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HR Services, Career Transition, and Executive Coaching since 1980
The short answer to this question is "absolutely not". Test publishers develop or provide a wide range of instruments, some of which can be used by relatively inexperienced people. Some of these are marketed in a way that suggests or promotes their applicability to employee selection. They are often useful when combined with others, in the hands of a properly trained expert. Alone, they are unreliable, and can be very misleading because they provide a superficial analysis. You need much better information than a single instrument can provide.
Some psychologists and publishers have developed computerized systems for generating reports, some of which are quite elaborate. They usually rely on a single technique for asking questions, and all rely on the designer's ability to anticipate the personalities of millions of people. We have experience with some of these, and based on that experience would recommend them to no-one. Both validity (essentially, this is a measure of accuracy) and reliability (consistency) are questionable.
The one-test approach lacks two essential ingredients:
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