Personality tests are the most common test used after CV screening and interviews. Since they are used in the early stages of the hiring process, they screen-out a very large percentage of the candidates. Learn about personality tests and preparing for the test you can get one step closer to your dream job.
|About Personality Tests||Types of Personality Tests||Job Personality Tests||Sample Questions/Study Guide|
|Tests Similar to Personality Tests||How to Answer Personality Tests||How to Pass Personality Tests||Our Personality Test Preparation|
Personality tests are questionnaires designed to show the various aspects of a person's character.
Personality tests used in the job selection process focus on aspects of your personality that will affect your suitability as an employee. There are some characteristics that are seen as desirable and some that are seen as undesirable. There characteristics depend on the job you are applying for.
A personality profile is a tool used to provide an evaluation of an employee's personal attributes, values and life skills in an effort to maximize job performance. Personality profile tests questions are designed to find out information about an employee's decision-making skills, communication style and general attitude towards work. The information from the test is used to match the right employee to the right project or task, especially when working in a group.
When applying for a job, a personality test will let the employer know if you can do the job, will do the job, and will fit in to the office environment. A personality test can tell you how you will handle work-related activities, such as working as part of a team, solving problems, leading others, coping with stress and pressure, and more.
Although you can't technically study for a personality test, you can get the results you want by preparing yourself beforehand. When you come to take a pre-employment personality test, you are meeting with the unknown. You are placed in front of a computer screen and then flooded with all types of questions that seem to have nothing to do with the job you applied for. It makes you wonder how these unrelated questions enables assessors to draw conclusions about whether you are fit for the job or not. If you approach the test with resistance, cynicism, anger, or fear, you minimize your chances of success. In fact, the personality test is a much more applicant friendly tool than many others, such as a job interview. It is well-known that the job interview, for example, may be interviewer-biased, while personality tests are fully computerized and your results are 100% in your own hands. Any type of assessment is a stressful experience. Such stress leaves its mark on anybody’s performance, and every effort should be made to minimize its impact. Therefore preparing beforehand will decrease your stress levels during the test and allow you to take the test in a way that will best reflect your personality.
There are many different kinds of personality tests. Each test may use different items to measure your personality type. The most common personality tests use the Five Factor Model to create scales.
There are many different kinds of job personality tests used during the hiring process.
Personality tests are most commonly used in the employment market.
Trait theory is an idea that suggests individual personalities are composed of broad dispositions. The trait approach to personality test is focused on differences between individuals. The combination and interaction of various traits form a personality that is unique to each individual. Trait theory is focused on identifying and measuring these individual personality characteristics.
Each personality test uses different personality traits. The big-5 personality test is just one personality trait test. It uses openness, conscientiousness, extraversion, agreeableness, and neuroicism. Some other popular personality inventory tests which are based on personality traits are the NEO and CPI.
Other personality inventory tests may not use a big five factor, but use more or less than five personality traits. For example, the 16PF uses 16 personality traits whereas the Eysenck personality test only used three personality traits.
|Most Common Big Five Personality Tests|
|16PF||Assess||Big Five Inventory|
|NEO Personality Inventory||Newcastle Personality Assessor||OPQ|
|Talent Q Dimensions||Winslow||Wonderlic|
DiSC theory is seen as a quadrant where the top/bottom and left/right sides represent different traits.
|DiSC-Style Personality Tests|
|DiSC® Classic Profile||DISCUS||Everything DiSC® Profile|
|McQuaig Word Survey||Personal DISCernment® Inventory (PDI)||Predictive Index|
|Thomas International PPA||TTI Success Insights||Revelian Behavioral Profile|
Types theory is something many personality tests use to describe a person’s traits. There are four types which are usually combined to create a four letter acronym to describe a person. The most known personality test which uses types theory is the MBTI.
|Insights Discovery||Keirsey Temperament Sorter||Kolbe Indexes|
There are many different personality tests that an employer can choose from. Each employer may choose any personality test that was mentioned above that he or she thinks is the best fit for the company. Below is a list of various professions and companies that use personality tests during the hiring process.
|Personality Tests by Profession/Company|
There are many kinds of personality tests, which use different question formats. Below are some examples of personality questions found on different personality tests. Some of the questions may have similar styles as other personality tests. Below are samples of different personality tests which we offer.
