Read about this interesting article. Here you’ll have two of the most popular tests… if you want to read it completely you can click on the link at the bottom of this page…
Get an “A” for personality.
You’ve carefully crafted the perfect resume. Now what? It may be tempting to sit back, relax, and wait for that anticipated phone call inviting you for an interview, but really, sitting and waiting never helped anyone. It’s time to take an active role in preparing for your future. Let’s face the facts: With each passing year, it becomes harder and harder to get a job — companies are inundated with thousands of candidates for one open position. In response to the overwhelming increase in potential candidates, employers have added an extra step in the recruitment process: pre-employment personality testing.
According to a survey from the Society for Human Resource Management (SHRM) and Mercer, 67 percent of HR professionals are using personality tests and pre-employment testing to vet candidates in the hiring process. That’s compared to less than 50 percent in 2010, per research firm Aberdeen Group.
So, what is a pre-employment personality test?
Good question. 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.
Why has pre-employment testing become so popular?
Research shows that if an employee is placed in a position that doesn’t match his or her personality, it often leads to lower engagement. Low employee engagement results in 21 percent lower productivity and about 45 percent higher turnover, and replacing employees is expensive.
Just think of the time and money put towards interviewing a new hire, processing them in the system, training them, and then having to repeat it all for each candidate. In today’s metric-based work culture, employers are searching for a recruitment tool that gives them quantifiable measures on which to base decisions. Pre-employment job personality tests are now delivered online, where they are processed instantaneously. Results are then verified and normed against thousands of other candidates, speeding up the hiring process and ensuring that the candidates who move forward are compatible with the company.
Now that you know how popular these career personality tests are becoming and why, how about how to handle them? Here are some common versions of these tests and some tips on how to crack them:
1. The Caliper Profile
The Caliper Profile measures how an individual’s personality traits correlate to his or her job performance. The test is made up of a few different types of questions. The most common type presents you with a series of statements, and your task is to decide which statement best aligns with your viewpoint.
Conversely, there are also questions that require you to identify the statements that least reflect your point of view. You may also encounter true/false questions and multiple-choice questions to answer using a “degree of agreement” scale, ranging from “strongly agree” to “strongly disagree.” The Caliper Profile differs from other personality tests in that it examines both positive and negative qualities, thus providing the full picture of a candidate.
Insider Tip: Employers can create a customized selection tool that will allow them to customize the assessment to target critical behaviors. This will help them receive data on job-fit match or information about a candidate’s potential success in a specific role.
2. The Myers-Briggs Type Indicator
One of the most well-known tools for mapping employee personalities is the Myer-Briggs Type Indicator (MBTI). According to CPI, the test’s publisher, 89 of the Fortune 100 companies use the MBTI before hiring a new employee.
The MBTI identifies if an employee’s personality leans toward one of two tendencies in the following groupings: “Extraversion vs. Introversion,” “Intuition vs. Sensing,” “Thinking vs. Feeling,” and “Judging vs. Perceiving.” As a result, an individual can fall into one of 16 personality types. The Myers-Brigg Type Indicator is often used by employers to decide if a candidate would be a good cultural fit for a company and if he or she could subsequently transition into working with the team nicely. The MBTI is comprised of 93 questions. When answering each question, you are given two choices of statements — either A or B — which determines which tendencies you lean toward.
Insider Tip: The Myers-Briggs Type Indicator is not a normalized exam, nor are the questions scaled. This is one of the most difficult pre-employment personality tests to prepare for, primarily because it has not been proven valid for recruitment use. In fact, CPI put out a statement asserting that it is not considered ethical to use the MBTI for hiring or deciding job assignments. The test is more appropriate for understanding how a candidate may work in a group, but not for determining if a candidate is well-suited for a certain position. Another downside is that your score cannot be easily compared to a different candidate applying for the same position. (,,,)}
IT’S YOUR TURN!! Do you think personality tests are accurate? Why, or why not. Describe your ideal job. Is it easy or difficult to find a job in our country? Why? What advice have you heard for getting a job? Do you think these ideas are useful?