A psychometric personality test is a psychometric instrument designed to map out stable characteristics of an individual, such as behavioral preferences, motivation, social interaction, and emotional responses. In selection contexts, psychometric personality tests are used to assess how well a candidate fits a specific role, work environment, or team. These tests are routinely validated, reliable, and are administered under controlled conditions to avoid subjective bias.
In the context of recruitment and career guidance, it can happen that candidates have to take a psychometric personality test repeatedly. The question then arises: does repeated testing lead to different results, and is this necessary? From a scientific perspective and based on decades of empirical research, we can give a nuanced answer to this.
Cebir has a large dataset with information on repeated test administrations of psychometric personality tests, attitude measurements, and value scales. From these data, it is clearly evident that the scores on these tests remain particularly stable over time, provided that it involves similar roles and the test was administered less than two years ago. That means the likelihood that a candidate would obtain significantly different results on a second administration of a psychometric personality test is very small.
The stability of results in psychometric personality tests can be explained by the underlying theoretical model on which these tests are based. Personality, in contrast to cognitive abilities such as reasoning or memory capacity, is a relatively stable construct. Although people can develop in behavior and competencies, fundamental personality traits generally change slowly and gradually.
Furthermore, the tests developed by Cebir are scientifically validated and subject to continuous quality control. Thanks to the combination of standardized test procedures, tailored feedback mechanisms, and carefully designed questionnaires, test distortion is kept to a minimum.
There are situations where it can indeed be useful to re-take a psychometric personality test. This is particularly the case when:
the previous test took place more than two years ago,
the candidate has since taken on a new professional role with fundamentally different responsibilities or a different hierarchical level,
there is doubt about the validity of the first test administration, for example due to contextual factors such as high stress or external pressure.
In such cases, it is crucial that the retest is conducted in a scientifically sound manner. Cebir provides clear guidelines and support for the interpretation of results in repeated test administrations.
Psychometric personality tests are, and remain, an indispensable instrument within professional selection procedures. They not only offer insights into a candidate’s behavioral profile, but also enable an objective and well-founded comparison between applicants. Thanks to their high reliability and score stability, they are particularly suitable to be administered repeatedly, without undermining their scientific value.
Cebir has been helping organizations for over 35 years in developing and implementing psychometrically sound selection instruments, including psychometric personality tests that meet the strictest scientific standards.
Would you like to know more about using psychometric personality tests in your selection process or are you unsure about the usefulness of a repeated administration? Feel free to contact our experts. We are happy to help you further.
With 37 years of expertise in psychometric testing, Cebir provides trusted, scientifically validated solutions tailored to your needs:
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