The growing number of companies use personality tests to evaluate candidates during the interviewing process. They evaluate the person’s match for the role, as well as understand their culture fit and values. Why do companies use them? Firstly, because the interviewing, hiring and onboarding are very resource-heavy, and the cost of wrong hires is high. And secondly, they want to make sure in advance that the potential hire will fit in well into the team and share the company’s values.
So, if during the next interview the hiring manager will suggest that you take a test, you want to be prepared so that the test increases your chance of getting hired instead of sabotaging them. Today, our career expert will tell you about the main types of psychometric tests that the employers use. We will also share some advice on how to perform better on the test.
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Some jobs, especially technical or skill-based ones, assume testing of your skills and knowledge during the interview. In this way, an employer wants to evaluate if your skill set is sufficient to perform well. But the personality tests are different. They evaluate your personality and behavioral style to understand your traits and approach to work and determine if you’re a good fit for a position. Depending on the role, psychometric tests evaluate your introversion/extraversion or what you will choose between teamwork and independent work. They also predict how you’ll handle interactions with colleagues and stakeholders, comply with rules, resolve problems and what motivates you.
89 out of Fortune 100 companies already use such tests to screen potential hires. Here are the top three of them.
One of the most commonly used personality tests, MBTI evaluates your personality based on the four pairs of traits. Upon completing the assessments, you’ll be assigned to one of the personality types that reveals your working style and assume the ideal type of career. This test is not meant to evaluate your fit for a particular industry or role and rather show your preferences than capabilities to do get the job done.
Note that the test doesn’t have ‘right’ or ‘wrong’ answers. Although it’s often used during the hiring process, it’s better suited to define the career path for someone who’s already part of the team rather than to predict if the candidate will outperform.
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Another popular option among employers, DISC behavior inventory accesses the job applicants based on the four traits: Dominance, Influence, Steadiness, and Conscientiousness. Unlike some complex assessment system, it contains under 30 questions. Upon completing the test, your results will be shown as a dot on the pie chart, with your dominant characteristic highlighted. For instance, if Influence is your dominant trait, it implies that you are optimistic, energetic, and social.
This test is user-friendly and can be administered by anyone, which makes it a popular for screening employees. However, the results of several candidates cannot be compared. This means that it’s up to the employer to decide what personality type they’d love to see in this role.
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Unlike the two previous tests, the Caliper test evaluates your match for a target job position. The results are presented as a percent match, and it’s considered that you fit for the opening if your percentage exceeds 50%. Another thing that distinguishes this test is its complexity – comparing to the previous ones, it’s much longer and will take you over 2 hours to complete. This test is presented in the form of statements, and you’ll have to choose the ones that represent your personality most (or least, depending on the question).
Created in the form of positive statements, this extensive test allows the employer to receive the full characteristic of the candidate’s positive and negative traits. Test results make it easy to compare your performance with that of other applicants.
The employers’ motivation behind making psychometric testing a part of the hiring process is pretty clear. They want to hire employees who are psychologically suited for this particular type of work and will fit in into the team’s culture. Hence, the cost of the wrong hires and hiring process is minimized.
Yet, as a job-seeker, you might want to take one of the online personality tests to better understand your working style, personality type and career preferences. Take a look at the list of scientifically-proven personality tests (some employers might be using them in the hiring process either):
Taking one of the personality tests at home will give you an insight into the personality assessments during an interview. Moreover, as you understand your personality type better, it might inspire you on how to write eye-catching good cover letter.
Psychological assessments are of particular importance for students at the beginning of their career. Making right professional decisions as a student or right after the graduation will positively impact your entire professional life. To avoid making wrong career choices, it’s important to fully realize your professional preferences and personality, and psychological tests are of a great help here.
You can understand your personality better by taking one of the tests listed above. You might also want to take the TestColor used by psychologists. It helps you understand your emotional intelligence and preferred work style. Another fun option is Human Metrics, which shows the popular person you compare with and indicates the best career path for your personality type.
Employers insist that psychological tests don’t require preparation. However, there is a way to maximize your chance for a job as you take the test. Simply follow these tips:
When you apply for the job, the hiring person reviews your resume carefully to determine whether you’re a worthy fit for an interview. Curious to think what the employers really think about your resume? Send us your resume for a free evaluation. Our resume consultant will respond you with a detailed description of its strengths and downsides, recommending how to downplay the latter.
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