The MMPI test, like other psychometric tests, provides information on whether a candidate has the correct personality and skills to carry out a role effectively. The MMPI test is used by employers who are recruiting for high-risk jobs where mental health can be imperative to the safe and effective fulfillment of the role. Not all employers will use the MMPI test as part of their screening process, although other psychometric tests may be administered. It is unlikely that you will be asked to take this version of the MMPI test as part of a recruitment screening process. MMPI-A – This type was developed for teenagers, specifically of 14 to 18 years of age, and is used in both a clinical setting and in custody-related legal disputes. As with MMPI-2, this test can be used in a clinical or recruitment setting. MMPI-2-RF is an updated version of MMPI-2, first made available in 2008. MMPI-2-RF – This type has 338 true/false questions and takes between 35 and 50 minutes to complete. It is also relevant in a clinical setting. As part of a recruitment screening process, this is the version of the MMPI test that is most commonly used. MMPI-2 – This type features 567 true/false questions and takes between 60 and 90 minutes.
Two of these are for adults, while the third was designed for use by teenagers. The MMPI test is available in three different versions. The primary use of the MMPI is in a clinical setting to assess mental health, but it also proves helpful in legal disputes regarding custody and as part of the recruitment screening process. The length of the test varies between 35 and 90 minutes, again depending on which version is used. The test contains between 338 and 567 questions depending on which version is used, can be administered individually or in groups, and may be taken in either a computerized or paper format. The MMPI test uses ten clinical scales to assess the candidate’s personality and behaviors. The MMPI was subsequently revised in the 1980s and 2000s to its current format and is now the most regularly used mental health clinical assessment tool. The MMPI was first developed in the late 1930s by psychologist Starke R Hathaway and neurologist JC McKinley at the University of Minnesota as a clinical tool to assess mental health, specifically to diagnose mental disorders. There are no right or wrong answers, and it is therefore unlikely that a candidate will be able to cheat the test.
Unlike other recruitment-related tests, the MMPI does not have a pass/fail format.
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It cannot be used without this professional guidance. The test is administered and the results are interpreted by a qualified psychologist or psychiatrist who has received training in the use of the MMPI.
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