The reliability of psychometric tests and their accuracy as a tool for employmentPsychometric selection testing can be defined as the process of measuring relevant strengths and weaknesses of a candidate (Psych Press, 2014). These tests generally fall into two categories: personality tests and aptitude/ability tests. Companies choose different topics to test potential candidates before the interview stage, which increases their efficiency as it helps them reduce the time taken to interview all the candidates as the tests weed out a large portion of them who are deemed unsuitable for the position. Tests typically measure people's problem-solving abilities as well as their motivation, values, priorities, and opinions regarding different situations and tasks (Michael Page, 2014). In terms of personality, testing can give the employer an indication of the candidate's preferred learning style and character traits, which helps the company place the candidate in the job that best suits them. Using personality tests, employers can predict behavioral patterns. For example, an extroverted person is generally social, confident and gregarious. Because of these characteristics, they would likely be best suited to work as a salesperson, receptionist, or in customer service. Choosing the right candidate for a position is a crucial decision. When placed in the wrong position, employees can become frustrated and this can lead to poor performance that puts the company at risk (Buchanan and Huczynski, 2003). The tests themselves take place within a strict time limit and most tests are carried out at the candidates' homes, at their convenience. It has been argued that these tests are not an accurate way of testing candidates because many errors can occur. ...... middle of paper ...... time and money of the company as well as waste of time of the individual. Additionally, it is unreliable because jobs evolve over time to adapt to changes and advancements in the business world. Predictions based on current measurements are therefore flawed (Buchanan and Huczynski, 2003). In my opinion, it is in companies' best interest to interview their candidates face-to-face. Although this takes much more time, it is considerably more accurate since structured interviews have a predictive validity of 62% according to Anderson and Shackleton (1993). If companies choose to continue using psychometric tests, they need to improve the questions and make them relevant to their particular industry. Additionally, they would benefit from allowing candidates to take tests at an assessment center in a proctored environment, as this would improve predictive validity..