Understanding Personality Tests in the Hiring Process

Some employers now ask job applicants to take a personality test. This practice is a newer part of the hiring process. Facing a personality assessment can cause anxiety if you are unfamiliar with how they work. But there is no need to worry!

These tests can offer benefits to both you and the employer. You might even take some personality tests to explore careers that match your interests. The results can give you a better understanding of your professional life.

What are the most common Personality Tests

Employers value both hard and soft skills. Hard skills are technical abilities like computer programming or writing. Soft skills are interpersonal traits like leadership or teamwork. Personality tests, sometimes called psychometric tests, are different. They do not evaluate your hard or soft skills.

Instead, these tests show an employer your style of communication, your approach to conflict, and how you solve problems. The employer wants to understand the chemistry of their workforce. They want to know if you are a good fit for their team. There are no right or wrong answers on a personality test. A well-designed test simply reveals aspects of your personality. The results can be just as insightful for you as they are for the company.

Why Employers Use Personality Tests

The use of personality tests in hiring is a subject of debate. One of the most discussed uses is for screening applicants. Many employers use these tests to filter candidates before the interview stage. From the company's perspective, this can help maintain a certain type of work environment.

Other employers use personality tests to build diverse teams. They believe that combining different personality types helps people work together better and reduces internal competition. These companies understand that a variety of viewpoints can lead to better ideas and collaboration. Studies show that diverse teams often help a company gain a larger market share. Personality tests help these employers see if they are achieving the diversity they want.

Some companies use personality tests for specific roles. Jobs in sales or customer service, for example, may require a particular type of personality. These companies often prefer to train new employees on technical skills from the beginning. Before they spend resources on training, they want to check if a candidate's temperament can handle the job's demands.

Common Types of Personality Tests

You could be asked to take a personality test at different stages of the hiring process, or even after you are hired. The tests can take anywhere from a few minutes to over an hour. They are usually based on a model that has been reviewed by scientists in fields like psychology and organizational behavior.

The Myers-Briggs Type Indicator (MBTI)

The MBTI is likely the most famous personality test. Its creators, however, state that it should not be used to screen job applicants. You might be asked to take it after being hired or for mentoring purposes. The test was developed by Isabel Myers and Katharine Briggs, who based their work on the theories of psychologist Carl Jung. Their goal was to help people find careers that suited their personalities. The MBTI assigns you a four-letter type, such as ENTJ or ISTP, based on your tendencies in four different areas.

The DiSC Assessment

The DiSC assessment measures four traits: Dominance, Influence, Steadiness, and Conscientiousness. Its principles come from the work of psychologist William Marston in the 1920s. The test aims to increase your emotional intelligence. Some employers use this test to screen potential employees. Your results are shown as a dot on a circular chart, indicating your strongest attributes.

The Caliper Profile

The Caliper Profile is one of the most common tests used for job screening. It is also one of the longest, sometimes taking two hours to complete. The questions present you with multiple positive choices. Your selection helps the employer understand who you are and if you match the company or the job. The results are sent directly to the employer, often as a percentage match for the role, with a score over 50 percent considered ideal.

The Big Five

The Big Five, or Five Factor Test, is not a branded assessment. Many versions are available for free. The test measures your tendency toward five traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. You receive a percentage score for each one. Unlike other tests, one of the traits, neuroticism, is negative. Employers may use this type of test to screen out candidates they see as emotionally unstable.

What to Do with the Results

People sometimes spend years in a job before realizing it is a poor fit. Finding a career that suits your personality can lead to greater job satisfaction. If you are looking for a new job, taking a few career tests might help you identify roles that are a good match for you.

At the same time, these tests are not always correct, and not every employer uses them.
If an employer tells you that a test shows you are not a good fit, trust your judgment. You know yourself better than any test. If you are confident in your skills and love the work you do, do not let a test result discourage you!