The focus here is on personality profiling and personality fit, culture fit, values fit and so on.


“Fit”-type personality tests include the following:

Firstly, Values Fit

Secondly, Culture fit

Thirdly, Strengths Fit

Next, Situational Strengths Fit

And finally, Careers Fit

Personality Fit Approach

In our opinion, job analysis is a crucial initial stage of test and exercise design projects.

Firstly, a range of job analysis techniques can be employed to gain an in-depth understanding of the key determinants of successful performance in any job role.

Secondly, a representative group of job incumbents need to be involved in this foundation design phase in order for occupational psychologists to analyse and group each important task and behaviour.

Thus, we believe these are the best job analysis methods to use:

  • Repertory Grid Technique.
  • Critical Incidents Technique (best for SJT design).
  • Focus Groups (best for SJT and Realistic job preview design).
  • Bespoke Questionnaires.
  • Strategic Interviewing.
    Specific projects that have encompassed such job analysis techniques include:
  • Using a telephone based version of the critical incidents techniques on many SJT design projects.
  • Developing two personality questionnaires using repertory grid, critical incidents and strategic interviewing – or using a telephone-adapted version on personality questionnaire design projects.
  • Danger zone profiling.
  • Designing a financial organisation’s competency sift process for three customer service roles.
  • Role profiling and competency design.
  • Use of repertory grid and critical incidents to design bespoke personality questionnaires.
  • Use of focus groups, structured interviews to develop realistic job previews, situational judgement tests, and career guidance tools.

Biodata fit

Test questions asking about previous working and life history facts. Biodata questions can include personal attitudes, values, beliefs. There are therefore both autographical and biographical perspectives, such as how effective previous working relationships were with managers and/or colleagues.

Biodata Face validity 

Whilst biodata was popular in the 1970’s/80’s in the UK, it fell out of fashion due to concerns about face validity. Face validity is how job relevant a test’s questions appear to be. This is difficult to show with biodata’s indirect approach; posing biodata fit questions about past behaviours which can seem intrusive.

Application blanks

Application blanks are a statistical oriented approach is based on the notion that each piece of information has a potential to predict later performance.

Biodata Part II

The biographic data are evaluated in the same way as test scores. The most predictive biographical items are chosen. Each one discriminates between success and failure. A good item is one in which the ratio of successes in one level of the item differs from the successes ratio in another level of the same item. Table 2 displays hypothetical examples of biographic information and their discriminate power. A different Biodata score should be calculated for each criterion. This involve more work but at the same time increases the accuracy of the prediction.

In our opinion, construct validity studeis of biodata scores are mainly based on the notion that past behaviour is the best predictor of future behaviour. Some attempts were concerned with an internal analysis of the biodata components. Others tried to provide a single explanation for the its predictive validity, suggesting a point-to-point correspondence between the item content and the criterion due to the fact that the item could be a sample of the criterion measure. Alternative explanations suggested that a degree of success in previous life stages is a good predictor of success in later stages regardless of the context of the success.

Biodata Part III

In our opinion, these suggestions cannot explain the predictive power of some biographical items. Asher (1972) relates the story that the question: “did you ever build a model aeroplane”? was a good predictor of flight training success in the second world war as the entire Air Force test battery.

Now, consider another extreme example. A significant correlation between attendance at a circus show and success as a door-to-door sales-person. Thus, although previous success might be a good predictor of future success and dimensions underlying a “rational” biographic item are quite stable over long periods of time and can predict future behaviour and interests, there is a need for a distinction between items that measure past achievement, and those that indicate interest, motivation towards a particular activity, or even social status.

There is no theory behind the relationships between an item and the criterion; theoretically, everything goes. Any item that can discriminate between successes and failures can be used. No attention is paid to the reasons for the discriminative strength of items.

GCSE Past Papers / A-Level Exams

Firstly, we hope you find these GCSE useful:

GCSE Past Papers

Secondly, likewise for these A-Level past papers:

A-Level Past Papers