Personality Test – Redux

In the past I have written about pre-employment tests:

Cognitive/Personality Tests (9/21/2012)

Job Seekers Face More Testing (9/19/2011)

Today, I share a new article about how these assessments can be used by employers to determine a best “personality fit” for a particular role.  Employers find common traits among their highest performers in a particular role, then administer personality assessments to find candidates who embody those same traits:  How Personality Tests for Job Seekers Work

Melissa Korn points out a valuable nugget about personality assessments that one needs to remember – the questions and answers are rarely straightforward.  There are no right or wrong answers and thus one cannot approach personality assessments as “scoring well” enough.  This is one reason I prefer to use the term “personality assessment” instead of “test” because the connotation of testing implies a right and wrong answer.  With cognitive tests, there are right/wrong answers (think SATs)

If one is a fit according to the attributes the company has determined as desirable for the role – then you are a fit.  Don’t try to out-think the Q&A, answer it honestly to ensure you can be the employee in the workplace that matches the candidate you appear to be on paper.

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About Kevin Monahan

I have 10+ years experience in coaching clients in their career management and career change efforts. Personal career consulting services combined with employer outreach to help find opportunities for both constituents.
This entry was posted in Career Management, Interview, Job Search, testing and tagged , , , , , . Bookmark the permalink.

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