Career Personality Test

Career Personality Test

It is very general for companies to ask candidates to finish a psychometric test.

These come in a type of forms including numeracy, verbal reasoning and problem solving.

Personality on the other hand can not be a pass or fail quiz.

Everybody calls them "personality tests" but they are not in fact tests.

A more correct name would be career personality assessment.

We all have unique personalities, a cocktail of factors and none can be right or wrong.

Some personality types are more compatible with certain environments than others.

You could say for example "You would be expected to work for long periods in isolation". Some could do this and some would rather not.

An accurate person who can identify solutions to complex problems.

From this job specification we could deduce that they are not looking for an extravert person who actually comes into their own through using their wonderful interpersonal skills.

This job requires someone of a very unique nature.

How to obtain the better career personality?

Most people care about what a personality report may say about them.

typically it is the unknown we fear, not the report itself. And most people do not develop properly.

We develop for maths tests but not personality.

Most things have a correct or wrong answer.

Personality tests can cause people very uncomfortable.

They also may try to second guess what an employer is looking for and some may try to frame their answer to impress.

An example could be that the job on offer is for a sales person.

The candidate may be tempted to try an appear extra outgoing and talkative when completing the questionnaire.

But this brings two problems.

Most psychometric questionnaires have inbuilt questions that identify when a person is being less than reliable.

2) You could be wrong about what you think they are looking for. It´s not always obvious.

Many sales roles require quiet reflective types with a good eye for detail.

This would indeed be a different sales approach than that which required an extraverted outgoing person.

The company could be looking for something very unlike from a stereotypical sales person.

Instead they are looking for a person who can listen and look closely at details. They would refuse the more outgoing personality.

They may want good listeners rather than good talkers.

How to reply personaity tests?

Since career personality cannot be measured by testing, the best way to finish any personalty assessment is honestly.

The organisation are not testing that applicants have a good or bad personality they are seeking a proper fit personality for the job, or possibly the organisation.

If working with others was a major part of the job then they would be looking for someone who does this naturally.

You never really know what the company is after and the job description rarely is any use at telling you.

Some adverts are also misleading.

The respondent may reply an advert that said, amongst other things, ´good communication skills´ required.

How can this be interpreted?

Commmunications can be outgoing, so you need a chatty person. Someone who was outgoing and had no difficulty speaking to strangers.

Or the company may be looking for a candidate with outstanding writting skills, where chatting is not really requred.

These could be very unlike in terms of personality type.

Best to just be honest.

Your personality is like you height. It´s just the way you are.

If you are ever to love your work then you need to be working in an environment that is compatible with your personality.

Being a bipolar scale, it is unlikely you would delight working in isolation if you are a gabby person.

So even if you were being paid fortunes, you would find working in isolation very painful after a while.

And if you were not a gabby person then you could perhaps work in isolation.

You would likely avoid working in an open plan office too.

Its not a good environment for quiet pensive people.

Conclusion

another thing that often vexes people who have completed psychometric questionnaires for job interviews is if the organisation does not share the results with them.

Everyone would benefit from sharing but sometime that´s how it is.

People should be able to access the ideas that the organisation has acquired, specially from a career personality questionnaire, whether they get the job or not.

ultimately the report only reflects what you have told them in your answers. If you want to know what it says then get a report before you go to interviews.

If you have answered genuinely then it should be no surprisal for you to find out that you are extraverted or introspective with a high task or feeling focus or that you opt sensing to intuition.

In the main however they are boiled down, this is what your profile will tell the interviewer.

If you do not get a job because of your personality then you should be delighted as there is a good opportunity you and the environment were not compatible.

Why would you take comfort from this? Who wants to work in a job where they could neer be themselves. It could be stressful.

You may just be the wrong fit for the team and the current team has to be considered. Some environments are a usual fit for you and others are not.

It is better for you and the company that you do not force the fit.

Yes skills matter, however they can be taught and learned on the job; if your personality and the job doesn´t suit then life could be hard.

Companies use personality tests because they often hire people with the right skills but the incorrect personality match and it rarely works out.

More and more they are recognising that the correct personality fit could be more important than identifying the correct skills. Start career personality test now.

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