Esfp Personality Test

Instead they have delegated the task of screening applicants for impersonal measurements” (Smith, 29). In many cases it can be perceived that employers are using these tests as successful indicators although invasive and inaccurate of a potential employee’s character and ability to perform. Therefore, it is imperative for organizations to find the balance between successful implementation of pre-employment testing and the inaccuracy of such tests as it relates to future employees.

Personality tests are beyond easy to find these days. All it takes is a few clicks from your keyboard and google will present you with thousands, if not millions of personality quizzes. However, some tests happen to be more legitimate than others. Recently, I took one such test at the Career Center at Eastern Florida State College. My results were sometimes correct, but seemed to be slightly off at other times. I did really enjoy taking a test built in this format though.

The psychometric testing in other words may be called as “measurement of the mind”. During the selection process the education level, skills and experience are the things, which are normally estimated, however the behavioral traits and personality of a candidate is much more difficult to assess during an interview. As a result

ENFP personality type careers tend to be focused on creative fields. ENFPs like to explore possibilities and work with other people. Often, they are able to create imaginative solutions to humanitarian problems. As a result, ENFP personality type careers tend to be in fields where the individual can grow personally and artistically.

Have you ever completed a job application and, at some point during the process, completed one of those annoying personality surveys. Often times, one wonders what the results of the survey are and how will they affect his or her chances of becoming a candidate for the position. As annoying as they may be, many companies use the results to determine an applicant's aptitude and employability. Upon analyzing the results, they look at how a person would measure up as far as manageability, leadership skills and interpersonal skills. In lieu of an assignment, I have had the ability to not only complete some of these surveys, but to interpret the results as well.

I think that selection assessments are a great tool for a company to hire someone or not because it shows their intelligence. Even with the many study aids to help make a good score, it demonstrates if the individual has a good work ethic or not. For instance, a person that spent a lot of time to devote to studying to pass the assessment in order to get a job shows that they are dedicated. I believe that this types of tests, even with all the resources we have today, are still a good indicator because it determines if individuals are hard workers or not.

This essay identifies some critical reasons for why personality testing is still a key part of research today. It started by introducing a middle aged lady who was struggling with the loss of her unborn child and provided a test that could help identify her challenges and assist with a treatment. Subsequently, this essay provided commentary on four separate articles, which discussed the uses of personality testing within an organizational setting and the United States military. In addition, this essay discussed legislation concerning psychological tests throughout different states in the United States and the impact of not having the correct title and license in order to administer the tests and assessments to those in need. This essay also

Personality tests are used to assist people in finding out a little about themselves. The test should not be taken as an exact match to what the person is. The person may have characteristics similar to the type, but they are not bound to that type. The 16 types are useful to help a person come to a conclusion regarding their strengths and weakness. Though the tests are not accurate and should not be taken as something serious, they don't reflect each person accurately.

Predictive ability of interest entails the utilization of the personality assessment results in real life situation such as to select people that may be needed in particular activities such as employment. Dissenting argument have been advanced based on the influence of personality on job performance as employers look for specific personalities with others holding onto the study outcomes based on personality scores that attach no sense on job skills. However, every firm employs the predictive ability of personality in hiring. The predictive accuracy is only a teensy-weensy attached to personality test in hiring that is only based on the direct linkage of those test to practical job performance. Personality scores may not reveal the skills required for the job performance therefore skills becomes

It is hard to say someone is specifically just one type, there is so much more to a person then the few characteristics listed. With that said I do think this test can make people realize their strengths and weaknesses. I enjoyed getting the results of my test and seeing how accurate it was. The only thing that bothered me about this is that I feel like some people could take this too seriously and think that the test describes every aspect of their life perfectly which it does

Though most people want to believe they are individuals that unique, it has been proven in this class as well as my previous classes that is not true. I am just surprised how these test show how our personalities can be as few as four traits or as many as 4,000. My problem with these test are that individuals can easy to control the outcome. So to me they are not as accurate some test because the person taking it can change the outcome for their advantage. I took the Big Five Personality Test twice as myself and was able to make the test results be whatever I wanted them to be. Definitely being able to use the tests as a tool can be a helpful resource, but I believe they can only be used as a starting point. These test are all easy to take the longest one took me about 45 minutes and that was the SAPA project but the Big Five Personality Test only took about 15 minutes. I feel that the two test that I took showed my characters personality almost perfect. I also took the same two tests just for fun as Dr. Watson and they also came extremely accurate. What was amazing to me was how the two characters personalities seem so different and it made me wonder how they work so well together, but when I took the test many of their personality traits were within points. I definitely see how these test could be helpful in determining someone’s personality, but relieved that they are never taken as fact on their

This personality test did show accurate information which informed me what my weaknesses and strengths are without me even knowing what they were before. This helped me understand my traits better and maybe I’ll able to prevent them next time they come

I received the personality of ESTJ. The description of my personality seemed tp be pretty spot on. Although my chosen career of nursing was not on the list for my personaity type I still plan to persue this career. However, I did once consider becoming a business administrator. Overall I have mixed feelings about personality tests. The result from a personality test do not make me want to change my career pathway.

Personality assessments should be used in certain job types. If I were to hire an individual in customer service I would want to know that they have good people skills and can interact well with others. This could benefit both parties involved. If there is more than one person applying for the job I could weed out those who might not be able to handle customer service by doing a simple personality assessment.

Most interviewers have a set of the same questions that are used for all applicants to help gouge the responses that are given. This helps interviewers make the processes go smoother and faster. From the given handout, “Usefulness of typical job interview questions”, by Professor Allen Huffcutt, it is stated that most questions are useless. From the list that Professor Huffcutt has complied, I have been asked all 10 questions when being interviewed. The question that I most frequently get is, “How would you describe yourself”? This is such a general question and I personally do not think that this question is ever answered in the way an employer may want. Some individuals may use very descriptive words and some may just use generic words to please the