Our personality test study guide will explain in more detail what personality tests are, along with how to deal with the stress of taking one. It will also provide you tips on how to read the instructions of a personality test, as well as typical formats in which personality tests are found. We also provide the ideal personality test guide, where you can choose from a number of job types. This will enable you to compare your test results with the ideal job personality to help you get a better understanding of the type of person that specific profession is interested in.
A job personality test is an assessment used by employers to help them choose the most suitable candidate for a position. The test highlights aspects of one’s character and personality. Personality assessments are mostly based on the five factor model, and they are frequently administered online.
No. A career personality test tells you what career you would be best fit for. A job personality test is an assessment you take when applying for a job.
If you are unsure of what career path you should to take, it would be best to take a career personality test. This test will ask questions which will result in the type of career that best fits your personality type. The career personality test is best to take before searching for a job, as it will give you a better insight of what job best suits you and your personality.
No, a motivation test is used to see what motivates people. It is sometimes used by employers as part of the preliminary application and selection process. Some employers use this kind of test to improve employee performance within the workplace.
A motivation test helps employers identify the factors that increase or decrease enthusiasm and motivation, and it can also help managers build staff motivation by increasing an employee's likeliness to maximize his or her potential.
Although it is an important factor, motivation is not only driven by money. In fact, employers are advised to use motivational tests to find ways of increasing their employee’s motivation not through financial means but through other incentives.
Those who administer personality assessment tests claim there are no “right” or “wrong” answers and often refer to personality tests as personality “questionnaires” instead of “tests.” This is untrue. A personality assessment serves as a tool to help find the person who fulfills the criteria of a specific position. Therefore, there are right and wrong answers associated with specific positions. Preparing for the personality test in advance will allow you to become well-acquainted with the types of questions asked and what the optimal answers are.
There are different kinds of questions found on personality assessment tests. When given a statement with "extreme" statements such as always and never, you should answer them with less extreme answers such as agree and not strongly agree. However, there are times during a personality test in which you should choose "strongly agree" or "strongly disagree."
You should choose "strongly agree" when the following types of questions are asked.
You should choose strongly disagree when asked the following types of questions.
Being consistent is very important when taking a personality assessment test. On personality tests, you may be asked similar questions that are worded differently. If you answer these similar questions differently, it will be reflected in your results. For instance, it could appear to assessors as if you did not answer both questions completely honesty, which may result in you not getting the job.
However, being consistent is not something you need to focus on, as it is not measured. Only if you significantly contradict yourself is it a problem. For example answering agree to 'I'm never late' and 'I have a tendency to be late to some meeting'. At times during the test you may encounter similar statements but not agree or disagree with all of them, in this case it's ok to answer differently. For example answering agree to both 'I prefer working with people rather than working along' and 'Sometimes, I need some alone time'.
Although you can't study for a personality test, you can pass by preparing yourself beforehand and more accurate answers. Get tips on how to take the personality test.
When taking a personality test your results may not always reflect your true self. You have to keep in mind that a job personality test shows your work persona. The test is not about seeing personas that reveal in family life or other contexts.
When you take a personality test, administrators assume that you have no background information about it, and that you will therefore give completely honest answers. However, practicing with simulated personality assessments before the actual test will enable you to actively optimize your answers for the position you want. This will undoubtedly have a positive effect on your candidacy.
After taking a personality test you will receive a report.
A personality test report will let you or the employer know:
Remember, when applying for a job, it is best to find out if they require a personality test or if you will encounter personality test interview questions. Preparing for the test or interview in advance can improve your chance of getting the job you want.
Our practice personality test is comprised of four sections. The four sections of the test contain different types of questions:
There is a total of 219 questions. Both the test format and the scales on our practice test are similar to the most common personality tests on the market.
Our study guide will help you prepare for any personality test, providing you tips and information on how to succeed as well as understand how to read instructions.
In addition, we also offer a unique complementary study guide that is profession-specific, meaning that if you are applying for a certain position, the guide can help you understand what traits are important for that position. We offer guides for the following professions: management, administrative, graduate students, supervision, customer service, sales, technical, IT, law enforcement, and many more.
Practicing for a personality test will help you learn more about yourself and the traits you possess. In addition, preparing will reduce ahead of exam day.