Psychological Testing

Psychological testing has been done for years. Many have used is as an easy, cheap way to hire profitable, productive, and honest employees. But ultimately, the test accuracy depends on how carefully and seriously you answer the question being asked. One may say that these types of test are fair to hire people, but it is a proven fact that these test do not help determine if a person presses traits required for job success.
For instance, there are many psychological test that fall into different categories. Achievement and aptitude tests are usually used in educational employment settings. They attempt to measure how much a person knows about a certain topic such as mathematics. These test weigh a persons ability based on achieved knowledge.
Secondly, Neuropsychological test attempt to measure cognitive functioning ability; think, speak, reason that may have resulted from stroke or brain damage. Occupational test attempt to match a person's interest with the interest of other people I that career. The logic behind it is that if the things that interest you in life match up with, say, the things that interest most school teachers, then you might be a good school teacher.
Thirdly, Personality test attempt to measure your basic personality. The most commonly used personality test is the Minnesota Multiphase Personality Inventory (MMPI). This test is composed of several hundred "yes or no" questions.The series of questions are given in a short amount of time. In my opinion these test are possibly impossible to even finish accurately. The widespread use of personality tests as a means of determining which employees to hire raises a number of issues, ranging from the validity and reliability of the tests to concerns about invasion of privacy and discrimination against minorities. These issues raise the question whether the benefits of personality tests outweigh the costs of employing them. For instance, the (MMPI) test has many flaws in that is groups the really