Types Of Personality Tests Out There

I used to work at a job where I had to give people a test to see if they could successfully perform a job, and the test would sometimes reveal that the tester answered the questions in a way to make them appear better. Although the test showed that the tester was trying to make themselves look good, not all tests are able to do that. So, like mentioned before, a hiring manager should be careful if they do decide to utilize a personality test for hiring

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.

When discussing the accuracy of personality tests, there is no test, which will provide perfect precision. According to Dr. O'Neil, “an individual's personality is the complex of mental characteristics that makes them unique from other people” (2006, Para 1). O’Neil believes that the potential factors involved in shaping personality include values, beliefs, and expectations that are genetic and environmental (O’Neil, 2006).

This paper introduces the overview of personality assessment approaches in use currently in society. It proceeds to review the big five personality measures, its validity in prediction of personality types (Archer, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. Aspects on the social desirability trait and the distortion produced in responses to evaluation questionnaires, being a significant part of the problems in personality assessment is examined. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

Selecting tests can measure knowledge, skills and ability, as well as other characteristics, such as personality traits and they are useful to evaluate the right employee for a specific role, by identifying the candidate personality. For example, if a company or department needs to hire a new manager, a psychological/aptitude test may help to understand better if the candidate has the features required for that specific job position (strong leadership skills, such as high self-confidence, calmness, flexibility, etc).

Often times personality interactions are only viewed in social settings, with work personality interactions often overlooked. It is important to observe different personality interactions in the workforce to determine how to successfully run a business, while still providing a peaceful work environment to employees. In order to determine personality types, many take the Myers-Briggs personality test, a 16 question test that bases its results off of preferences (C. 1998). There are many

I would recommend the Myers-Briggs Type Indicator (MBTI) test to employers. The reasoning behind this is that this test has easily understood questions, it does not take long to complete, and the outcomes are very helpful. Knowing whether someone is an introvert or an extrovert, sensing or intuitive, and whether they think or feel can really help in the workplace. For example, Introverts are not going to work well with extroverts. This test is a better choice over the others because it does not require a trained individual, only a computer with internet. Also, the test is just yes or no answers, in some of the other test, a psychoanalyst has to show cards with images and how the person describes the images is supposed to relate to their personality.

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

May affect how managers make decisions, solve problems, handle conflicts, deal with politics, and cope with stress. Helps us understand how others are different from us, despite similar experiences and situations. The right personality for the job is always a combination of job fit and job attitude that varies with job type and organizational culture. Personality questionnaires help managers to compare individuals on the same criteria and distinguish between them in terms of good and bad. Questionnaires revels the level or abilities of an individual that would be appropriate at the workplace.

Psychological and Personality Assessments are used by many small employers, Fortune 100 or even Fortune 500 companies. These companies have instilled these tests in their company policies with all new hires or promotional employees. These assessments are used to help all human resources personnel in the decision of hiring or promoting employees. These tests are used as tools to improve personal image, promote or hire compatible employees that will put the company into a more positive direction. Employers feel that by using and implementing these assessments they help with building good employee teams and to allow different types of personalities to work

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Why has personality theories and internet testing created so much interest in the hiring process? Can you judge a person 's ability to perform the work just by giving them a personality assessment? Not always, but in the process of hiring many organizations can rely on personality theories and testing, which helps the process of pre-selection. Personality theories help measure, cognitive ability, knowledge, and personality of potential candidates. Employers today use pre–assessment as part of the selection process for multiple reasons. Personality theories and Internet testing is saves them time, money and filter the candidates in the pre-employment using personality traits.

Have I ever took a personality test that answer will be no I have not taking one but will like to take one to learn more about what type characteristic shape my personality. I would expect the personality test to show my caring ability, motivation levels and strength ability. Also I would like to test tell me about my social skills as a child I did not have good social skills now as a adult I have better social skills do to self confidence that I lack as a child. My personality has grown since I was a child. A personality test will open many doors to my colorful mind.

According to the textbook, personality and its many dynamics may be hypothesized, tried, and studied based on the LOTS acronym (Cervone & Pervin, 2013). This simplistic acronym describes four different types of tests psychologists use to study theories and obtain data. Each letter stands for a different method type used by professionals, all varying in their techniques, processes and the results that they provide. Every form of study has many different pros and cons, which is what scientists examine before choosing the most appropriate one to use for their specific study. They do so to obtain the most valid and reliable results, able to be legitimately replicated. The L stands for life record data, a process in which info is attained from

Setting up a valid personality test would be somewhat difficult in this generation. To gather true data, test would have to be taken multiple times asking the same questions several times in different manners. Tests must be objective and constructive because of diverse population. Gaining data over the years can gain validity of data as long as the results are constant across the board. I do not believe test will always be 100% accurate given that each individual answer can vary depending on their current mood, environment and state of mind, but having statistical data is a great resource to address or discover personality