Get to Know the 5 Most Popular Pre-Employment Personality Tests

Get to Know the 5 Most Popular Pre-Employment Personality Tests

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. (,,,)}

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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?









Crisscrossed with paths connecting communities across geography and history, Peru boasts a stunning vertical landscape that integrates a diversity of ecosystems and cultures.

Peru is one of the world’s most biodiverse nations, containing ninety microclimates across extreme variances of altitude. The coastal, rain-forested, and mountainous environments provide abundant resources, including major exports such as fish, copper, and asparagus. Many culturally and historically significant areas are popular tourist destinations that encompass complex layered histories.

The uniqueness of Peru’s diversity lies in the connectedness of its landscape in the form of rivers, roads, and pathways that existed long before the Inka Empire (fifteenth–sixteenth centuries) and Spanish colonization (sixteenth–nineteenth centuries). Across its different altitudes and climates, communities exchange commodities and practices, shaping deeply rooted but constantly changing daily customs and celebrations. The influx and movement of people between and beyond borders also influence and transform these exchanges.

See video in the link below:

The Peru program featured projects, organizations, and groups whose cultural expressions highlight these social, cultural, and economic exchanges. It demonstrated how the networks of celebration and community, crops and markets, textile and craft production, foodways and technology, and music and dance forge the diverse cultural heritage of the country.

Festival visitors were able to experience these unique connections through cooking and craft demonstrations, music and dance performances, moderated discussions, ritual and celebratory processions, and other participatory activities. In addition, there was a robust involvement with Peruvian American and diaspora communities. The public had the opportunity to learn, to eat, to dance, to shop, to witness these vibrantly connected cultures and create their own connections with Peruvian artists and specialists on the National Mall and beyond.


The Perú: Pachamama program was co-sponsored by the Republic of Peru Ministry of Foreign Trade and Tourism (MINCETUR) and presented in partnership with the National Park Service.

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1. Have musical styles from other countries influenced the music scene in our country? Give some examples.

2 Who are the most popular musicians in our country right now? Do you like them? 

3. What kinds of traditional music have you heard? Which country or area was it from?

4 Do you think this kind of Festivals are a way to help preserve traditional music?






Welcome to the blog that has been specifically designed for Comprensión Lectora en Inglés – Course 5 – administered by Idiomas Católica.

This blog aims at providing opportunities for participants to exchange information related to the course. Although our reading course is not meant to develop oral or written communication skills, we have noticed that many of you can and wish to “have your say” in English about issues that we look at in the course. Your participation in this blog can award you up to 5 points in the assessment area labelled Tareas de Evaluación Continua.

Ready to begin? It is easy. The questions on the next message are waiting to be answered! You may want to participate TWICE. The first time, just write your answers to the questions. The second time, you are supposed to reply somebody else’s answer.

Enjoy the experience!


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