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The following is a guest post from Gabe Duverge at Notre Dame College:

Online quizzes and personality tests may be entertaining from time to time, but they’re widely used by employers, and could strongly indicate a prospect’s success at a job. As a matter of fact, Indeed, an employment search engine, estimated that 60 to 70 percent of applicants in the U.S. took some type of personality test in 2014.

While there are some objections to these tests, it appears as if the majority of companies believe the pros outweigh the cons. To learn more about these exams and their effect on the workforce, read the full piece on employment personality tests. The article overviews the subject in detail, but if you’re looking for an abbreviated version see below. Numerous tests exist, but the following are predominately used:

Myers-Briggs Type Indicator (MBTI)
The MBTI, which some would argue is the most popular personality test, measures decision-making and how test takers perceive surroundings. Because there’s a heavy emphasis on how individuals arrive at conclusions, as well as communication style, this test can help companies determine who will best fit in to the organizational culture.

The MBTI is based on four dichotomies:

  • Attitudes: extraversion or introversion
  • Perceiving functions: sensing or intuition
  • Judging functions: thinking or feeling
  • Lifestyle: judging or perception

The test taker receives a letter for each aspect of the test, which combines to form a full personality profile. This test has the ability to measure intricate ideas and can offer suggestions for how to improve areas of weakness.

16PF Questionnaire:
Both psychology professionals and employers use this questionnaire to diagnose mental disorders. The test targets 16 primary traits and five secondary traits. It emphasizes behavioral situations.

Not only is the test easy to interpret, taking and administering it isn’t difficult, either. Critics, on the other hand, say that the test over-represents the traits of college graduates and undermines high school graduates. Furthermore, its accuracy may lessen for cross-cultural and multiethnic demographics.

DISC Assessment:
Not as well-known as the aforementioned tests, the DISC assessment prioritizes four personality traits: dominance, inducement, submission and compliance. Leadership can be a primary measurement from the DISC. However, its reliability has been questioned due to the different types of DISC assessments (various forms and versions exist). Results can be confusing with 384 unique scores.

Varying Perspectives:
There are multiple perspectives on the value that employment personality tests offer.

  • Supporters point to lower attrition and employee performance.
  • Critics mention that even though people pass the test, it doesn’t mean they’re skilled. Also, experts have found that some of the tests are discriminatory against different cultural groups.
  • The Equal Employment Opportunity commission (EEOC) is investigating if tests have an adverse impact on certain groups, such as those with mental illnesses and others who are qualified for jobs but underperformed on the personality tests.

Moving Forward:
Employee Personality Tests in the FutureEmployee personality tests will continue to evolve based on legal considerations and other findings. Staff psychologists and experts will have a hand in advancing these tests, to provide further insight into potential hires.

As always, please share your thoughts in the comments section below.

Best,

Rory

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