do. These tests could be utilized as effective selections tools. Clearly if you can choose people whose interests are roughly the similar as those of successful investments using, say the Strong-Campbell inventory, in the jobs for which you are hiring, it is more likely that the applicants shall be more successful in their new jobs. The major problem with utilizing the interest tests for selection motivation is that responses to the questions are not always genuine.
• Preference tests: These tests attempt to compare employee preferences along the job and organisational requirements. The job diagnostic survey created by Hackman and Oldham, is an instance of a preference test. This test indicates how people vary in their preferences for, meaningfulness, achievement, discretion etc., in their jobs.