Multidimensional forced-choice (MFC) items have been found to be useful to reduce response biases in personality assessments. However, conventional scoring methods for the MFC items result in ipsative data, hindering the wider applications of the MFC format. In the last decade, a number of item response theory (IRT) models have been developed,…

This report introduces the "WorkFORCE"™ Assessment for Job Fit, a personality assessment utilizing the "FACETS"™ core capability, which is based on innovations in forced-choice assessment and computer adaptive testing. The instrument is derived from the fivefactor model (FFM) of personality and encompasses a broad spectrum of…

This study investigates the measurement equivalence of a five-factor measure of personality across two groups applying for jobs, who completed the same questionnaire using either a paper-and-pencil (n = 429) or a web online answer format (n = 651). The data were collected using the Big Five Questionnaire-2 (BFQ-2; which is a measure of the Five…

This study examined the degree of similarity between scores on the Self-Directed Search and an online instrument measuring Holland types. A relatively high congruency score was found between the two measures. Implications for career counselors are discussed.

Computerized adaptive testing in personality assessment can improve efficiency by significantly reducing the number of items administered to answer an assessment question. Two approaches have been explored for adaptive testing in computerized personality assessment: item response theory and the countdown method. In this article, the authors…