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When screening potential employees it has become commonplace for companies and other organisations to use various, and in some cases quite advanced, methods of analysing applicant’s personalities’. Many of these methods are however quite controversial and in some cases their reliability, in other words their ability to return consistent results when carried out a number of times on the same person (repeat reliability), has been questioned. Which one of the plethora of research methods including interviews, questionnaires, observation, case studies, action research and laboratory and field experiments is used, depends on which situation the testing is carried out in, and what kind of results are needed. What is however essential, is that the chosen technique is suitable to the problem in hand

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