Myths and Misconceptions About Psychometric Assessments Share:

Steve Williamson, Dir. Product Development, eRep, Inc.
Monday, July 8, 2019
Myths and Misconceptions About Psychometric Assessments

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There are a lot of misconceptions about psychometric assessments, and a fair share of myths, too. People seem to fall into one of three groups: they love them, they hate them, or they don't know anything about them.

This article will address eight common myths and misconceptions surrounding psychometric assessments, and shed some light on where they stand today.

1. They are just fancy personality tests.

Although the terms get conflated from time to time, there is a big difference between a personality test and a psychometric assessment. Personality tests are often frivolous and entertaining but have no scientific research behind them or serious intent to provide real value beyond a bit of fun between friends or potential dating partners.

Psychometric assessments, especially the Core Values Index, have a lot of science behind their development. What really sets them apart, however, is the empirical data that validates their effectiveness.

2. I don't trust them.

Everyone has a right to their opinion, and opinions matter. It's a good idea to base an opinion—or be willing to change it—based on facts. Many of those who feel distrust toward psychometric assessments have never taken one, or took one that wasn't backed by science (they are not all created equal).

For those that took a bad psychometric assessment, we mention the allegory of the cat that jumped on a hot stove. It will never jump on a hot stove again, but it will also never jump on a cold one, either.

The trick is to find a psychometric assessment that has been developed and verified by science to be accurate and reliable. They are not all created equal. Learn the difference and be smarter than the cat.

How do you determine if a psychometric assessment is reliable?

An assessment that returns wildly different results each time you take it is unreliable. What you want is an assessment that has as close to 100% repeat reliability as possible.

The highest repeat reliability of any psychometric assessment currently available is the Core Values Index. It has been shown to have a repeat reliability rating of 97.7% in longitudinal studies. This means if you take the CVI at age 20 and again at age 60, your scores will likely differ by less than 3%. No other psychometric assessment even comes close. By comparison, the Myers-Briggs Type Indicator (MBTI) barely cracks 70%.

3. I took a psychometric assessment at work and it didn't accurately reflect the real me.

This is an unfortunate experience for two reasons. One of the most common psychometric assessments in use today isn't very accurate. The Myers-Briggs Type Indicator, or MBTI, struggles to reach 70% repeat reliability, yet it has been used for decades in the business world. This relatively high volume of an inadequate assessment gives psychometric assessments in general a bad reputation.

The Core Values Index psychometric assessment has been taken by over one million people, so its market share is growing daily. It can also be considered to be the most accurate psychometric assessment ever created. It's repeat reliability is 97.7%, the highest of any assessment to date.

Take the CVI to get a truly accurate reflection of how you are hardwired.

4. Psychometric assessments are a waste of money and don't provide anything of value.

Not all psychometric assessments are created equal. Many of them cost a lot of money to administer and often require the services of expensive consultants to interpret the results. Those assessments are a waste of money based on what they provide, so in a sense, this misconception has some truth to it.

The CVI, on the other hand, is not only the most accurate and reliable assessment available, it costs just $50 per person and the results are easy to understand. It packs a lot of value in that relatively low cost.

The Core Values Index report is 17-pages long, customized specifically to the individual, and includes powerful and accurate insights that enable employers to put the right people into the right seats. It also empowers individuals with an accurate roadmap to the job, education, or life path that works best for them.

5. Psychometric assessments are all the same.

As we've mentioned in this article, there are a lot of bad psychometric assessments out there that leave a bad aftertaste for those who struggle through them only to waste a lot of money on needless consulting fees.

The trick is to find the psychometric assessment that truly is worth its salt (you can probably guess which one by now).

6. I took a psychometric assessment once. Why take another?

If you took the wrong one, you absolutely should take another—just take the right one. If you've wasted time and money taking psychometric assessments like Myers-Briggs or The DiSC, invest 10 minutes of your time and take the Core Values Index psychometric assessment.

Once you've taken the CVI, however, there is no need to ever take it again. Remember that 97.7% repeat reliability rating we keep mentioning? If you did take it again, your score would likely differ by less than 3%.

7. They are only used for hiring.

Yes, psychometric assessments are most commonly used in hiring, or within organizations to evaluate existing staff. However, a good assessment is as valuable to an individual wanting to more accurately understand themselves as it is to a hiring employer looking for rock star candidates.

High school students can benefit a lot from a solid psychometric assessment like the CVI. They can take the CVI during their junior or senior year and use the information in their report to find the education and career track that will align most closely with how they are hardwired.

Another innovative yet effective use of the CVI has been in couples' and marriage therapy sessions. A growing number of therapists and counselors are using their clients' CVI profiles to empower and strengthen communication and bonds during therapy.

8. Psychometric assessments are only appropriate for dating sites or entertainment.

You're thinking of personality tests. See no. 1 above.

Although the CVI only takes 8-10 minutes to complete, it is a serious assessment that provides real, actual results that matter—and improve lives.

Whether you are hiring, looking to get hired, choosing your first career or looking to make a career change, or just want to understand yourself better, you only need one psychometric assessment. Make it a good one—choose the Core Values Index.

Go to to learn more about the CVI or to take the Core Values Index assessment.

Employees hired with a CVI that closely matches a Top Performer Profile often outperform candidates hired without a TPP match by 200% or more. → Learn more

Steve Williamson

Steve Williamson

Innovator/Banker - Dir. Product Development, eRep, Inc.

Steve has a career in information technology, software development, and project management spanning three decades. He is the author of a series of fantasy novels called The Taesian Chronicles (, and when he isn't writing he is an aspiring multi-instrumentalist and composer, a virtual pilot in a home-built flight simulator, and a cyclist.

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