Personality tests are widely used in organizations to predict the current and the future behaviors or job performances of an individual. Personality is one of the world complex concepts for employers to evaluate employees. Personalities are believed to provide some useful information about an individual but sometimes provide fake personality answers. In this respect as quoted in Gladwell (2004), employers need to supplement personality tests with other individual evaluation and assessment in job performance. In fact, the question of proving personality test as a valid measure to predict individuals job performance and behavior can only be answered with benefit of doubt in mind (Management Issues, 2007). Thus the statement that, Personality tests are not helpful in understanding how people behave or predicting how they will behave in future. Instead we should look at objects they chose to incorporate in their environment, such as passwords for their computers and stuff in their homes, is chock-full of truth. The paper will focus to highlight on the key elements to agree with the statement. Most importantly, the paper will argue why employers or human resource departments need to add other test to personality test with employees evaluations and assessment. As Heffner (2004) noted, individuals perception plays an important role to how they perceive the world and the environment they live in, and contribute largely on how they perceive themselves. Personalities of an individual thus is attributed by the social set ups and the attractions towards such social environments. Since environments are dynamics, individuals perception is also dynamic and thus changes in personality. According to Heffner (2004), personalities of an individual are therefore measured by the attribution theory. Attribute is the direct response of a persons behavior. The theory suggests that personalities (behaviors) are usually attributed by behaviors of others and the environment or the world surrounding an individual. Behaviors can be from either internal or external attributed. Internal factors are within an individual while external factors are outside individuals proximities. Individuals personalities are influenced by perception towards environment, previous experiences in life and the level of knowledge towards particular aspects (Heffner, 2004). Thus, there is positive relationship between an individual performance, personality and the environment. This supports that personality tests are not helpful in understanding how people behave or predicting how they will behave in future. To understand a persons personality, we need to include various environments attractiveness.Most small enterprises, multinational growing or established organizations are using personality tests to gauge the productivity or the performances of the employees. American group of psychologists as quoted in Amble (2007), suggest that the personality test in most cases provide invalid indications of individuals performance levels. Personality tests responses are believed to be faked. Organizations have tried to alleviate the problem or mitigate the problems from the manipulated responses but the research indicates there are no short cuts. Personality tests can be divided into many categories depending on the type of personality tested on and the focus of the test. Personalities can be behavioral, biological, psychodynamic, trait or social-cognitive. Personality test focuses on the internal and the external attractiveness of an individual. Most personalities are either inborn or unconsciously reinforced by habits or environments. Biological personality tests measure the intelligence capacity of individual while social cognitive and psychodynamic measures the uncontrollable/unpredictable elements of an individual. Therefore, whereas some personalities test provides adequate predictability of individuals performances like biological others do not match performance with the test like those controlled by external factors.Like wise, individuals personalities can be divided into addictive personalities and un-addictive personalities. Psychological personality test focus or are structured to reveal the individuals inners life and the external behaviors. Depending on the nature of the personality test, it target to provide information regarding, ability and skills, interests, hobbies, achievements, intelligence and the personality. Addictiveness of an environment and the behavior evaluate accurately about future behaviors or work performances. The addictive habits of an individual cannot be revealed in a personality test. Actually, it is difficult to an employee to reveal some weakness that probably acts as pillars of their personalities. These manipulated responses to individuals personality tests, thus can provide invalid prediction to work performance and future behaviors. This is supported by Robert Dipboye, where he suggest that employees should engage employee to more open process to disclose what they are looking for a gain the trust of test takers rather than playing paper and pencil games with them (Amble, 2007). In addition, the way people work, the kind of job they work, the environment their work in or the people they work with and the actions they exhibit in work is not captured in personality tests. These factors are vital attracting factors to individuals personality, behaviors, and the future job performances (Paul, 2005). Performance in the work environment is usually dependent on the skills, experience or the people in the working environment. Thus, personality test should incorporate the objects they chose to incorporate in their environment, such as passwords for their computers and stuff in their homes. In this regard, personality test as measures lack validity, are easily faked or manipulated, are therefore generally unsuitable as personality predictors in work performance or future individuals behaviors. In fact, personality tests are useful in clinical disciplines and not in the work environments. Some personality tests are used by psychologists and medical experts to predict the behaviors of individuals and not performances. Therefore, work environment need to embrace the contribution of other factors to evaluate work performances or prediction of an employee in future. I agree with the statement that, Personality tests are not helpful in understanding how people behave or predicting how they will behave in future. Instead we should look at objects they chose to incorporate in their environment, such as passwords for their computers and stuff in their homes