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.