IPAT In The News
IPAT psychologists and consultants are often sought out by authors for their professional insights. We are always happy to assist journalists and encourage these types of inquiries. (Contact: custserv@ipat.com)
Below is a recap of some of the publications and authors with whom we have worked.
Central Illinois Business Magazine
IPAT's 60 year-old Personality Test Still Intrigues
2009
Central Illinois Business recently featured a story on the 16PF® Questionnaire in the “Snapshot of Success” section of their monthly publication. IPAT President Susan Korin and Chief Human Resources/Organizational Development Psychologist Ralph Mortensen were interviewed for the article which was published this month.
Headlined “Company's 60 year-old personality test still intrigues”, the article focuses on the occasion of the 16PF Questionnaire’s 60th anniversary. Thus, an historical overview is provided in the article, along with key 16PF features, applications, and more. Read the full article...
Illinois Institute of Technology Website
IIT Magazine
2008
In "Psychology in the Workplace", author Christopher Darnielle probes the growth of I/O psychology in theUnited States and the increased use of psychological assessments by I/O psychologists.
The article quotes consultant Joseph Wilkinson of Skalinder-Wilkinson and Associates, Inc., who used assessments to screen prospective employees to determine whether these prospects were compatible with the organization's culture. Per Wilkins, "The results were nothing short of spectacular."
Dr. Bruce Fisher, director of the IIT Institute of Psychology's Center for Research and Service, notes, "More companies are testing today", but cautions that, "There are a lot of tests out there that are not well developed, but have a tremendous amount of great marketing glitz... but they are not good tools, and they are neither valid nor legally defensible."
The center that Dr. Fisher directs allows "students to translate their classroom study into applied consulting experience." One of their current projects is "research designed to enhance the utility of the 16PF {Questionnaire}" using "item response theory to help ensure even better psychometric characteristics in future versions of the 16PF {Questionnaire}."
Forbes.com
February 22, 2007
Can you cheat on personality tests?
Are they better predictors of success than interviews?
Are people more honest in an interview or when taking a test?
With the increased use of personality tests in hiring, Forebes.com staff writer Tara Weiss looked to expert psychologists and HR professionals for answers to these questions. John W. Jones, President and head psychologist for IPAT, was one of the interview sources for her article, "Surviving the Personality Test."
The short answers are: No, Yes, and Test. For a lengthier explanation, we suggest you read this article, as well as the ones referenced below.
Inc. Magazine & Inc. Website
August, 2006
More and more organizations are realizing that the standard application and interview process is not working. Inc. Magazine's August cover story, "The New Science of Hiring", outlines how you can "dramatically enhance your chance of finding great employees" with a "systematic approach to interviewing, testing, and evaluating job candidates". In a side article titled "Choose Your Weapon", IPAT's 16PF Questionnaire is included in Inc.'s short list of "extensively validated, highly respected" personality assessments.
SHRM Online
April 2006 (Vol. 51, No. 4)
In the "From Readers" section of this month's SHRM Online, IPAT President, John W. Jones, Ph.D., explains that while intelligence testing is a strong predictor of leadership performance, "personality tests predict a much broader range of leadership behaviors and outputs that intelligence testing does not predict - including ethics, innovative decision-making and team-oriented leadership, to name a few".
The Wall Street Journal Online
March 15, 2006
"It's an amazing test," states Mr. Leon Rousso in this WSJ Online article titled "Personality Tests as Hiring Tools". Mr. Rousso, a certified financial planner, is referring to the 16PF® Questionnaire and how it was used in his firm to hire a "possible future successor" and "also someone with whom he could get along".
The article discusses the various ways in which personality tests are being used - hiring, coaching employees, creating teams, and more. As reported in the article by Victoria Knight, "Studies show that personality tests are a far more reliable predictor of performance than interviews and resumes." The article also iterates some of the more important criteria to consider when selecting assessments, e.g., psychometrically sound, ADA-compliant, no disparate impact.
Harvard Business Review
February, 2006
John W. Jones, IPAT President, responds to Justin Menkes' "Hiring for Success" article of November, 2005. In his letter to the editor, Dr. Jones clarifies that while intelligence is a strong predictor of leadership abilities, psychological research does not suggest that intelligence is a stronger predictor of leadership performance than relevant personality traits. In fact, both measures (intelligence testing and personality assessment) are normally required to ensure the hiring and retention of effective leaders, not just intellectually competent leaders.
Workforce Management
January 16, 2006
Barbara O. Lewis, Director of Training and Consultancy at IPAT, is referenced in a timely article by Ed Frauenheim titled "Succession Progression". The article discusses the recent emphasis on succession planning and the benefits to organizations that actively practice succession planning. From building a company's reputation as a good place to work to filling the leadership pipeline with capable, promotable employees, succession planning touches nearly every level of an organization. In this article Dr. Lewis states, "... research shows that companies succeed when a CEO has others to lean on and learn from." "That's what helps companies avoid falling prey to what she calls the myth of the hero CEO."
Men's Journal
December, 2005
Sergeant First Class Paul Smith is the only Medal of Honor winner in the Iraq war. In his article "The Face of Courage", author Jonathan Miles provides insights into Smith's life and wartime heroics as he probes the complex questions of bravery and courage. In writing the article, Miles consulted with Jack Jones, President of IPAT who provides psychological assessments for the military and private security forces. Dr. Jones is quoted in the article in response to the author's queries regarding the measurement of courage potential. Jones explains that courage potential is predicted by testing four personality dimensions: emotional adjustment, dutifulness and dependability, interpersonal connectedness, and intellectual efficiency. "These are personality traits," states Dr. Jones, "that will allow people to act courageously in situations."
Crain's Chicago Business
March 10, 2005
Dr. John Jones, IPAT's president and senior consulting psychologist, was asked by Crain's Chicago Business to share his insight into how unethical behavior occurs in the senior management ranks. Dr. Jones' was quoted in Mark Scheffler's March 10 article titled "Office romance, busted: It's déjà vu all over again". Per Dr. Jones, "People rationalize behavior (such as office romances) as being acceptable. We know that from some of our presidents. Very brilliant, visionary people are also human. Usually, it's a rationalization or denial mechanism: others are doing it, it's not work-related." During his interview with Crain's Chicago Business, Dr. Jones also shared six strategies to reduce the risks that a senior executive would engage in unethical behavior. |