Rorschach test, graphology, horoscope - these were NOT invented for the world of work

SHL is the pioneer of organizational psychology and ability tests from the beginning. Our goal is to provide our customers with the most up-to-date testing methods to select their prospective employees. Sometimes, however, it is important to say what we DO NOT recommend with a good heart. This article is about this.

We still hear from our clients, that some companies use projective tests and alternative methods for assessing candidates. However, they rarely serve a sensible outcome, and the candidates do not see any sense in such tests.

Early psychological tests were designed to examine people with mental illnesses: accurate mapping of personality was a precondition for therapy. Psychologists who were making the tests wanted to create comprehensive systems that would allow them to compare the personality traits of individual patients and diagnose psychological problems. The goal of projective tests is to explore the hidden features of the personality, to unravel the unconscious. One such technique is the Rorschach test known for its strange patterns. The 1920s method is used worldwide in clinical psychology. This test which requires an experienced technician provides a schematic personality sketch of the subject. Its suitability is disputed by several experts, but if it can be used in clinical diagnosis, it is hardly a good method for an employee's assessment.

There are HR professionals who are experimenting with "alternative methods" (analysing one’s drawings, association exercises, graphology). The latter has a serious literature, but many people have doubts about their usability. Unfortunately, it is also possible that the employer will ask the candidate's horoscope during the selection process. However, this is hardly a matter of science and human resource management.

Peter Saville, a British psychologist and one of the founders of SHL, requires tests tailored to the world of work to target candidates with objective measurable results. In the HR world, there is not much room for projective experiments.

As Mr Saville put it:

I am very sceptical about graphology and related methods at work. (...) Projective tests, such as TAT, the Rorschach test, have their roles in the clinical field, but to provide valuable information in the world of work, I doubt it.