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A personality test is an assessment used by employers to help find a candidate whose character traits are best suited for a specific position. The pre-employment testing is designed to reveal particular aspects of a candidate's personality and estimate the likelihood that he or she will excel in such a position.
Personality tests usually help measure how well you will perform at the organization based on your interpersonal skills, the motivation and inspiration that drive you, and the role that you can excel in due to your behavioral traits.
Employers use personality tests or behavioral assessments during their hiring process to help prioritize their list of candidates or guide a structured interview process. They are ultimately trying to predict if your behavior is a good fit for a specific role or broader workplace culture.
An example questionnaire from a personality test is listed. MBTI serves as an indicator of the personality of individuals, their likes and dislikes, strengths and weaknesses. A sample Personality Test that is commonly used by companies today is given in the following section.
While a personality test might sound like another obstacle on your road to gainful employment, the truth is that you can't actually pass a personality test. In fact, you can't fail either. The test is there to distinguish your personal strengths and weaknesses, among a variety of other personality points.
In general, employers may give personality tests to employees, but the tests must not violate certain employee rights. Some personality tests have been found to violate an employee's right to privacy. For example, if test questions intrude too far into personal, sexual, or religious matters, the test might be illegal.
Maybe your test isn't any good. Employees fail for many reasons even when they pass the pre-hire assessment with flying colors. The No. 1 reason why a good candidate fails as an employee in situations like this is that the hiring manager relied on the job fit score and didn't read the assessment.
While some argue that personality tests are helpful, they may not be completely accurate: Because results are often publicly shared, employees may offer skewed answers to get a “better” personality type.
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