Firstly, many of them cover self-assessment. As depicted in the “360 assessment” illustration, self-assessment alone is never, and far from enough. How good self-assessment results are depends on their self-awareness.
Next, using these tests for what they were not intended for may invite counter effects. Trait tests were designed to guide rather than to judge, they give more information on preferences than on abilities. They help people to identify their potentials; they are not to identify people’s capabilities. They are great in creating and maintaining healthy relationships, but they are not an excuse for relationship termination
Furthermore, when seeing test result of a person, you’re seeing a snapshot of that person together with his mental and probably physical conditions. People are not static, but dynamic and growing, fluctuating with dreams, visions and aspirations.
Applying Trait tests without credentials of ethical and appropriate use might come as another question. A lot of tests rely heavily on interpretation and the results can be trusted as the level of trust placed upon the reader.
Besides, many assessments have a little something for everyone. People are not totally black or white, but tend to have a mixture of different, degree varying, personalities. Test-takers are tempted to to seriously overestimate the degree to which general statements can fit them uniquely.
Finally, categorization, or fitting dynamic people into pre-defined frames can become an abuse, one one should be fully aware not to overuse or takes the risk of being misled.
Notes when applying Trait tests
Adaptation is required for the tests to comply with the enterprise’s culture and sociological factors
When invest in using Trait tests, do so seriously and stressing the importance and complexity of these tests. Overall, they are definitely not for idle times, but require full research and occupation.
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