In other words, new tests can be developed to describe the elements included in any particular theory. Anderson, Herriot, Hodgkinson (2001) devoted an entire article to the necessity of “Pragmatic” Psychology being applied at work, wherein both methodological rigor and practical relevance are high. Unfortunately, they also claim that this is not where organizations are heading in their use of Psychology. It is therefore essential that the practitioner or test administrator understand and appreciate the limitations of the tests they administer, the need for stringent processes on part of tester, and the necessity of aiming for objective and unbiased results.There exist many sources of random error in psychometric testing and its subsequent interpretation. In order to minimize such errors, researchers apply various technical criteria to ensure the psychological soundness of tests. However, some degree of systematic bias remains inherent in psychometrics, preventing accurate measurement. Although psychometric testing serves to indicate an aspect of a participant’s behavior, psychologists (and any test users) should understand that test limitations do exist. In fact, the error is a necessary component of measurement, and therefore must be considered in all analyses of results. According to Cohen Swerdlik (2005), error variance is “the component of a test score attributable to sources other than the trait or ability measured” (p.96). Therefore, it is assumed that a test taker has a ‘true’ score that would exist if not for the error.Sources of error variance include test construction, administration, scoring, and interpretation. Examples of these sources during testing range from the test-room temperature to the presence or absence of a test giver. Examples of these sources during testing range from the test-room temperature to the presence or absence of a test giver. A test is reliable when it consistently measures the same thing in the same manner.